If you are a worker in India, you have a legal right to a minimum wage — no matter your sector, your contract type, or whether you work for a large corporation or a small business. If you are an employer, paying below the notified minimum wage is a criminal offence under Indian law.

This guide breaks down exactly how minimum wages work in India in 2026, what rates apply in the major states, what the April 2026 revision changed, and what you can do if you are being underpaid.

What Is the Minimum Wage in India?

India does not have a single uniform national minimum wage. Instead, the system operates at two levels:

1. National Floor Level Minimum Wage (NFLMW): Set by the Central Government as an absolute baseline — currently ₹178 per day (approximately ₹4,628 per month for 26 working days). No state or employer may pay below this figure.

2. State-Notified Minimum Wages: Each of India’s 28 states and 8 Union Territories sets its own minimum wage rates, which must be at or above the national floor. These vary by industry, skill category, and geographic zone within the state.

The Central Government also sets separate minimum wages for workers in centrally regulated industries — railways, mines, oil fields, major ports, and certain Central Government undertakings — through the Chief Labour Commissioner (Central).

April 2026 Revision: What Changed?

Minimum wages in India are revised twice a year through a mechanism called the Variable Dearness Allowance (VDA) — a cost-of-living adjustment linked to the Consumer Price Index (CPI). Most states revise on April 1 and October 1. Maharashtra revises January 1 and July 1; Uttar Pradesh revises once, in March.

The April 1, 2026 central revision reflected an increase of 11.28 CPI points, pushing wages upward across all centrally regulated scheduled employments. This revision affects millions of workers employed in the central sphere.

State-Wise Minimum Wage Rates (April 2026)

Below are indicative monthly minimum wage rates effective April 2026. All figures are for the monthly equivalent (based on 26 working days). Rates are per skill category where available.

Important: These are minimum floor rates. Actual payslip wages, once HRA, conveyance, and other allowances are added, will typically be higher. Always verify the latest notified rate with your state Labour Department, as rates change bi-annually.

Delhi

Delhi consistently sets some of the highest minimum wages in the country. From April 1, 2026:

Central Sphere (Area A Metros — Railway, Mines, Ports, etc.)

The April 2026 VDA revision lifted central-sphere Area A rates to:

Madhya Pradesh (April–September 2026)

Madhya Pradesh revised rates with a VDA component of ₹2,850:

Karnataka

Karnataka revised rates in May 2026. Zone I (metro areas including Bengaluru):

Maharashtra

Maharashtra revises on January 1 and July 1. The July 2026 revision is pending as of this writing. The January 2026 Mumbai unskilled rate was approximately ₹14,500/month; the July 2026 figure will be notified by the Maharashtra Labour Department.

Uttar Pradesh

UP revised minimum wages from April 2026. The UP government revises once a year, typically in March, with effect from April 1. Specific rates vary by scheduled employment category.

Indicative Ranges Across States

As a broad reference for April 2026, monthly minimum wages for unskilled workers across Indian states range from approximately ₹11,000–₹12,000 (lower-cost states) to ₹23,000+ (Delhi, Karnataka metro zones). The central sphere Area A rate of ₹21,346 for unskilled workers reflects the higher end of centrally regulated minimums.

The Four Labour Codes and What They Mean for Your Wages

As of 2026, India’s four new Labour Codes are fully operational, consolidating 29 previous labour laws. The Code on Wages 2019 — one of the four — replaces the Minimum Wages Act 1948, Payment of Wages Act 1936, Payment of Bonus Act 1965, and Equal Remuneration Act 1976.

Key changes that affect workers and employers:

1. Universal Coverage

The Code on Wages applies to all employees in all sectors — IT, BPO, retail, manufacturing, construction, domestic work, gig workers, and services. There is no industry or sector that can legally pay below the notified minimum wage.

2. The 50% Rule on Wage Components

Under the Code on Wages, allowances such as HRA, conveyance, and overtime pay cannot collectively exceed 50% of total remuneration. This prevents employers from structuring packages to artificially depress the “basic wage” component and thereby reduce PF contributions and gratuity.

3. Equal Pay Guaranteed by Law

The Code on Wages explicitly prohibits any difference in wages based on gender. Men and women performing the same or similar work must receive identical pay. This codifies and strengthens the earlier Equal Remuneration Act.

