Haryana Labour Law Compliance Guide for Employers, 2026 Edition

Last Updated on August 28, 2026 by Abhijit Divekar

Haryana compliance splits neatly in two. There is no professional tax to deduct, which removes a monthly job most states impose. But the Labour Welfare Fund runs monthly here rather than half-yearly, and the Shops and Commercial Establishments Act was materially rewritten in an amendment that took effect retrospectively from 12 November 2025. Employers in Gurugram, Faridabad, Panipat and Manesar are the ones most often caught out, usually because they apply a Delhi or Uttar Pradesh assumption across the border.

The 4 Labour Codes, What Changed (Effective 21 November 2025)

The four Labour Codes came into force on 21 November 2025 and absorbed most of the older central Acts. The Code on Wages subsumed the Payment of Wages Act 1936, the Minimum Wages Act 1948, the Payment of Bonus Act 1965 and the Equal Remuneration Act 1976. The Code on Social Security absorbed the EPF & MP Act 1952, the ESI Act 1948, the Payment of Gratuity Act 1972 and the Maternity Benefit Act 1961. The Industrial Relations Code took in the Industrial Disputes Act 1947 and the Standing Orders Act 1946. The Occupational Safety, Health and Working Conditions Code absorbed the Factories Act 1948 and the Contract Labour (Regulation and Abolition) Act 1970.

The change with the widest payroll effect is the definition of wages in section 2(y) of the Code on Wages. Basic, dearness allowance and retaining allowance together must be at least 50% of total remuneration. That is three components measured against total remuneration, not basic pay measured against CTC, and the difference matters when you restructure a salary. It raises the base on which provident fund, gratuity and bonus are calculated for most older salary formats.

Haryana has not yet finalised its own rules under any of the four Codes. The draft Code on Wages (Haryana) Rules and the drafts under the other three Codes are published but not notified. Until they are, the central rules apply and the state Acts described below continue to operate alongside them.

Haryana-Specific Labour Laws

1. Haryana Professional Tax

Haryana does not levy professional tax. There is no monthly deduction, no registration and no return. This is one of the few genuine simplifications of running payroll in the state.

The trap is the NCR. A company headquartered in Gurugram with staff sitting in Delhi, Noida or Bengaluru does not get to apply the Haryana position to them. Professional tax follows the place of work, not the place of registration. Delhi and Uttar Pradesh do not levy it either, but Karnataka, Maharashtra, West Bengal and Telangana all do, and a single employee in a levying state creates a registration and filing obligation there.

2. Haryana Labour Welfare Fund

Haryana operates its Labour Welfare Fund under the Punjab Labour Welfare Fund Act 1965 and the Punjab Labour Welfare Fund Rules 1966, as applicable to the state. It applies to establishments employing ten or more people.

Contribution	Amount	Frequency
Employee	₹35	Monthly
Employer	₹70	Monthly
Total per employee	₹105	Monthly

The employer contributes twice the employee amount. The current figures come from Haryana Labour Welfare Board notification HLWB/REV/2026/3436 dated 8 May 2026, which took effect from 1 January 2026 and raised the employer share.

Note the frequency. Haryana deducts every month, by the last day of the month. Most states run their Welfare Fund half-yearly or annually, so a payroll configured on a half-yearly assumption will under-deduct here by a factor of six. Quarterly, half-yearly and yearly remittance is accepted in some cases, but the deduction itself is monthly.

3. Haryana Shops and Commercial Establishments Act

The Haryana Shops and Commercial Establishments Act 1958 was substantially amended by the Haryana Shops and Commercial Establishments (Amendment) Act 2025, which is deemed to have come into force from 12 November 2025. If your understanding of this Act predates that, most of it is now out of date.

Requirement	Position after the 2025 amendment
Registration	Establishments with 20 or more workers register online within one month of commencing business
Under 20 workers	File an online intimation instead, within one month, and receive a Basic Information Performa ID Number. This is not a registration.
Renewal	None. The certificate is valid until amended, cancelled on closure, or revoked by the Inspector
Daily hours	10 hours (raised from 9)
Weekly hours	48 hours, unchanged
Overtime rate	Twice the ordinary rate
Overtime ceiling	156 hours per quarter (raised from 50)
Weekly off	One day per week
Earned leave	1 day for every 20 days worked, after 240 days of service; unused balance payable on exit
Casual leave	7 days
Sick leave	7 days
Notice period	One month, by employer and employee alike, after 3 months of continuous service

Two points worth flagging.

First, the renewal change catches people out in the opposite direction from usual. Registration used to be renewable every three years. It is not any more, and a Haryana establishment paying renewal fees on a three-year cycle is paying for something the Act no longer requires.

Second, the overtime ceiling of 156 hours per quarter is higher than the 144 hours allowed under the Code on Wages (Central) Rules 2026. Where both could apply to the same workforce, take the stricter figure and document why. Do not assume the more generous state number wins.

Women on night shifts may work between 8:00 p.m. and 6:00 a.m. in shops, and from 7:00 p.m. in factories. This is not a blanket permission. Haryana requires an approval or exemption, granted case by case, with conditions attached: a minimum of four women per batch, transport, medical tie-ups, displayed emergency contacts and a working grievance process. Rostering women on nights without that sanction is a breach even if every condition is met.

4. Haryana Minimum Wages

Haryana notified revised minimum rates on 9 April 2026, with effect from 1 April 2026. One notification covers all scheduled employments in the state, so there is a single table rather than a separate rate per industry.

