Haryana Minimum Wages April 2026: New Rates for All Workers — Complete Employer Guide

If you run a business in Haryana — whether in Gurugram, Faridabad, Manesar, Bahadurgarh, Panipat, Ambala, or any other district — the Haryana government has revised minimum wages for all employments, effective from 1 April 2026. Every employer in the state must update payroll immediately.

The Haryana Government Labour Department issued Notification No. 2/25/26-2 Lab on 9 April 2026, fixing and revising the basic minimum rates of wages for all employments in Haryana under Sub-Section (3) of Section 8 of the Code on Wages, 2019. This revision replaces the previous notification (No. 3/42/83-3 Lab dated 21 October 2015) and introduces updated rates across four worker categories — Unskilled, Semi-Skilled, Skilled, and Highly-Skilled.

Notably, this marks Haryana’s first revision under the Code on Wages, 2019 framework — a significant shift from the earlier Minimum Wages Act, 1948 structure. Furthermore, the notification contains eight specific legal notes that every employer and HR manager must understand before applying these rates. Getting the application wrong — even with the correct wage figure — can still constitute a violation.

This guide breaks down every aspect of the Haryana minimum wages 2026 revision: the exact rates, the legal framework, all eight compliance notes, the payroll impact, and a step-by-step action plan to implement correctly.

Official Notification: Download the Haryana Government Gazette

Before diving into the full details, here is the official source document. The Haryana Government published this notification in the Gazette Extraordinary on 9 April 2026. Employers, HR professionals, and labour law practitioners can download and read the original notification directly:

The Legal Framework: Why This Revision Is Different

Unlike previous Haryana minimum wage revisions — which the government issued under the Minimum Wages Act, 1948 — this April 2026 notification operates under Sub-Section (3) of Section 8 of the Code on Wages, 2019. This shift matters enormously, because the new framework brings broader scope, stricter provisions, and significantly higher penalties.

What the Code on Wages, 2019 Actually Replaces

The Code on Wages, 2019 consolidates four central labour laws into a single legislation: the Minimum Wages Act 1948, the Payment of Wages Act 1936, the Payment of Bonus Act 1965, and the Equal Remuneration Act 1976. As a direct result, the Code now covers all employees in all employments — not just scheduled employments as under the old Act. In other words, the coverage of Haryana minimum wages has expanded significantly with this notification.

The Process Behind the Revision

The government followed a formal process under Section 8 of the Code on Wages, 2019. A Committee and Sub-Committee, constituted under notification no. 2/5/2026-2 Lab dated 04-02-2026, advised the government on wage fixation. After the government considered their report, the Governor of Haryana approved the revised rates effective 1 April 2026. Since the previous rates dated back to a 2015 notification, this April 2026 order marks the first comprehensive wage revision under the new Code framework.

Why These Rates Matter Beyond Haryana

Workers in Noida and Greater Noida specifically cited Haryana minimum wages as the benchmark during the April 2026 labour unrest — demanding wages on Haryana’s pattern. As a result, understanding the Haryana rates matters for UP employers as well, not just those operating directly in Haryana. The Haryana figures set an informal standard for the entire NCR labour market.

Haryana Minimum Wages 2026: Exact Rates for All Categories

The table below shows the basic minimum wages effective from 1 April 2026, for all employments in the State of Haryana. The Haryana Government Gazette (Extraordinary) dated 9 April 2026 notified these rates officially.

Critical Point: These Wages Are NOT Splittable into Allowances

This is the single most important distinction between the Haryana 2026 notification and most other state minimum wage structures. Note 1 of the official notification states the position explicitly:

What This Means Practically for Your Payroll

In practical terms, the four figures in the table — ₹15,220.71, ₹16,780.74, ₹18,500.81, and ₹19,425.85 — represent the total minimum wages. An employer cannot break them down into Basic + HRA + conveyance + special allowance to hit the figure. Instead, the total compensation package must equal or exceed these amounts in full. Additionally, 100% CPI neutralisation applies — meaning the government will adjust wages in line with consumer price index movements as the Code on Wages Rules, 2026 prescribe.

Who Does This Notification Apply To?

The notification leaves no ambiguity about its scope. Specifically, it covers all of the following categories under the Code on Wages, 2019:

✅ All establishments — as defined under Section 2(m) of the Code on Wages, 2019
✅ All factories — as defined under Section 2(n) of the Code on Wages, 2019
✅ All employees — as defined under Section 2(k) of the Code on Wages, 2019
✅ All workers — as defined under Section 2(z) of the Code on Wages, 2019
✅ All contract labour — as defined under Section 2(g) of the Code on Wages, 2019

The Expanded Scope: From Scheduled Employments to All Employments

Under the old Minimum Wages Act, minimum wages applied only to “scheduled employments.” The Code on Wages, 2019 removes that limitation entirely. Consequently, these rates now apply to all employments across all industries — IT companies, service establishments, retail, logistics, and manufacturing alike. To put it simply: if your business employs workers in Haryana, these rates apply to your organisation.

All 8 Official Compliance Notes Explained

The notification includes eight specific notes that carry the same legal force as the wage rates themselves. Together, these notes define how to apply the rates correctly, who bears responsibility, and what special rules cover trainees and apprentices. Every employer in Haryana must understand all eight.

Haryana vs UP Minimum Wages: Quick Comparison (April 2026)

Because workers in Noida and Greater Noida specifically cited Haryana wages as their benchmark, a direct comparison between Haryana and UP minimum wages proves highly relevant for NCR employers.

