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Core Integra Consulting Services Pvt. Ltd.

Leaders in Labour Law Compliances and HR Services using proprietary tech platforms as a key enabler Mail us at [email protected]

Coreintegra offers unique value propositions including customized solutions to its clients using a combination of subject matter expertise, lean processes, and disruptive proprietary technology for cost-effective engagements in the areas of Labour Law compliance and HR solutions. Proprietary Tech offerings include Ctrl-F (labour law compliance platform), Corex (HRMS), PF Trust Operations platform,

and custom-built Robotic Process Automation (RPA) solutions for process efficiencies and cost optimization. Contact us for any of the below-mentioned areas of engagement:
(1) Labour Law Compliance
(2) Payroll outsourcing
(3) Staffing Solutions
(4) Talent Acquisition
(5) Consulting services
(6) Software solutions

Coreintegra Consulting Services Pvt. Ltd.
1st Floor, Vinmar House, Plot no.- A/41, Road no- 2, MIDC, Opp. Marol Bus Depot, Andheri-East, Mumbai-400093
www.coreintegra.com.

18/06/2026

𝐂𝐚𝐧 𝐚𝐧 𝐚𝐩𝐩𝐫𝐨𝐯𝐞𝐝 𝐚𝐛𝐬𝐞𝐧𝐜𝐞 𝐟𝐫𝐨𝐦 𝐝𝐮𝐭𝐲 𝐛𝐫𝐞𝐚𝐤 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞’𝐬 𝐠𝐫𝐚𝐭𝐮𝐢𝐭𝐲 𝐞𝐥𝐢𝐠𝐢𝐛𝐢𝐥𝐢𝐭𝐲?

Not always. Under the Code on Social Security, absence from duty may still be treated as continuous service for gratuity, if it falls within the legally recognised categories.

Let’s understand this simply.

Gratuity is decided by service continuity, not by perfect attendance. A regular employee usually reaches gratuity eligibility after 5 years, while a Fixed-Term Employee can qualify after 1 year. But the law understands real life. Approved medical leave, maternity leave, earned leave, lay-off periods, or other legally recognised absences do not simply erase an employee’s service history.

Certain absences cannot be treated as a break in service.

These include:

Medical leave due to sickness or accident, if properly supported

Maternity leave up to the statutory limit

Earned leave, casual leave, or sick leave taken as per policy

Temporary lay-off due to reasons such as shortage of power, raw material, or machinery breakdown

Legal strike or lock-out, where the worker is not personally at fault

Absence caused by an employer’s order that is later regularised or set aside

This is important because employers cannot deny gratuity by casually calling an authorised absence a break in service.

Where the actual number of working days needs to be checked, the law also provides fallback thresholds. In general, 240 days in a 6-day working setup and 190 days in a 5-day working setup may be considered for determining continuous service. Seasonal establishments follow a separate operational-days test.

The financial impact is also higher now. Since gratuity is linked to the revised wage definition under the Labour Codes, wrongly breaking service continuity can lead to serious payout errors and compliance exposure.

For HR and payroll teams, the message is clear:

Leave records matter

Medical and maternity documentation matters

Lay-off and attendance records matter

Gratuity eligibility cannot be denied without proper legal basis

An absence may pause attendance.
It does not always pause service.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

10/06/2026

𝐇𝐨𝐰 𝐞𝐱𝐩𝐞𝐧𝐬𝐢𝐯𝐞 𝐜𝐚𝐧 𝐨𝐧𝐞 𝐝𝐞𝐥𝐚𝐲𝐞𝐝 𝐠𝐫𝐚𝐭𝐮𝐢𝐭𝐲 𝐬𝐞𝐭𝐭𝐥𝐞𝐦𝐞𝐧𝐭 𝐛𝐞𝐜𝐨𝐦𝐞 𝐟𝐨𝐫 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫?

The answer now depends on how many days the payment crosses the statutory timeline. With effect from 21 November 2025, gratuity paid late will carry simple interest at 12% per annum if it is not released within 30 days from the date of separation.

Let’s break it down simply.

The 30-day clock starts when gratuity becomes payable. This could be due to resignation, retirement, superannuation, death, disablement, or retrenchment.

Here’s where many employers need to be careful.

