Appointment and fixed terms
What must an appointment letter contain, and what does a fixed-term employee become entitled to? (s. 6(1)(f), OSH Code, 2020; s. 2(o), Industrial Relations Code, 2020)
PRACTICE AREA / 02
Labour & employment
Clear terms for everyday working relationships.
Employment documents and HR policies for small and mid-sized businesses, read against the four Labour Codes and the applicable state rules.
The laws covered: Code on Wages, 2019 · Industrial Relations Code, 2020 · Code on Social Security, 2020 · Occupational Safety, Health and Working Conditions Code, 2020
SUBJECTS WITHIN THIS AREA
Key questions under this law.
Wages and pay dates
What counts as wages under the 50% rule, and by when must wages be paid? (ss. 2(y), 16 and 17, Code on Wages, 2019)
Exit and benefits
What is due when employment ends: final wages, gratuity and provident fund? (s. 17(2), Code on Wages, 2019; ss. 53 and 56, Code on Social Security, 2020)
A PRACTICAL STARTING POINT
A self-check
for readers.
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Select the topics you have considered.
COMMON QUESTIONS
A little more context.
Requirements under the Labour Codes depend on the establishment, its workforce and the applicable State rules.
Ministry of Labour & Employment: Labour Codes ↗Do the same rules apply to every small business?
No. Requirements vary with the location, size and activity of the establishment, and with the State rules that apply to it.
Does calling someone a consultant settle their status?
No. The label is not conclusive. The actual working relationship and the statutory definitions decide it.
RELATED READING
Updates in this area.
The four Labour Codes are in force: the employment documents an SME should update
With the Labour Codes effective from 21 November 2025, this note maps the statutory provisions that change how appointment letters, salary structures, leave policies, exit settlements and contractor arrangements should be drafted.
Published 29 October 2026Read ↗