4. Minimum Wage Universality

Every employer, regardless of size, must pay at or above the applicable notified minimum wage. There is no exemption for startups, MSMEs, or unorganised sector employers.

Women Workers and Minimum Wage: Know Your Rights

India’s gender pay gap remains a real and documented problem — with women workers in many sectors receiving less than their male counterparts, and in some cases less than the statutory minimum wage. The law is unambiguous: this is illegal.

Under both the Code on Wages and the Constitution (Article 39(d)), equal pay for equal work is a guaranteed right. If you are a woman and your employer is paying you less than a male colleague doing the same work — or less than the notified minimum wage — you have grounds for a legal claim.

EPI’s founding mission is women’s workforce empowerment. We do not charge placement fees. If you are looking for legitimate employment opportunities with compliant employers, Find Jobs on ePeople India →.

What Happens If an Employer Pays Below Minimum Wage?

Penalties for Employers

Under the Code on Wages, non-compliance carries serious penalties:

• First offence: Fine of up to ₹50,000
• Repeat offence: Up to 3 months imprisonment plus a fine of up to ₹1,00,000
• Back-wages + compensation: Employees can claim up to 10× the underpaid amount as compensation. If you were underpaid by ₹2,000/month for 12 months (₹24,000 total), the employer may be ordered to pay ₹24,000 in back-wages plus up to ₹2,40,000 in compensation.

How to File a Complaint

If you believe your employer is paying below minimum wage, here is what you can do:

Step 1 — Document everything. Keep your payslips, bank statements, appointment letter, and any written communication about your salary.

Step 2 — File through the SAMADHAN Portal. The Ministry of Labour and Employment’s SAMADHAN Portal (samadhan.labour.gov.in) is the primary digital channel for wage grievances:
– Register using your Aadhaar-linked mobile number
– Select ‘Worker’ category
– Under ‘Raise Dispute’, choose ‘Non-payment of wages’
– Enter employer details and upload supporting documents

Once filed, the system automatically assigns your complaint to a Regional Labour Commissioner, who notifies the employer.

Step 3 — Contact your state Labour Commissioner directly. If the SAMADHAN portal does not resolve your issue, you can file directly with the jurisdictional Labour Commissioner under the Payment of Wages Act.

Step 4 — Approach the Labour Court. For disputes not resolved at the commissioner level, you may approach the Labour Court. It is advisable to engage a labour law advocate at this stage.

Frequently Asked Questions

What is the minimum wage in India in 2026?
There is no single figure — it depends on your state, industry, and skill category. The national floor is ₹178/day. Delhi’s unskilled minimum is ₹19,846/month; Karnataka’s metro unskilled rate is ₹23,376/month; Madhya Pradesh unskilled is ₹12,425/month (April 2026 figures).

When is the next minimum wage revision in India?
Most states revise on October 1, 2026. Maharashtra revises on July 1, 2026. The Central Government will revise the VDA for central-sphere workers on October 1, 2026.

Does minimum wage apply to IT and BPO employees?
Yes. Under the Code on Wages 2019, minimum wage applies to all employees in all sectors, including IT, BPO, gig workers, and domestic workers.

Can a female employee be paid less than a male employee for the same work?
No. The Code on Wages explicitly prohibits wage discrimination based on gender. Equal pay for equal work is a constitutional and statutory right.

What is VDA in the context of minimum wages?
Variable Dearness Allowance (VDA) is a component of the minimum wage that is revised bi-annually based on the Consumer Price Index, to compensate workers for inflation. It is added to the basic minimum wage rate.

What can I do if my employer is not paying minimum wage?
You can file a complaint on the SAMADHAN Portal (samadhan.labour.gov.in), contact your state Labour Commissioner, or approach a Labour Court. You may claim back-wages plus up to 10× the underpaid amount as compensation.

Do minimum wages apply to contract and gig workers in India?
Yes. The Code on Wages covers all forms of employment, including fixed-term contracts, casual labour, and gig arrangements.

Related Guides

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• CTC vs In-Hand Salary: Understanding Your Job Offer Letter in 2026
• ESI Scheme India 2026: Employee Benefits, Coverage & Claims
• Annual Bonus in India 2026: Mandatory Rules, Calculation & Rights

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By Srikanth | ePeople India. Last updated: July 2026.
Always verify current minimum wage rates with your State Labour Department, as rates are revised bi-annually.