India’s minimum wage in 2026 ranges from ₹11,389/month to ₹19,846/month for unskilled workers, depending on state. The Code on Wages 2019 — notified in November 2025 and its final rules issued in May 2026 — now covers every worker including gig workers and domestic staff who were previously excluded. Here’s the state-by-state breakdown and how to verify whether you’re being paid correctly.
The National Floor: Where India’s Minimum Wage Starts
The Central Government sets a National Floor Level Minimum Wage of ₹178 per day — the hard legal floor no state can breach. In practice, every major state exceeds this several times over. Delhi alone pays more than 4× the national floor for unskilled workers. Think of ₹178/day as the legal minimum, not any kind of benchmark.
For workers in central-sphere establishments — railways, mines, coal, petroleum, and central construction — the Centre sets its own schedules. These saw an April 2026 upward revision of ₹300–450/month across skill grades after the Variable Dearness Allowance (VDA) increased by 11.28 CPI-IW points.
The critical 2026 change: the Code on Wages now applies minimum wage protections to all employments universally, ending the old “scheduled employment” restriction. Domestic workers, gig platform workers, and apprentices now have a legal minimum they can actually enforce.
Central vs. State Wages — How the Two-Tier System Works
Central Sphere covers railways, mines, oil fields, beedi manufacturing, and central construction — set by the Ministry of Labour.
State Sphere covers everything else: IT firms, retail, hotels, hospitals, startups, domestic work. Each state sets its own wage schedule by skill category and sometimes by geographic zone.
Key rule: state wages must equal or exceed the national floor. Most states revise twice a year — April 1 and October 1 — based on CPI movement. Maharashtra revises January 1 and July 1. Uttar Pradesh revises annually each March.
State-Wise Minimum Wages 2026 — Key States at a Glance
Delhi — Highest in India for Unskilled Workers
Effective April 1, 2026 through September 30, 2026:
| Category | Monthly Rate |
|---|---|
| Unskilled | ₹19,846 |
| Semi-skilled | ₹21,919 |
| Skilled | ₹23,905 |
| Clerical (non-matriculate) | ₹21,919 |
| Clerical (graduate & above) | ₹26,008 |
Rates include both basic wage and VDA combined. Next revision: October 1, 2026.
Maharashtra — Zone-Based, Revised January and July
Maharashtra uses a zone structure (Zone I = Mumbai metro, Zone II = other cities, Zone III = smaller towns). For January–June 2026, VDA stands at ₹3,900/month for unskilled workers. Daily rate: approx. ₹563 (₹14,638/month at 26 working days). Skilled workers: approx. ₹690/day (₹17,940/month). Next revision: July 1, 2026.
Other Major States (Approximate April 2026)
| State | Unskilled Monthly (Approx.) | Notes |
|---|---|---|
| Jharkhand | ₹13,026–₹14,352 | Zone-dependent; April 2026 |
| Uttar Pradesh | ₹11,389–₹12,500 | Annual revision March 2026 |
| Karnataka | ₹13,000–₹15,000 | Varies by skill + industry |
| Tamil Nadu | ₹12,500–₹14,000 | DA revision April 2026 |
| Haryana | ₹12,000–₹13,500 | Revised twice yearly |
Always confirm exact rates from your state Labour Department’s official notification — rates differ by industry and skill grade within the same state.
What “Minimum Wage” Actually Includes — The 50% Rule You Must Know
Minimum wage = Basic Wage + Dearness Allowance only. HRA, conveyance, bonus, overtime, and PF contributions are excluded from the minimum wage calculation.
From April 1, 2026, the Code on Wages mandates that Basic Pay must be at least 50% of total CTC. If your CTC is ₹30,000 but your basic is ₹8,000, your employer is non-compliant — regardless of how large their “special allowance” bucket is. Since PF is calculated as 12% of basic, suppressing basic reduces your PF accumulation and your effective wage floor. You have a legal right to a compliant salary structure — ask HR in writing.
Women and Minimum Wage — The Gap That Still Exists
The Code on Wages prohibits gender discrimination in wages explicitly: equal pay for equal work. The data, however, is stark. Average rural wages: men ₹393/day, women ₹265/day — a 32.6% gap for comparable work. Urban: men ₹483/day against women ₹333/day. In states like Jharkhand, labour activists document women workers earning below the statutory minimum — a double violation of both equality and wage floor law.
A domestic worker in Delhi earning ₹10,000/month when the minimum is ₹19,846 is legally owed nearly ₹10,000 more each month. Platform workers now covered under the Code can file with the Labour Commissioner.
At ePeople India, zero placement fees means you never pay to find a job. Know your minimum wage, identify your correct skill category, and use that information to find employers who pay fairly. Our guide on salary negotiation for women in India covers the next step after you know the floor.
How to Check If You’re Being Paid Correctly
Step 1: Find your state’s Labour Department notification. Search “[your state] minimum wages April 2026 notification” on .gov.in sites — these publish the official PDF with rates by skill category and industry.
Step 2: Confirm your skill classification. Unskilled = no training; semi-skilled = up to 6 months; skilled = vocational certificate or trade training; highly skilled = specialised technical or supervisory role. Misclassification — calling a skilled worker “unskilled” to pay less — is itself a violation employers can be penalised for.
Step 3: Calculate Basic + DA and compare to your state’s notified rate. If it’s short, file a complaint with the Minimum Wages Inspector (Labour Enforcement Officer) in your district. No lawyer needed. Employers face back-pay liability with interest.
Employer Obligations at a Glance
- Display notified minimum wage rates at the workplace — mandatory, not optional
- Issue wage slips in the standardised format every pay cycle
- Classify workers correctly by skill category — a specific enforcement focus in 2026
- Update salaries on April 1 and October 1 (or your state’s revision dates) without waiting for employee complaints
- Penalties: ₹50,000 for a first offence; repeat violations carry up to ₹1,00,000 plus 3 months imprisonment; workers are entitled to 10× underpayment as compensation
Compliant employers attract stronger candidates and avoid labour court exposure. Ensure full compliance also covers your gratuity obligations and maternity leave entitlements.
Frequently Asked Questions
Is there a single national minimum wage in India in 2026?
No. The national floor is ₹178/day, but actual wages are state-set. Delhi pays ₹19,846/month for unskilled workers; Maharashtra pays approximately ₹14,638/month. Check your state Labour Department notification for your rate.
Does minimum wage apply to part-time and contract workers?
Yes. The Code on Wages 2019, fully operational in 2026, covers all workers — full-time, part-time, contract, gig, and domestic. There is no longer an “exempted employment” carve-out.
My employer hasn’t revised my salary after the April 2026 update. What can I do?
Raise it with HR in writing, citing the official state Labour Department notification. If unresolved, file a complaint with the Minimum Wages Inspector in your district — bring your wage slips and the notification. Employers owe back-pay plus potential 10× compensation for underpayment.
Are domestic workers covered under minimum wage law in 2026?
Yes. The Code on Wages covers domestic workers from 2026 onwards. States including Delhi have notified specific rates for domestic work categories. Employers paying below the notified rate are in violation.
What is the 50% basic pay rule under the new labour code?
From April 2026, Basic Pay must be at least 50% of total CTC under the Code on Wages. If your salary structure shows Basic below 50% of CTC, your employer is non-compliant. This also affects your PF contributions and gratuity entitlement.
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Content based on the Code on Wages (Central) Rules 2026 and state Labour Department notifications current as of June 2026. Confirm latest rates with your state Labour Department before making payroll decisions.
