Minimum Salary in India

June 18th 2024

Unlike many countries with a standardized national minimum salary, India’s wage structure is determined by individual state governments, leading to diverse salary rates based on factors such as skill level, industry, and regional economic conditions.

This comprehensive guide provides a clear overview of the basic salary rules in India, explaining the laws governing fair wages for all workers.

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What is the Minimum Salary in India?

The minimum salary in India varies significantly across different states and sectors, with each state having the authority to set its rates. As of 2024, there is no uniform national minimum salary, only wages set by state governments based on factors such as skill level, industry, and location.

India’s national floor-level minimum wage, which serves as a baseline but is not uniformly enforced, is approximately INR 178 daily. This baseline is significantly lower than the minimum wages set by many states.

Regional Variation of Minimum Salary in India

The minimum wage in India varies significantly across different states and regions due to factors such as cost of living, economic conditions, and local regulations. Each state government in India sets its minimum wage rates, which can vary within the state depending on the type of employment and the skill level of the workers.

Here is the regional variation in minimum wages across India for 2024:

Region

 Unskilled Workers

(per month)

 Semi-Skilled Workers

(per month)

 Skilled Workers

(per month)
Northern India
Jammu and Kashmir INR 8,086 INR 12,558 INR 14,352
Himachal Pradesh INR 10,429 INR 12,006 INR 12,580
Punjab INR 10,736.75 INR 12,413.75 INR 13,445. 75
Haryana INR 10,924 INR 12,646.12 (Class A)

INR 13,278.44 Class B)

 INR 13,942.36
Uttarakhand INR 12,391 to

INR 12, 539

 INR 13,838 to

INR 14,023

 N/A
Uttar Pradesh INR 10,275 INR 12,661 N/A
Delhi (National Capital Territory) INR 17,494 INR 19,132 INR 21,215 
Western India
Rajastahan INR 6,734 INR 7,358 INR 8,658
Gujarat INR 12,376 INR 12,922 N/A
Maharashtra (Mumbai) INR 15,000 to INR 17,000 INR 18,000 to INR 19,000 INR 20,000 to
INR 22,000
Goa INR 13,468 INR 16,484 N/A
Central India
Madhya Pradesh INR 11,800 INR 14,519 INR 16,144
Chhattisgarh INR 10,100 to

INR 10,620

 INR 11,530 to INR 12,050 INR 12,310 to

INR 12,830
Eastern India
Bihar INR 10,660 INR 13,494 INR 16,484
Jharkhand INR 9,162.11 INR 12,652.78 INR 14,615.83
Odisha INR 9,152 INR 10,192 INR 11,492
West Bengal (Kolkata) INR 8,000 to
INR 10,000		 INR 10,000 to
INR 12,000		 INR 12,000 to
INR 14,000
Northeastern India
Arunachal Pradesh INR 6,600 INR 7,200 N/A
Assam INR 9,800.50 INR 14,239.35 INR 18,307.05
Manipur INR 8,190 INR 7,440 INR 6,750
Meghalaya INR 10,452 INR 11,830 INR 13,234
Mizoram INR 10,920 INR 11,960 INR 14,820 to
INR 18,980
Nagaland INR 5,280 INR 7,050 N/A
Sikkim INR 13,000 INR 13,520 INR 13,910
Tripura INR 7,420.61 INR 9,104.13 to
INR 12,289.91		 N/A
Southern India
Andhra Pradesh INR 12,248.50 INR 14,748.50 INR 15,248.50
Karnataka (Bengaluru) INR 10,000 to
INR 12,000		 INR 12,000 to
INR 14,000		 INR 14,000 to
INR 16,000
Kerala INR 9,000 to
INR 11,000		 INR 11,000 to
INR 13,000		 INR 13,000 to
INR 15,000
Tamil Nadu (Chennai) INR 9,000 to
INR 11,000		 INR 11,000 to
INR 13,000		 INR 13,000 to
INR 15,000
Telangana INR 13,498 to
INR 12,498		 INR 14,998 to
INR 12,748		 INR 12,998 to
INR 15,498
Andaman and Nicobar Islands (Union Territory) INR 16,328 INR 21,632 INR 23,790

Basic Salary Rule in India

The basic salary rule in India as of 2024 is at least 40 to 50% of the total salary package as per government regulations. This ensures that the employee’s statutory benefits are adequately calculated. Employers may use a different salary structure, but they must adhere to the legal minimums.

When creating a salary structure, the following factors must be considered:

  • Compliance with minimum wage and social security provisions.
  • Cost to company (CTC), which is the total cost incurred by the company to employ an individual (all costs associated with an employment contract).