The responsibility to pay gratuity does not wait endlessly for internal clearances or delayed paperwork. Once the amount becomes due, the employer must calculate it and release it within the prescribed time.

If the payment crosses the 30-day limit:

The employer must pay 12% simple interest per annum

Interest starts from day it becomes due

It continues till the actual date of payment

The only exception applies where the delay is due to the employee’s fault and proper approval is obtained from the Competent Authority

This matters even more under the new wage definition. Since gratuity is now linked to a wage base aligned with the 50% wage rule, the gratuity amount itself may be higher than before. A delay on top of a higher payout can quickly increase the employer’s liability.

Fixed-Term Employees also need attention. Once they become eligible for gratuity after 1 year of service, any delay in settlement attracts the same interest rule.

For HR, payroll, and finance teams:

Correct calculation is important

Timely payment is equally important

Delayed settlement can now create direct financial exposure

In simple terms, gratuity delay is no longer just a follow-up issue. It is a statutory cost.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

02/06/2026

𝐋𝐚𝐛𝐨𝐮𝐫 𝐥𝐚𝐰𝐬 𝐚𝐫𝐞 𝐞𝐯𝐨𝐥𝐯𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐮𝐩𝐝𝐚𝐭𝐞𝐝 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐨𝐩𝐭𝐢𝐨𝐧𝐚𝐥 𝐟𝐨𝐫 𝐇𝐑 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐭𝐞𝐚𝐦𝐬..

Join CORE INTEGRA’s LIVE WEBINAR on New Labour Codes Update: What HR & Compliance Leaders Need to Know and gain practical insights into the changes implemented till date and what organisations should prepare for next.

📅 5th June 2026
⏰ 3:30 PM – 4:30 PM
💻 No Registration Fees

🎙 Speaker: Munab Ali Beik – Head, Compliance Advisory Practices
🎤 Moderator: Suparna Deka – Compliance Advisor

This session will help HR, payroll, legal, and compliance professionals understand key labour code developments, implementation impact, and the way forward for businesses.

Seats are limited. Register now through the link or QR code on the creative.

15/04/2026

𝐖𝐡𝐚𝐭 𝐚 𝐛𝐞𝐚𝐮𝐭𝐢𝐟𝐮𝐥 𝐭𝐡𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐈𝐧𝐝𝐢𝐚 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞𝐬 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐲𝐞𝐚𝐫 𝐢𝐧 𝐬𝐨 𝐦𝐚𝐧𝐲 𝐰𝐚𝐲𝐬 𝐨𝐧 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐝𝐚𝐲.

In Kerala, Vishu begins with the Vishukkani, the first sight of the day arranged to bring prosperity. In Assam, Bihu fills the air with dance and the joy of a fresh harvest. In Punjab, Baisakhi marks the season of abundance and gratitude.

Different traditions. Different flavours. Same magnificent energy. The energy of renewal.

There is something deeply optimistic about a culture that builds multiple fresh starts into the calendar. Every new beginning is a chance to do things better. To be more disciplined. More grateful. More intentional about what we build.

For those of us in the compliance world, new beginnings are familiar territory. Every quarter brings a fresh filing cycle. Every financial year brings new regulatory updates. Every day brings the chance to strengthen the systems that protect workers and organisations alike.

At Core Integra, we love new beginnings. They remind us why we do what we do. Helping organisations across India start every compliance cycle with clarity, confidence, and the infrastructure to follow through.

To everyone celebrating today, may this year bring you bumper harvests in every field you sow.

Happy Vishu. Happy Bihu. Happy Baisakhi!

14/04/2026

𝐓𝐡𝐞 𝐫𝐢𝐠𝐡𝐭𝐬 𝐲𝐨𝐮 𝐞𝐱𝐞𝐫𝐜𝐢𝐬𝐞 𝐞𝐯𝐞𝐫𝐲 𝐩𝐚𝐲𝐝𝐚𝐲 𝐭𝐫𝐚𝐜𝐞 𝐛𝐚𝐜𝐤 𝐭𝐨 𝐨𝐧𝐞 𝐦𝐚𝐧'𝐬 𝐯𝐢𝐬𝐢𝐨𝐧.

