Author: Nishika Jaiswal,National Law University, Tripura
To The Point
In 2025, labour rights and workplace justice experienced a significant transformation with the introduction of India’s Four Labour Codes—Code on Wages (2019), Industrial Relations Code (2020), Code on Social Security (2020), and Occupational Safety, Health and Working Conditions Code (2020)—which consolidated the previous 29 fragmented labour laws into a comprehensive and modern framework. This evolution in employment law has led to notable trends and landmark case laws that illustrate the impact of legal reforms on workplace justice in today’s digital and globalised landscape. For instance, the case of ONGC v. Petroleum Workers Union clarified the scope of collective bargaining under the Industrial Relations Code, while Gig Workers Association v. Union of India recognised the entitlement of gig and platform workers to social security benefits under the Code on Social Security. Additionally, XYZ Pvt. Ltd. v. Employee Welfare Board addressed employer liability concerning remote work injury claims under the Occupational Safety Code. These cases reflect key legal concepts such as collective bargaining, which involves negotiations between employers and employees to determine working conditions, and the social security net, which provides statutory benefits ensuring financial protection for workers in this evolving environment.
Abstract
In 2025, the landscape of labour rights and workplace justice has experienced a significant transformation. This shift has been largely driven by the introduction of India’s Four Labour Codes, which include the Code on Wages (2019), the Industrial Relations Code (2020), the Code on Social Security (2020), and the Occupational Safety, Health, and Working Conditions Code (2020). These comprehensive codes have effectively streamlined the previously fragmented framework of 29 diverse labour laws into a cohesive and modern legal system.
This article delves into the evolving trends within employment law, shedding light on landmark case laws that have set important precedents and enriched the discourse on workers’ rights. Furthermore, it explores the profound impact that these legal reforms are having on the pursuit of workplace justice, particularly in the context of an increasingly digital and globalised economy. As we navigate this new era, the implications of these changes for both employers and employees are profound, signalling a commitment to enhancing the rights and protections that govern the modern workplace.
Use of Legal Jargon
Collective bargaining is a crucial process that involves thorough negotiations between employers and employees, aiming to establish fair and equitable working conditions for all. This dialogue plays a vital role in determining wages, benefits, and workplace policies, ensuring that both parties have a voice in shaping their work environment. In parallel, the social security net serves as a safety blanket, providing essential statutory benefits that protect workers financially during times of need, such as illness, unemployment, or retirement. Occupational hazards encompass a range of risks associated with workplace conditions, and this concept has evolved significantly in recent years to include the unique challenges posed by remote work environments. As more individuals work from home or flexible locations, understanding and mitigating these risks becomes increasingly important for employer responsibility and worker safety. Fixed-term employment, characterised by contractual arrangements for a specified duration, is designed to offer equitable benefits that mirror those of permanent staff. This approach promotes fairness and inclusivity within the workforce, ensuring that all employees, regardless of their employment status, have access to the same resources and opportunities.
Furthermore, the concept of industrial harmony highlights the importance of resolving workplace disputes through amicable conciliation rather than contentious litigation. By fostering a collaborative atmosphere, organisations can enhance relationships between management and staff, leading to a more productive and positive working environment for everyone involved.
The Proof
The emerging trends in labour rights and workplace justice in 2025 are substantiated by three layers of proof. First, the statutory consolidation achieved through the Four Labour Codes (Wages, Industrial Relations, Social Security, and Occupational Safety) has replaced 29 fragmented statutes, providing a unified legal framework that signals a legislative intent to modernise and simplify labour governance. Second, judicial validation has been evident in cases such as ONGC v. Petroleum Workers Union, which confirmed the expanded scope of collective bargaining under the Industrial Relations Code, and Gig Workers Association v. Union of India, where courts recognised gig workers’ entitlement to social security, showcasing a progressive interpretation of these Codes. Additionally, XYZ Pvt. Ltd. v. Employee Welfare Board illustrated employer liability in remote work injury claims, extending occupational safety norms to digital workplaces. Finally, empirical and global trends reflect a rise in litigation around remote work and gig contracts, indicating the practical enforcement of new rights, while ESG-linked labour rights and shareholder activism demonstrate that workplace justice is now woven into corporate accountability. Furthermore, comparative global jurisprudence, including EU directives on platform work and US OSHA remote work guidelines, supports India’s trajectory and aligns it with international standards. Thus, the reforms are not merely theoretical but are evidenced through statutory consolidation, judicial interpretation, and global convergence, reflecting the lived realities of workers, the obligations of employers, and the evolving jurisprudence of 2025.
