This article provides a comprehensive analysis of the practical challenges faced by human resources (HR) professionals in interpreting and implementing India’s unified labour legislation framework, which consolidates 29 central labour laws into four major Codes: Wages, Industrial Relations, Social Security and Occupational Safety, Health and Working Conditions (OSHW). While the reform aims to simplify compliance, enhance ease of doing business and extend social security coverage, significant ambiguities and interpretive gaps remain between the legislative text and operational guidance. Key challenges include confusion over effective dates, wage definitions, variable pay treatment and benefit computations, which impact payroll design, compliance risk and employee relations. Drawing on practitioner feedback and official policy documents, the article identifies critical areas of uncertainty and proposes solution pathways such as harmonised frequently asked questions (FAQs), cross-Code consistency, illustrative computation examples, stakeholder consultation mechanisms and safe harbour provisions. The article emphasises that successful implementation requires HR leadership to evolve from transactional compliance to governance stewardship, bridging legal, business and workforce welfare imperatives. Ultimately, the transformative potential of the New Labour Codes depends on clarity and integrity in their operationalisation.
Malathi K S (Thu,) studied this question.