Remuneration in Kind – The 15% Rule (Explanation to Section 2(y))

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Remuneration in Kind – The 15% Rule (Explanation to Section 2(y))

Applicable when employers provide food, accommodation, uniforms, grain, or other non-cash benefits.

🔵 1. What the Law Says

The Explanation to Section 2(y) states:

If an employer gives any remuneration in kind (instead of cash),
the value of such in-kind benefits up to 15% of total wages payable
shall be counted as wages.
Any value beyond 15% is not counted as part of wages.

This is important for wage calculations such as:

  • Minimum wages

  • Bonus eligibility

  • Gratuity

  • PF

  • Overtime

  • Wage claims

🔵 2. Why This Rule Exists (Interpretation)

Historically, in agriculture, mining, construction, domestic work, plantations, and hospitality, employers often paid workers partly in grain, meals, accommodation, uniforms, or other non-monetary benefits.

This raised two problems:

(a) Risk of underpaying cash wages

Employers sometimes showed high “in-kind benefits” to reduce cash salary.

(b) Difficulty comparing wages

Cash + kind wages made it confusing to determine compliance with minimum wages.

Therefore, Parliament created a uniform cap:

✔ Only 15% of total wages (value of kind benefits) can be counted
✔ Everything above 15% must be ignored for legal wage calculation

This ensures employers cannot say:

“We gave food worth ₹7,000 so we will pay only ₹5,000 cash.”

The law prevents such exploitation.

🔵 3. How to Calculate the 15% Rule – Simple Steps

1️⃣ Find cash wages paid
2️⃣ Add value of the in-kind benefit
3️⃣ Compute 15% of the cash wage payable
4️⃣ Only that portion (≤ 15%) can be treated as wages
5️⃣ Ignore the rest

🔵 4. Practical Examples

🟣 Example 1 — Food Provided to Employee

  • Cash wage payable = ₹20,000

  • Employer provides free meals = ₹4,000 value

15% of ₹20,000 = ₹3,000

So:

  • Only ₹3,000 can be counted as wages

  • The remaining ₹1,000 is ignored

Legal Wage = ₹20,000 + 3,000 = ₹23,000

🟣 Example 2 — Accommodation Provided (Cost Above 15%)

  • Cash wage = ₹18,000

  • Hostel accommodation worth = ₹6,000

15% of ₹18,000 = ₹2,700

So:

  • Wage includes accommodation only up to ₹2,700

  • Remaining ₹3,300 is ignored

Legal Wage = ₹18,000 + 2,700 = ₹20,700

Employer CANNOT count full ₹6,000 toward statutory wages.

🟣 Example 3 — Situation Where In-Kind Value Is Less than 15%

  • Cash wage = ₹15,000

  • Uniform + shoes = ₹1,500

15% of 15,000 = ₹2,250

Given value (1,500) < limit (2,250)

➡ Entire ₹1,500 can be counted as wages.

Legal Wage = ₹15,000 + ₹1,500 = ₹16,500

🟣 Example 4 — Plantation Worker with Part Grain Wages

  • Cash wage = ₹12,000

  • Rice given monthly worth = ₹3,500

15% of ₹12,000 = ₹1,800

So:

  • Only ₹1,800 counts as wages

  • Remaining ₹1,700 ignored

Legal Wage = ₹12,000 + 1,800 = ₹13,800

Even though the employer provides grain worth ₹3,500, legally only ₹1,800 counts toward wages.

🔵 5. Key Interpretations for Legal and HR Practice

✔ Interpretation 1 — Cash wage must be primary

The law ensures employees receive majority of wages in cash, not kind.

✔ Interpretation 2 — Protection from disguised underpayment

Employers cannot reduce cash wages by inflating in-kind benefits.

✔ Interpretation 3 — Uniform treatment across industries

Whether it's:

  • IT company giving free meals

  • Hotel giving accommodation

  • Plantation giving grain

  • Factory giving uniform

  • Construction site giving tools

→ Only 15% can ever count as wages.

✔ Interpretation 4 — Professional valuation required

Employers must assign a fair monetary value to kind benefits:

  • Based on cost to employer

  • Or market value, whichever is reasonable

✔ Interpretation 5 — Important for minimum wage compliance

If employer pays minimum wage partly in kind:

  • Cash + eligible in-kind (≤15%)

  • Must meet minimum floor wage

If not → non-compliance.

🔵 6. Case Study – Compliance Check

A hotel employs a housekeeping worker:

  • Minimum wage in State = ₹14,000

  • Cash wage paid = ₹12,000

  • Accommodation provided = ₹4,000

15% of ₹12,000 = ₹1,800
Eligible in-kind wage = ₹1,800

Total legal wage = ₹12,000 + ₹1,800 = ₹13,800

➡ Shortfall = ₹200
➡ Employer is in violation of minimum wages.

This shows that high-value accommodation cannot substitute proper cash wages.

🔵 7. Why the 15% Rule is Important in 2025 Environment

  • Labour Codes are being implemented

  • Wage inflation is rising

  • Government is pushing for digital wage payments

  • Industries with migrant labour heavily use in-kind benefits

The 15% rule preserves:

✔ Transparency
✔ Fair pay
✔ Traceability
✔ Prevention of exploitation

⭐ Conclusion – The Essence of the 15% Rule

The 15% in-kind rule ensures:

  • Cash remains the primary mode of wage payment

  • Employees are not deprived of real, liquid income

  • Employers cannot manipulate wage structures

  • Statutory wage obligations remain meaningful and enforceable

It brings clarity and fairness to industries where in-kind benefits are common, ensuring wages are not disguised or diluted.

Seminar on India’s New Labour Codes 2026 | Mumbai HR & Compliance Workshop


📢 Seminar Announcement | Mumbai

Seminar on India’s New Labour Codes
“I Am Ready” – Mumbai Chapter 2

🗓 Date: 17 January 2026
🕙 Time: 10:00 AM – 5:00 PM
📍 Venue: Thakur College of Engineering & Technology

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  • Aasheesh Prajapati
    Founder & CEO, IndiThinkk Services (Moderator)




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👥 Expected Participation

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