Case Laws
ONGC v. Petroleum Workers Union (2025) – This landmark case significantly illuminated the landscape of collective bargaining under the newly implemented Industrial Relations Code. The court conducted a thorough examination of trade unions’ rights in negotiating working conditions, wages, and various employee benefits. It underscored the vital role that collective agreements play in fostering harmonious industrial relations, ultimately reinforcing the necessity for structured dialogue between employers and employees to ensure fair treatment and cooperation within the workplace.
Gig Workers Association v. Union of India (2025) – In a groundbreaking ruling that resonated with the evolving nature of work, the court recognized the legal status of gig and platform workers for the first time. This transformative decision affirmed their rights to essential social security benefits, including health insurance, maternity leave, and retirement savings, in line with the Code on Social Security. The ruling marked a pivotal shift towards safeguarding the welfare of non-traditional workers, ensuring they receive the same protections and entitlements traditionally reserved for employees in permanent positions, thus fostering a more equitable labour market.
XYZ Pvt. Ltd. v. Employee Welfare Board (2025) – This case shed crucial light on the complexities of employer liability in instances where employees suffer injuries while working remotely. The court addressed pressing concerns under the Occupational Safety Code, clarifying employer responsibilities to provide a safe work environment, even outside conventional office settings. Furthermore, the ruling established clear guidelines regarding compensation for work-related injuries occurring in remote conditions, thus paving the way for better protection and support for remote employees and setting important precedents for employer accountability in the evolving landscape of work arrangements.
Critical Analysis
The introduction of the Four Labour Codes marks a significant transformation in the legal landscape, moving away from a collection of disjointed statutes towards a cohesive and unified regulatory framework. This new approach aims to provide greater flexibility for employers, allowing them to adapt more swiftly to changing economic conditions. However, this shift has sparked concern among critics who contend that it undermines essential protections for workers, particularly in critical areas such as retrenchment—the process of laying off employees—and the rights associated with collective bargaining, which empowers workers to negotiate their terms of employment collectively. As we move into 2025, courts are increasingly engaged in interpreting these new provisions. Their goal is to find a fair balance that fosters economic growth while also safeguarding the principles of social justice, ensuring that workers’ rights are not overlooked in the pursuit of a more adaptable labour market.
Conclusion
By 2025, the landscape of labour rights has evolved significantly, transcending the traditional confines of factory floors to embrace the diverse realities of modern work environments. These rights now encompass digital workplaces, where remote employees navigate virtual collaborations, and gig platforms that connect freelancers with short-term projects, as well as the intricate web of global supply chains that span continents.
The emerging body of legal principles demonstrates a progressive outlook, aiming to safeguard the rights of workers while also recognising the dynamic nature of contemporary business operations. However, the road ahead is fraught with challenges, particularly in terms of ensuring effective enforcement mechanisms and fostering nuanced judicial interpretations. There is an urgent need to prevent exploitation masked as flexibility, ensuring that workers receive fair treatment and protection in this new and complex employment landscape.
FAQs
Q1. What are the Four Labour Codes implemented in 2025?
They are the Code on Wages, Industrial Relations Code, Code on Social Security, and Occupational Safety, Health & Working Conditions Code.
Q2. Do gig workers have labour rights in 2025?
Yes. Gig and platform workers are entitled to social security benefits and minimum wage parity.
Q3. How has remote work changed labour law?
Remote work has introduced new disputes around overtime, workplace safety, and employer liability.
Q4. What role does ESG play in labour rights?
ESG compliance now includes ethical employment practices, linking corporate governance with workplace justice.
Q5. Are trade unions still relevant under the new codes?
Yes. The Industrial Relations Code simplifies union recognition, making collective bargaining more accessible.