The components of CTC include:

  • Basic Salary: A fixed compensation associated with the employee’s attendance or payable days. Generally, it is 40% to 50% of the CTC and constitutes a significant part of the employee’s net salary.
  • Dearness Allowance (DA): An additional payment made by employers as a cost-of-living adjustment to counteract the impact of inflation. Dearness allowance is taxable.
  • Variable Salary: Dependent on employee’s performance, such as performance-based incentives, sales-based incentives, and profit-linked bonuses.
  • Reimbursement: Employees are reimbursed for expenses incurred on behalf of the company, covering areas such as internet expenses, meals, and travel.
  • Social Security Contributions: Contributions to insurance like the Employment Provident Fund (EPF) and Employee State Insurance (ESI) are essential components of the salary structure.
  • Statutory Bonuses: Payments regulated by the Payment of Bonus Act to ensure fair compensation to eligible employees, with tax implications based on salary or wage thresholds.
  • Stock Options: Many companies offer stock options to employees under the Employee Stock Option Plan (ESOP). ESOPs incentivise employees through stock ownership, subject to taxation at exercise and sale.

Exception to Minimum Salary Laws in India

Under the Minimum Wages Act of 1948, there are certain exceptions for workers or industries that are exempt from the minimum wage laws. These include:

  • Apprentices: Under the Apprentices Act of 1961, these employees are not covered by minimum wage laws. Their stipends are determined by the terms of their apprenticeship agreement and relevant regulations.
  • Family Workers: Family members employed in family-run businesses may not fall under minimum wage regulations, especially if the business is unorganized and the family member is not formally recognized as an employee.
  • Piece-Rate Workers: Workers paid on a piece-rate basis (where payment is based on the number of items produced or tasks completed) may have different wage structures. However, their earnings should still meet or exceed the minimum salary when calculated on an hourly or daily basis.
  • Certain Agricultural Workers: Although the Minimum Wages Act covers agricultural workers, there may be exceptions or variations in enforcement in some rural areas, especially where traditional payment practices are followed. These workers are often paid based on customary and seasonal rates, leading to workers not receiving their full legal salary.
  • Casual Labor and Daily Wagers: While casual laborers and daily wagers are entitled to minimum wages, the irregular nature of their employment and lack of formal contracts can lead to instances where they do not receive the full legal salary.
  • Specific Employment Arrangements: Workers employed under specific government schemes or public works programs, like the Mahatma Gandhi National Rural Employment Guarantee Act (MGNREGA), have different wage structures that may differ from the minimum wages set by the state but are designed to meet or exceed minimum wage levels in practice.

Employee Benefits for Minimum Salary Earners in India

Employees earning the minimum wage in India are entitled to several statutory benefits to ensure their well-being and financial security. Minimum salary earners in India are entitled to the following employee benefits:

  • Provident Fund (PF): Employees earning up to INR 15,000 per month are required to be enrolled in the Employee Provident Fund (EPF) scheme. Both employer and employee contribute 12% of the employee’s basic salary and dearness allowance to the PF. The employer’s contribution is divided between the EPF and the Employee Pension Scheme (EPS).
  • Employee State Insurance (ESI): Employees up to INR 21,000 are covered under the ESI arrangement. The ESI provides medical care for employees and their dependents, cash benefits during sickness and maternity leave, and compensation for workplace injuries. The contribution rates are 0.75% of the employee’s salary and 3.25% from the employer.
  • Gratuity: Employees who have completed at least five years of continuous service with an employer receive gratuity. Employees are entitled to receive a lump sum at the time of retirement, resignation, or death/disablement due to accident or disease. The amount is calculated based on the last drawn salary and the number of years of service.
  • Bonus: Employees earning a monthly salary of up to INR 21,000 are entitled to an annual bonus under the Payment of Bonus Act of 1965. The bonus amount ranges from 8.33% to 20% of the employee’s salary.
  • Maternity Benefits: Female employees who have worked for at least 80 days in the 12 months preceding their expected delivery date can avail of maternity benefits. The benefit includes 26 weeks of paid leave for the first two children and 12 weeks for subsequent children. There is also an additional leave for miscarriage and adoption under the Maternity Benefit Act of 1961.
  • Leave Benefits: Employees are entitled to a certain number of days of casual leave and earned leave, as per state laws and company policies. Consequently, provisions for paid sick leave vary by state and industry.

How Often Does Minimum Salary in India Increase?

In India, the frequency of minimum salary increases is regulated by the Minimum Wages Act of 1948. According to Section 3(1)(b) of the Act, minimum wages are to be reviewed and revised at intervals not exceeding five years. However, states can and often review and adjust minimum wages more frequently; sometimes on an annual or biannual basis, depending on factors such as inflation, cost of living, and economic conditions.

Penalties for Non-Compliance with Minimum Salary in India

Non-compliance with the minimum salary law in India can lead to penalties and legal consequences. Employers who fail to pay the minimum salary can be fined up to INR 10,000 or may face imprisonment for up to five years.

Employees can file a complaint with the Labour Commissioner’s Office or seek assistance regarding wage issues with the Ministry of Labour and Employment.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.