The Rajasthan Labour Department notified these rules on August 12, 2026, under the powers granted by Section 67 of the central Code on Wages, 2019. The draft had been published in January 2026 for public objections, and after considering the feedback received, the State Government finalized the rules, which took effect immediately upon gazette publication and apply across the whole state.
1-Preliminary provisions lay out definitions used throughout the rules covering terms like “authority,” “appellate authority,” “family,” “Inspector-cum-Facilitator,” and the four occupational skill categories (unskilled, semi-skilled, skilled, and highly skilled). Notably, “family” is defined broadly to include a spouse, dependent children (with education-linked age limits), infirm dependents, and dependent parents, including in-laws.
2-Minimum wage fixation is addressed in Chapter II. Wages are to be calculated on a daily basis using a standard formula: it assumes a family unit of three adult consumption units, a calorie intake benchmark of 2,700 per unit per day, an annual cloth allowance of 66 meters per family, and fixed percentage allocations for housing rent, fuel/electricity/miscellaneous costs, and education/medical/recreation expenses. Daily rates convert to hourly (divided by eight) and monthly (multiplied by twenty-six) figures, with standard rounding rules. The government must also weigh geographical area, work experience, and skill level when setting wages, guided by a technical committee chaired by the Labour Commissioner that can reclassify occupations against the Schedule.
3-Working hours and rest provisions cap the work week at 48 hours, with daily spread-over limits of 10.5 hours (or up to 12 hours where a reduced workweek is used with employee/union consent), mandatory half-hour breaks after five continuous hours, and a paid weekly rest day. Detailed provisions govern how rest days can be substituted, how wages are calculated for work done on rest days, and how night shifts spanning midnight are treated for rest-day computation purposes.
4- Dearness allowance is to be revised twice yearly (April 1 and October 1) based on Labour Bureau price indices.
5- Wages to be divided by 26 to get per day rate.
6- Seventh day of the week will be paid off.( Sunday) . However weekly off can be for any day in a week. In case of change of weekly off, ( In case seventh day is not observed as weekly off) substituted weekly off will be given either one day before or after such changed weekly off. Employee will not be required to work consecutively for more than ten days. In case of less than six day working week, remaining days will paid rest days.
7- For the purpose of calculating the six working days in a week or such less stipulated number of working days in a week, ay day for which employee is either laid off, or paid any allowance for not providing the work or any leave or holiday with or without day is granted, immediately preceding the rest day, shall be treated as working day.
8-Payment of wages rules (Chapter III) cap total deductions at 50% of wages per period, with any excess carried forward. They set out procedures for imposing fines (requiring prior approval and a hearing), notifying authorities of deductions, handling deductions for employee-caused damage or loss (with a right to explanation), and regulating recovery of advances and housing loans.
9-The State Advisory Board (Chapter IV) is to include twelve employer representatives, twelve employee representatives, and independent members (a Chairperson plus four professionals), with women comprising at least one-third of the Board. The rules detail meeting procedures, quorum requirements, voting methods, terms of office (normally two years, renewable for up to two terms), resignation, disqualification grounds, and allowances for members and summoned witnesses.
10-Payment of dues and claims (Chapter V) requires employees to nominate beneficiaries (Form-X) for dues payable after death, with specific rules on nominating family members versus outsiders and handling minor nominees. Undisbursed wages must be deposited with a notified authority within set timeframes, invested safely, and publicly notified before release to claimants; amounts unclaimed for seven years are handled per government directions.
11-Forms, registers, and wage slips (Chapter VI) mandate that employers maintain an Employee Register (Form-IV), a Wages/Overtime/Fines/Deductions register (Form-I), and an Attendance-cum-Muster Roll (Form-V), preserved for five years. Wage slips (Form-VII) must be issued each pay period, and a workplace notice (Form-VI) must display wage rates and related particulars. The chapter also sets out procedures for filing claims by employee (Form-II), appeals (Form-III), enquiries into offences, and compounding of offences (paying 50% of the maximum fine).
12-Miscellaneous provisions (Chapter VII) make principal employers responsible for ensuring contractors pay wages and minimum bonus on time, require a state inspection scheme with an inspector allocation system, and mandate electronic annual returns to both state and central labour authorities.In case of default by the contractor, the principal employer is liable for payment of wages and minimum bonus.
13-Repeal and savings (Rule 50) revoke seven older Rajasthan wage-related rules (covering payment of wages, minimum wages, unclaimed amounts, and register-keeping), while preserving rights, liabilities, and pending proceedings that arose under the old rules.
14-Forms (I–X) for registers, applications, appeals, notices, wage slips, and nominations, plus a detailed Schedule classifying various occupations into the four skill categories for wage-fixation purposes.( Unskilled, Semiskilled, Skilled and Highly Skilled) are also prescribed.
15- Employer is to issue salary to employee in prescribed format electronically or otherwise before payment of wages.
16- The employer is required to pay the contractor the amount payable to him before the date of payment of wages, so that he can pay wages to his employees before the fixed date of wages.
