The Code on Social Security, 2020 consolidates 9 central social-security laws (EPF, ESI, Gratuity, Maternity Benefit, Building Workers, Unorganized Workers, etc.) into a unified social security framework.
The Code on Social Security, 2020 (CoSS) consolidates and amends nine central social-security statutes into a single, unified framework that, for the first time, extends formal social-security cover to gig workers, platform workers, fixed-term employees, and the unorganised sector. It received Presidential assent on 28 September 2020 and is the second of India’s four labour codes. Its objective is to harmonise contributions, benefits, registration, and grievance redressal across schemes operated by EPFO, ESIC, and the relevant State Governments.
The Code subsumes nine central laws:
These nine Acts stand consolidated into 14 chapters and cover every formal-sector employee plus, by extension, gig and unorganised workers via dedicated chapters.
Like the other three labour codes, CoSS has been notified but not yet brought into operational force in entirety. The Centre has published the Code on Social Security (Central) Rules, 2020 (draft) and operational notifications on portions like the Social Security Fund for gig and platform workers. Most States have published draft rules; final State-level enforcement is awaited. Employers are advised to be implementation-ready: the schedule of contributions, benefits, and registration is known.
For the first time in Indian statutory law, gig workers (Section 2(35)) and platform workers (Section 2(60)) are defined and brought within social-security coverage. Aggregators (e-commerce, ride-share, food delivery, healthcare, content, logistics) listed in the Seventh Schedule must contribute 1%–2% of annual turnover, capped at 5% of payments to gig/platform workers, into a Social Security Fund. Schemes will provide life and disability cover, accident insurance, health and maternity benefits, old-age protection, and crèche facilities.
Section 53 explicitly extends gratuity to fixed-term employees on a pro-rata basis without the standard 5-year continuous-service requirement. This aligns with Section 2(o) of the Industrial Relations Code, which mandates parity of service conditions for fixed-term employees. Employers engaging fixed-term staff must therefore provision gratuity from day one and pay it on contract completion (or earlier exit, as applicable).
The PF threshold remains 20 or more employees under Chapter III, mirroring the existing EPF Act. However, Section 1(5) empowers the Central Government to extend PF coverage to establishments with fewer than 20 workers via notification, and an employer with under 20 employees may voluntarily opt in with employee consent. The wage ceiling for mandatory PF contribution (currently ₹15,000/month for new joiners) is retained but the Centre may revise it under the rules.
ESI continues under Chapter IV with the existing wage ceiling (₹21,000/month, ₹25,000 for persons with disability). The Code permits voluntary coverage for establishments below the threshold and gives ESIC powers to operate in areas not yet notified. Importantly, ESI is now extendable, by notification, to establishments employing even a single worker in hazardous occupations.
Chapter VI consolidates the Maternity Benefit Act, 1961 — preserving the 26-week paid leave entitlement, crèche facility for establishments with 50+ employees, work-from-home options, and adoption / commissioning-mother benefits. There is no dilution of existing benefits; the consolidation simplifies enforcement under one code.
Section 141 establishes a Social Security Fund for unorganised workers, gig workers, and platform workers, financed by aggregator contributions, Centre and State grants, CSR funds, and other sources. The National Social Security Board (Section 6) is empowered to recommend schemes to be funded from this corpus. This is the single biggest expansion of social-security coverage in Indian labour history.
Chapter XIII replaces the colonial-era Employment Exchanges with Career Centres that integrate vocational guidance, skilling information, and job-vacancy notification. Establishments with 20 or more workers must continue notifying vacancies (Section 142), but compliance is digitised through the National Career Service portal.
Section 142 mandates Aadhaar-based identification for receiving benefits and contributing to the Code’s schemes. The existing PF Universal Account Number (UAN) and ESI Insurance Number framework is harmonised so each worker carries a portable, lifelong social-security identity across employers and States.
The Code consolidates penalties across the nine repealed Acts:
Omnivoo’s EOR engine is configured for the consolidated Code on Social Security, 2020 framework. PF, ESI, gratuity, and maternity benefit are computed under the harmonised wage definition; fixed-term employees are gratuity-provisioned from day one; UAN and ESI numbers are auto-issued and Aadhaar-linked; and contribution challans (ECR, ESI Form-5) are filed within statutory due dates. As gig-worker provisions are notified, Omnivoo will extend Social Security Fund contribution flows to platform employers operating in India.
ESI is a mandatory social security and health insurance scheme for Indian employees earning up to ₹21,000 per month, funded by employer and employee contributions.
A time-bound employment contract where the employee receives all statutory benefits from day one, with the relationship ending automatically on the specified date.
Gratuity is a lump-sum payment an employer must pay to an employee who has completed five or more years of continuous service, calculated based on last drawn salary and tenure.
A statutory entitlement under Indian law providing female employees with 26 weeks of paid leave and medical benefits during pregnancy and childbirth.
PF is a mandatory retirement savings scheme in India where both employer and employee contribute 12% of basic salary plus dearness allowance each month.
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