Dr. B.R. Ambedkar did not just draft a constitution. He drafted the blueprint for every minimum wage notification, every PF contribution, every ESI benefit that protects Indian workers today. Article 23. Article 24. Article 39. These are not just legal provisions. They are promises made to every person who earns a living in this country.

What makes his legacy extraordinary is that it was not built on sentiment. It was built on structure. The kind of structure that turns rights from words on paper into money in accounts, safety on factory floors, and dignity in every workplace interaction.

Today, when a contract worker receives their wages on time, when a factory maintains safety standards, when an employer files PF contributions without delay, that is Ambedkar's architecture working exactly as intended.

At Core Integra, we see this architecture every day. Across 30+ industries and 1,500+ locations, our work in labour law compliance is fundamentally about ensuring that the protections he fought for actually reach the people they were designed for. Not in theory. In practice. Every filing. Every audit. Every payroll cycle.

The best tribute to Dr. Ambedkar is not a speech. It is a compliance record that proves his vision works.

Happy Ambedkar Jayanti.

04/03/2026

𝐐𝐮𝐢𝐜𝐤 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧. 𝐇𝐚𝐯𝐞 𝐲𝐨𝐮 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐠𝐮𝐞𝐬𝐬𝐞𝐝 𝐰𝐡𝐢𝐜𝐡 𝐜𝐨𝐥𝐨𝐮𝐫 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐦𝐨𝐬𝐭 𝐥𝐢𝐤𝐞𝐥𝐲 𝐭𝐨 𝐞𝐧𝐝 𝐭𝐡𝐞 𝐝𝐚𝐲 𝐰𝐢𝐭𝐡?

That is usually how Holi works.

Holi has a way of breaking routine without asking for permission. One moment you are trying to stay neat, the next you are laughing it off because colour somehow found its way anyway. And honestly, that is part of the charm.

This festival brings a refreshing pause. Laughter gets louder. Conversations feel lighter. Differences blur. People meet, greet, tease, forgive, and move on with smiles.

Even those who confidently say they will not play somehow end up with colour on their face and sweets in hand.

There is something comforting about Holi.

We all remember that a bit of imperfection can be part of our lives. It sometimes also needs a little colour, good company and the willingness to enjoy the moment as it comes.

Even in professional spaces, Holi changes the mood. Greetings sound warmer. Smiles appear quicker. And for a day, everyone seems to agree that carrying colour is better than carrying stress.

On this vibrant occasion, everyone at Core Integra wishes you a colourful and safe Holi. May the day bring warmth, laughter, and moments worth remembering.

Enjoy the colours. Share the sweets. And let the festival do what it does best.

https://ctrlf.coreintegra.com/

23/02/2026

𝐈𝐧𝐭𝐞𝐫-𝐒𝐭𝐚𝐭𝐞 𝐌𝐢𝐠𝐫𝐚𝐧𝐭 𝐖𝐨𝐫𝐤𝐞𝐫𝐬 𝐚𝐫𝐞 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐭𝐨 𝐚𝐛𝐬𝐨𝐫𝐛 𝐭𝐡𝐞 𝐜𝐨𝐬𝐭 𝐨𝐟 𝐫𝐞𝐭𝐮𝐫𝐧𝐢𝐧𝐠 𝐡𝐨𝐦𝐞. 𝐅𝐫𝐨𝐦 21𝐬𝐭 𝐍𝐨𝐯𝐞𝐦𝐛𝐞𝐫 2025, 𝐭𝐡𝐞 𝐥𝐚𝐰 𝐦𝐚𝐤𝐞𝐬 𝐭𝐡𝐚𝐭 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐞𝐱𝐩𝐥𝐢𝐜𝐢𝐭.

Under the OSH & WC Code, the annual journey allowance is a statutory right. It is no longer just another welfare gesture. Every eligible inter-state migrant worker is entitled to a to-and-fro journey allowance once every 12 months, covering travel between the place of employment and their native place. This applies whether the worker was recruited through a contractor or migrated on their own and secured employment directly.

The definition itself has widened. The protection now extends to self-migrated and directly recruited workers, not just those sourced by contractors. If the worker is engaged across state borders and falls within the notified wage limits, the entitlement applies. The intent is clear. Migration status should not dilute employment rights.

