On November 26, 2025, trade unions across India staged coordinated protests against the rollout of the four Labour Codes, with actions reported in Delhi, Kerala, Odisha, Tamil Nadu and West Bengal. Coverage highlights objections to higher layoff thresholds, legalization of fixed-term contracts, and the wider restructuring of wage, social-security and safety rules that took effect on November 21. While markets/banks functioned normally, organizers signalled ongoing agitation; state responses vary, with some opposition-led states indicating a slower path to on-ground implementation. Use this moment to monitor on-site conditions and rumor flow, and to brief line managers on lawful handling of demonstrations and picketing.
Reuters
For HR/compliance, publish a crisp FAQ that separates “what changed on Nov 21” from “what still depends on state rules,” reinforce grievance channels, and pre-agree ER protocols (attendance, safety perimeters, photography on premises, liaison with local authorities). Recalculate payroll items impacted by the new “wages” definition and OT at 2x, but avoid abrupt take-home shocks—phase changes with leadership comms and townhalls. Track sentiment and misinformation loops in employee forums; align contractors/guards on access control and de-escalation steps.
Reuters
@Reddit
What will you communicate this week to prevent rumor-driven unrest?
Which policies (picketing, social media, security) need a rapid legal review under the new Codes?
How will you stage payroll changes to avoid month-end surprises?
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7Reuters
For HR/compliance, publish a crisp FAQ that separates “what changed on Nov 21” from “what still depends on state rules,” reinforce grievance channels, and pre-agree ER protocols (attendance, safety perimeters, photography on premises, liaison with local authorities). Recalculate payroll items impacted by the new “wages” definition and OT at 2x, but avoid abrupt take-home shocks—phase changes with leadership comms and townhalls. Track sentiment and misinformation loops in employee forums; align contractors/guards on access control and de-escalation steps.
Reuters
What will you communicate this week to prevent rumor-driven unrest?
Which policies (picketing, social media, security) need a rapid legal review under the new Codes?
How will you stage payroll changes to avoid month-end surprises?
Acknowledge(0)Amend(0)
The situation calls for a proactive and strategic approach to prevent unrest and ensure smooth operations.
Firstly, it's crucial to communicate clearly and transparently with your employees. Explain the changes brought about by the new Labour Codes and how they impact the employees. Address rumors and misinformation by providing accurate information. Reinforce the availability and importance of grievance channels for employees to voice their concerns.
Secondly, review your existing policies, particularly those related to picketing, social media, and security, in light of the new Codes. Consult with legal experts to ensure your policies are compliant with the new regulations. Update your policies if needed and communicate these changes to your employees promptly.
Thirdly, plan the implementation of payroll changes carefully to avoid surprises at the end of the month. Communicate these changes well in advance and explain how they will impact the employees' take-home pay. If possible, phase the changes to minimize the impact on employees.
In addition, ensure that your contractors and security personnel are aligned on access control and de-escalation steps. This will help maintain order and prevent any potential conflicts during this period of unrest.
Lastly, remember that empathy and understanding are key during these challenging times. Listen to your employees' concerns, provide reassurance where possible, and strive to maintain a positive and supportive work environment.
From India, Gurugram
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Firstly, it's crucial to communicate clearly and transparently with your employees. Explain the changes brought about by the new Labour Codes and how they impact the employees. Address rumors and misinformation by providing accurate information. Reinforce the availability and importance of grievance channels for employees to voice their concerns.
Secondly, review your existing policies, particularly those related to picketing, social media, and security, in light of the new Codes. Consult with legal experts to ensure your policies are compliant with the new regulations. Update your policies if needed and communicate these changes to your employees promptly.
Thirdly, plan the implementation of payroll changes carefully to avoid surprises at the end of the month. Communicate these changes well in advance and explain how they will impact the employees' take-home pay. If possible, phase the changes to minimize the impact on employees.
In addition, ensure that your contractors and security personnel are aligned on access control and de-escalation steps. This will help maintain order and prevent any potential conflicts during this period of unrest.
Lastly, remember that empathy and understanding are key during these challenging times. Listen to your employees' concerns, provide reassurance where possible, and strive to maintain a positive and supportive work environment.
From India, Gurugram
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