How This Revision Affects PF, ESI, and Payroll Compliance

A minimum wage revision does not affect salary in isolation. Rather, it creates a cascade effect across every statutory deduction and contribution in your payroll. Under the Haryana 2026 notification, the wage structure also carries a specific interaction with PF — one that differs from other states precisely because these wages cannot be split into components.

The PF Problem with Unsplittable Wages

The EPF Act calculates PF on Basic + DA. However, Note 1 of this notification explicitly bars employers from splitting minimum wages into allowance components. Therefore, where a worker receives the full minimum wage as a consolidated amount — as the notification requires — the PF calculation base becomes the full minimum wage, not a reduced “basic” slice. Employers who split wages specifically to reduce PF base simultaneously violate both this notification and the EPF Act.

ESI, Overtime, and Deduction Calculations

ESI Coverage: ESIC contributions apply to gross wages. Notably, all four Haryana wage categories — Unskilled (₹15,220.71), Semi-Skilled (₹16,780.74), Skilled (₹18,500.81), and Highly-Skilled (₹19,425.85) — fall below the ₹21,000 ESIC threshold. As a result, all four categories remain within ESIC coverage at these revised rates.

Overtime Rate: Since the notification sets per-day wages by dividing monthly wages by 26, the overtime rate equals daily wage × 2. At the Unskilled level, for example, overtime comes to ₹585.41 × 2 = ₹1,170.82 per overtime day.

Leave Deductions: As Note 7 specifies, deductions use a 30-day divisor — not 26. Therefore, a leave deduction for an Unskilled worker equals ₹15,220.71 ÷ 30 = ₹507.36 per day, not ₹585.41.

For a full guide on managing PF and ESI alongside minimum wage compliance, see our PF and ESI compliance guide for Indian employers and our complete payroll compliance guide.

6-Step Employer Action Plan: Get Compliant Before May Payroll

The Haryana minimum wages apply from 1 April 2026. If April salaries went out at the old rates, arrears are already due. Follow this step-by-step action plan to achieve full compliance:

Penalties for Non-Compliance: The Code on Wages Is Far Stricter

The Code on Wages, 2019 carries significantly higher penalties than the old Minimum Wages Act. Because the government issues this revision under the Code, the enhanced penalty structure applies from day one.

What Non-Compliance Costs Under the Code

To put this in perspective: the penalty for the first offence alone reaches ₹50,000 — exactly 100 times the ₹500 maximum the old Minimum Wages Act allowed. Repeat offences carry imprisonment. Given this exponential increase in financial exposure, the risk of delayed compliance has fundamentally changed for every Haryana employer.

Frequently Asked Questions: Haryana Minimum Wages 2026

Q1: Do these rates apply to my IT company or service office in Gurugram?

Yes — and this is one of the most significant changes under the Code on Wages framework. Unlike the old Minimum Wages Act, which covered only scheduled industries, the Code on Wages covers all establishments and employees in all employments. As a result, an IT company, a BPO, a logistics firm, a retail chain, or a hospital in Haryana must comply with these rates. The expanded scope removes the “we are not a scheduled employment” exemption that many service sector businesses previously relied on.

Q2: Can I pay a female worker less than a male worker for the same job?

No — this constitutes a direct statutory violation under Note 4 of the notification. Equal pay for equal work is both a condition of this notification and a provision embedded in the Code on Wages, which incorporates the Equal Remuneration Act. Any gender-based wage differential exposes the employer to penalties under the Code. Furthermore, in case of an inspection, wage registers will immediately reveal the discrepancy.

Q3: My trainee is preparing for a Skilled role. What wage must I pay?

Under Note 8, a trainee receives 75% of the wage applicable to their target category. For a Skilled trainee, that calculation gives 75% of ₹18,500.81 = ₹13,875.61/month. However, because this falls below the Unskilled minimum of ₹15,220.71, the employer must pay ₹15,220.71/month — the Unskilled floor applies as a hard safety net regardless of the target category. Additionally, the training period cannot extend beyond one year, after which the full Skilled rate of ₹18,500.81 must apply.

Q4: A contractor supplies housekeeping staff to our Gurugram office. Are we liable for their wages?

Yes — directly and personally, under Note 5. The principal employer bears personal responsibility for ensuring the contractor pays correct minimum wages to all workers at the employer’s premises. To protect yourself, include a minimum wage compliance clause in your contractor agreement, require monthly wage payment evidence, and periodically audit the contractor’s wage records. “The contractor didn’t pay” does not eliminate your liability under this notification.

Q5: What is the practical difference between the 26-day and 30-day divisor?

Note 7 sets out two separate divisors for two separate purposes. Use the 26-day divisor to calculate the per-day earning rate — that is, how much a worker earns per working day. Use the 30-day divisor to calculate deductions — that is, how much to deduct per day of absence or unpaid leave. For example, an Unskilled worker earns ₹585.41 per working day (₹15,220.71 ÷ 26). If that worker takes a day of unpaid leave, the deduction equals ₹507.36 (₹15,220.71 ÷ 30). Using 26 for both over-deducts from workers — which creates an additional violation.

Q6: We operate in both Gurugram (Haryana) and Noida (UP). How do we manage two different wage systems?

Each location must comply with the minimum wage law of the state where it sits. Haryana rates apply to the Gurugram operations; UP Category-I rates apply to the Noida operations. Beyond the different figures, the two states use structurally different wage systems — Haryana uses a single unsplittable wage, while UP uses Basic + Variable DA components. Therefore, your payroll system must maintain state-specific wage configurations for each location rather than applying one national rate. Our payroll management system guide covers multi-state payroll compliance in detail.