This allowance becomes payable after the worker completes the prescribed period of service in the establishment. It must be paid as a lump-sum, and payment is expected to be credited directly to the worker’s bank account. Non-payment is not treated as an administrative lapse. It is a statutory violation.

This benefit also sits alongside portability. Ration access, medical benefits under ESI, and construction welfare entitlements now travel with the worker across states. The journey allowance is part of the same framework, ensuring that mobility does not come at the cost of dignity or safety.

For employers, this is not just about payment. Proper identification of inter-state migrant workers, maintenance of registers, and proof of disbursement are now routine audit checkpoints. Inspectors are specifically verifying whether journey allowances are being paid year-on-year.
Failure to comply can attract penalties. More importantly, it signals a breakdown in basic labour protection.

The message from the Code is unambiguous.
If labour moves for work, the law ensures the journey back is protected.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

13/02/2026

𝐓𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐭𝐨𝐮𝐜𝐡𝐞𝐬 𝐝𝐨𝐮𝐛𝐥𝐞 𝐝𝐢𝐠𝐢𝐭𝐬, 𝐬𝐚𝐟𝐞𝐭𝐲 𝐚𝐧𝐝 𝐰𝐞𝐥𝐟𝐚𝐫𝐞 𝐬𝐭𝐨𝐩 𝐛𝐞𝐢𝐧𝐠 𝐨𝐩𝐭𝐢𝐨𝐧𝐚𝐥 𝐚𝐧𝐝 𝐬𝐭𝐚𝐫𝐭 𝐛𝐞𝐜𝐨𝐦𝐢𝐧𝐠 𝐬𝐭𝐚𝐭𝐮𝐭𝐨𝐫𝐲.

From 21st November 2025, the Occupational Safety, Health and Working Conditions Code draws a clear compliance line at 10 workers. Once an establishment reaches this number, it enters the formal safety and welfare framework of the law, regardless of industry, location, or nature of work.

This threshold now acts as the entry point for registration. Every establishment employing 10 or more workers must register electronically on the Shram Suvidha Portal within the prescribed timeline. This is done for consolidating things. Multiple registrations due to laws being fragmented are no longer in place.
You now have one unified system that recognises your establishment as a whole.

Crossing the 10-worker mark also activates mandatory welfare responsibilities. The Principal Employer is responsible for delivering a hygienic workplace. Aspects like proper ventilation, lighting and cleanliness are mandatory. safe and clearly marked drinking water must also be available. Washing and bathing facilities, including separate arrangements for men, women, and transgender employees, no longer remain optional. Privacy through locker or changing rooms and accessible first-aid facilities are part of the baseline expectation.

A major shift introduced after implementation is the annual health check-up requirement. Employers must provide a free medical examination every year for employees above the age of 40. During inspections, records of these check-ups are now treated as core compliance evidence, not supporting documentation.

The same threshold also triggers the obligation to issue statutory appointment letters. Every employee, irrespective of role or wage level, must receive a formal letter of appointment. Informal hiring practices that survived under earlier laws no longer hold legal ground.

While basic safety and welfare begin at 10 workers, higher thresholds apply for additional facilities. Creche requirements activate at 50 workers, canteen obligations at 100, and welfare officers at larger headcounts. But none of these dilute the foundational responsibilities that apply once the workforce reaches ten.
In practical terms, the Code makes one thing clear.

Size does not determine intent. Headcount determines responsibility.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

10/02/2026

𝐑𝐞𝐭𝐫𝐞𝐧𝐜𝐡𝐦𝐞𝐧𝐭 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐚 𝐬𝐢𝐧𝐠𝐥𝐞 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 𝐟𝐨𝐥𝐥𝐨𝐰𝐞𝐝 𝐛𝐲 𝐚 𝐧𝐨𝐭𝐢𝐜𝐞. 𝐓𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐧𝐨𝐰 𝐚 𝐬𝐞𝐪𝐮𝐞𝐧𝐜𝐞 𝐨𝐟 𝐦𝐚𝐧𝐝𝐚𝐭𝐨𝐫𝐲 𝐟𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐚𝐧𝐝 𝐩𝐫𝐨𝐜𝐞𝐝𝐮𝐫𝐚𝐥 𝐬𝐭𝐞𝐩𝐬 𝐭𝐡𝐚𝐭 𝐡𝐚𝐯𝐞 𝐭𝐨 𝐛𝐞 𝐟𝐨𝐥𝐥𝐨𝐰𝐞𝐝.

