The floor wage is the minimum basic wage set by the Central Government below which no state government can fix its minimum wage. It ensures a national minimum standard of living for workers across all states. The floor wage may vary for different geographical areas.

If allowances and exclusions (like HRA, conveyance, etc.) exceed 50% of total remuneration, the amount exceeding 50% is added back to 'wages'. This affects calculations for PF contributions, ESI, gratuity, and bonus. Employers must review compensation structures to ensure compliance.

Monthly wages must be paid by the 7th of the succeeding month (changed from 10th earlier). On removal, dismissal, retrenchment or resignation, full and final settlement of wages must be completed within 2 working days.

Workers are entitled to overtime pay with at least twice the normal rate of wages for hours worked beyond the normal working hours. The specific working hour limits are prescribed by the appropriate Government, and employee consent is required for overtime work.

Only specified deductions are permitted including fines for misconduct, deductions for unauthorized absence, recovery of advances, damage to employer's property due to negligence, income tax, and contributions to provident fund. Total deductions cannot exceed 50% of wages.

Employees drawing wages up to a specified threshold who have worked for at least 30 days in an accounting year are eligible. The bonus ranges from 8.33% (minimum) to 20% (maximum) of wages and must be paid within 8 months of the accounting year close.

In addition to fraud, violence, and theft, sexual harassment has been added as a new ground for bonus disqualification. An employee found guilty of sexual harassment can be denied bonus for the relevant year.

Claims for unpaid wages must be filed within 3 years from the date wages become due. A single application can cover claims for multiple employees, simplifying the process for group claims.