Category	Per month	Per day
Unskilled	₹15,220.71	₹585.41
Semi-skilled	₹16,780.74	₹645.41
Skilled	₹18,500.81	₹711.56
Highly skilled	₹19,425.85	₹747.14

These are minimum rates and cannot be broken up into allowances to reach the figure. Trainees must receive at least 75% of the applicable category rate, never below the unskilled minimum, and the training period cannot exceed one year. There is no difference in rate between men and women.

On timing: Haryana normally revises with the variable dearness allowance in January and July. This revision runs from 1 April 2026, so do not assume the next one lands in July. Check before each payroll cycle rather than diarising a date.

Central Laws in Haryana

• Provident fund: 12% employee and 12% employer on basic and dearness allowance, split 3.67% to EPF and 8.33% to EPS, plus administrative charges and EDLI. ECR filed on the EPFO unified portal by the 15th of the following month.
• ESIC: 0.75% employee and 3.25% employer, for employees within the wage ceiling. Contribution due by the 15th of the following month.
• Bonus: 8.33% to 20%, payable annually and within eight months of the end of the financial year.
• Gratuity: after five years of continuous service. The one-year rule applies to fixed-term employment, not to permanent staff, and the two are frequently confused.
• Maternity benefit: 26 weeks for the first two children, 12 weeks thereafter, with creche provisions at the prescribed headcount.

Haryana Compliance Calendar

Obligation	Frequency	Due
Labour Welfare Fund deduction and remittance	Monthly	Last day of the month
PF (ECR)	Monthly	15th of the following month
ESIC contribution	Monthly	15th of the following month
TDS on salary	Monthly	7th of the following month
Professional tax	Not applicable	Haryana does not levy it
Bonus payment	Annual	Within 8 months of financial year end

Penalties for Non-Compliance

Violation	Consequence
Failure to register or intimate under the Shops Act	Penalty of ₹500 for every day of default
Late PF payment	12% per annum interest plus damages
Late ESIC payment	12% per annum interest, and the employer bears the benefit cost
Minimum wage shortfall	Recovery of arrears plus penalty; repeat breaches attract prosecution
Labour Welfare Fund default	Recovery with interest, and the employer cannot recover the employee share retrospectively

Gurugram, Faridabad and the NCR

Most Haryana compliance mistakes we see are cross-border rather than local. A Gurugram company with a Delhi sales office, a Noida development team and a few people in Bengaluru is running four different state positions at once.

Where the employee works	Professional tax	Labour Welfare Fund	Shops Act
Gurugram, Faridabad (Haryana)	Not levied	Haryana LWF, monthly	Haryana Shops Act 1958, as amended 2025
Delhi	Not levied	Delhi LWF, half-yearly	Delhi Shops Act 1954
Noida, Ghaziabad (Uttar Pradesh)	Not levied	Not levied	UP Shops Act
Bengaluru (Karnataka)	Levied	Karnataka LWF, annual	Karnataka Shops Act

Registration in Haryana does not cover any of the others. Each state where you have people on the ground is its own registration, its own return and its own calendar.

FAQs, Haryana Labour Compliance

Is professional tax applicable in Haryana?

No. Haryana does not levy professional tax, so there is no deduction, registration or return. If you have employees working in a state that does levy it, the obligation arises there.

What is the Labour Welfare Fund contribution in Haryana?

₹35 from the employee and ₹70 from the employer, ₹105 in total per employee, every month. It applies to establishments with ten or more people. The current rates took effect on 1 January 2026.

Does a Haryana shop registration need renewing?

No, not since the 2025 amendment. The certificate stays valid until it is amended, cancelled when the establishment closes, or revoked by the Inspector. The old three-year renewal cycle no longer applies.

How many hours can staff work in Haryana?

Ten hours a day, within a weekly limit of 48 hours. Overtime is paid at twice the ordinary rate, capped at 156 hours a quarter under the state Act. Where the central rules also apply, the stricter 144-hour ceiling should be used.

Can women work night shifts in Haryana?

Yes, from 8:00 p.m. to 6:00 a.m. in shops, but only with an approval or exemption. It is granted case by case with conditions on batch size, transport, medical support and grievance handling. It is not automatic.

What are the minimum wages in Haryana?

From 1 April 2026: ₹15,220.71 a month for unskilled, ₹16,780.74 semi-skilled, ₹18,500.81 skilled and ₹19,425.85 highly skilled. One notification covers all scheduled employments.

How does HRTailor handle Haryana compliance?

We run the monthly Labour Welfare Fund deduction and remittance, the Shops Act registration or intimation depending on your headcount, PF and ESIC filings, and the minimum wage check against your salary structure at each revision. For companies operating across the NCR we keep the four state positions separate rather than applying one across all of them.

Haryana Compliance Made Easy

If you employ people in Gurugram or Faridabad and are not certain whether your Shops Act position reflects the 2025 amendment, or whether your Labour Welfare Fund is running monthly, those are the two things worth checking first. Both are quick to verify and both are common.

हरियाणा में श्रम कानून अनुपालन (हिन्दी)

यह पृष्ठ हरियाणा में नियोक्ताओं की मुख्य जिम्मेदारियाँ समझाता है: हरियाणा श्रम कल्याण निधि, दुकान एवं वाणिज्यिक स्थापना अधिनियम के अंतर्गत पंजीकरण या सूचना, न्यूनतम वेतन, तथा भविष्य निधि और कर्मचारी राज्य बीमा जैसे केंद्रीय कानून। हरियाणा व्यवसाय कर नहीं लगाती। 21 नवंबर 2025 से चार श्रम संहिताएँ लागू हैं। दरें और अंतिम तिथियाँ ऊपर के अंग्रेज़ी अनुभागों में दी गई हैं, क्योंकि वे अधिसूचना के अनुसार बदलती रहती हैं।