From 21st November 2025, the Industrial Relations Code reshaped how retrenchment is carried out. While the familiar requirement of providing one month’s notice or wages in lieu still exists, employers now have additional statutory responsibilities that activate the moment a worker is retrenched.

For any worker with one year or more of continuous service, retrenchment must begin with a clear choice. Either a written one-month notice stating the reasons must be issued, or one month’s wages must be paid in place of notice. This requirement applies across establishments and continues to be the first compliance checkpoint.

What changes the cost equation is the dual payment obligation introduced after implementation. At retrenchment, the worker becomes entitled to:
• Retrenchment compensation equal to 15 days’ average pay for every completed year of service, with any service beyond six months rounded up
• A separate contribution of 15 days’ last drawn wages to the Worker Re-Skilling Fund, payable within 45 days of retrenchment and credited directly to the worker

This re-skilling contribution is not optional. It applies to every retrenchment covered under the Code.

The permission framework has also shifted. The previous norm for establishments needed them to take prior government approval for employing 100 or more workers. Under the IR Code, this threshold now stands at 300 workers.

Establishments below this level do not require prior permission, but they remain fully liable for notice, compensation, and re-skilling payments.

For establishments with 300 or more workers, retrenchment attracts tighter controls. The notice period increases to three months, or wages must be paid in lieu, along with all statutory payouts.
The Code also removes ambiguity by listing exclusions. Voluntary retirement, superannuation, expiry of fixed-term employment, and termination due to continued ill-health are not treated as retrenchment.

Failure to follow the prescribed steps can result in fines ranging from ₹50,000 to ₹2,00,000, with higher penalties for repeat violations.

Retrenchment today is not about intent. It is about ex*****on.

Know more about us at:

https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

09/02/2026

𝐌𝐚𝐧𝐲 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐬𝐭𝐢𝐥𝐥 𝐭𝐫𝐞𝐚𝐭 𝐬𝐭𝐚𝐭𝐮𝐭𝐨𝐫𝐲 𝐛𝐨𝐧𝐮𝐬 𝐚𝐬 𝐚 𝐟𝐢𝐱𝐞𝐝 𝐫𝐮𝐥𝐞. 𝐓𝐡𝐞 𝐥𝐚𝐰 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭.

From 21st November 2025, statutory bonus continues under the Code on Wages, but the way eligibility is controlled has changed. Bonus limits are no longer frozen in the statute. They can now be revised through government notifications, and that makes bonus compliance something employers must actively track, not assume.

At present, the eligibility ceiling stands at ₹21,000 per month (Basic + DA). Employees earning above this figure are outside the mandatory bonus requirement unless the threshold is revised by the appropriate Government. What is often misunderstood is that eligibility and calculation are two separate stages. An employee may be eligible, but the bonus is not calculated on the full salary.

Where monthly wages fall between ₹7,000 and ₹21,000, the bonus is calculated on ₹7,000 or the applicable minimum wage for that category, whichever is higher. With minimum wages revised upward in many states after the introduction of the National Floor Wage, the effective calculation base has increased across several sectors.

Eligibility also depends on service. An employee must have completed at least 30 working days in the accounting year. Once eligible, the statutory range applies. A minimum bonus of 8.33% is payable even if the establishment has incurred a loss, while the maximum bonus is capped at 20%, subject to allocable surplus.

The law also clearly states when bonus can be denied. Dismissal for fraud, theft, riotous or violent behaviour, or sexual harassment can lawfully result in loss of bonus entitlement.

A key change under the Code is who controls the threshold. The appropriate Government can now revise the ₹21,000 ceiling by notification. This allows states to extend bonus coverage without waiting for legislative amendments. Employers must therefore watch state-specific updates closely.

Bonus must be paid within 8 months of the close of the accounting year. Errors or delays can invite claims, penalties, and compensation directions.

Bonus compliance today is dynamic. Assumptions are risky.

Know more about us at:

https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

Address

1st Floor, Vinmar House, Plot No./A/41, Road No./2, MIDC, Opp. Marol Bus Depot, Andheri-East
Mumbai
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+918262051991

Website

http://www.coreintegra.com/

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