The Code on Wages, 2019: What Every Employee Needs to Know
- medhagaur1997
- Aug 5, 2025
- 20 min read
Updated: Dec 9, 2025
Every worker in India—whether in an office, factory, shop, or small establishment—has certain basic rights guaranteed by law. These protect employees from exploitation, ensure fair wages, safe working conditions, reasonable hours, and uphold dignity at work. Yet many workers remain unaware of these protections, leading to unfair practices that go unchallenged.
Recently, the Government of India has notified four Labour Codes—the Code on Wages, 2019, Industrial Relations Code, 2020, Code on Social Security, 2020, and Occupational Safety, Health and Working Conditions Code, 2020—effective 21st November 2025, replacing 29 existing labour laws. This reform modernises labour regulations, enhances worker welfare, and strengthens industries for a future-ready workforce in Aatmanirbhar Bharat. Though all four Labour Codes have been notified by the Central Government, the implementation is still pending as the State-level rules are expected to be finalised and notified soon.
This blog mainly focuses on the Code on Wages, 2019, which replaces four major laws—the Payment of Wages Act, 1936, the Minimum Wages Act, 1948, the Payment of Bonus Act, 1965, and the Equal Remuneration Act, 1976. Many simple questions that every employee usually has—What is the minimum wage? Am I eligible for a bonus? Can my employer make deductions from my salary? What can I do if my wages are delayed?What are my legal rights if my employer does not pay my full wages or makes illegal deductions—all find their answers under the Code on Wages, 2019. Whether you are an employee or an employer, understanding these rights helps create a fair, transparent, and lawful workplace.
At The Kanoon Angle, our goal is simple: to explain the law of daily life in a way everyone can understand and use.
MINIMUM WAGES
Minimum wage is the lowest amount of salary that an employer is legally required to pay an employee for the work they do.It is fixed by the government, not by the employer. It ensures that no worker is underpaid and everyone receives at least a basic, fair income for their work.
No employer can pay an employee less than the minimum wages notified by the appropriate Government. For establishments under the Central Government—such as railways, mines, oil fields, major ports, airports, banks, insurance companies, telecom, central PSUs and their subsidiaries—the Central Government is the appropriate authority. For all other establishments, the State Government is the appropriate authority.
Fixation of Minimum Wages
The government—either Central or State—decides the minimum wage that every worker must get. This can be for hourly work, daily work, monthly work, or even work paid per piece. Even if you are paid per piece, your total earning cannot be less than the basic minimum wage fixed for time work.
While fixing these wages, the government looks at things like the worker’s skill level (unskilled, semi-skilled, skilled), the area where the work is done, and the type of work—especially if it is risky, underground, or done in extreme heat or humidity. The idea is to keep only a few categories of minimum wages so that it stays simple and fair for everyone.
Fixing Hours of Work for Normal Working Day
The government can decide the normal working hours for employees, set break times during the day, and make sure every worker gets one rest day after every seven days of work. Employees must also be paid for their rest day, and if they work on that day, they have to be paid at least the overtime rate.
However, these rules may work differently for some types of workers—like those working in emergencies, doing work that must be done before or after regular hours, doing work that is not continuous, handling technical jobs that must be finished on time, or doing work that depends on natural conditions.
Wages for Overtime Work
If an employee whose minimum wage is fixed by the hour, day, or longer period works beyond the normal working hours, the employer must pay overtime for every extra hour (or part of an hour) worked. The overtime rate must be at least twice the normal rate of wages.
PAYEMENT OF WAGES
Payment of wages simply means your right to receive your salary on time and without unfair cuts. All wages must be paid in current coins, currency notes, by cheque, bank transfer, or electronically. However, the Government may specify certain industries or establishments where employers are required to pay only by cheque or by directly crediting wages to the employee’s bank account.
The employer has to fix a wage period for employees — it can be daily, weekly, fortnightly, or monthly. But the law is clear: the wage period cannot be more than one month.
Time Limit for Payment
Employers must pay wages according to the fixed wage period:
Daily workers – at the end of the shift
Weekly workers – on the last working day before the weekly holiday
Fortnightly workers – within two days after the end of the fortnight
Monthly workers – by the seventh day of the following month
If an employee is removed, dismissed, retrenched, resigns, or the establishment closes, wages must be paid within two working days. The Government may also specify other reasonable timelines for payment, and these provisions do not override any existing time limits under other laws.
Deduction from Wages
This is one of the biggest questions employees have — Can my employer cut my salary for any reason they want? The Code on Wages, 2019 clearly says that an employer cannot make unnecessary or unfair deductions. Only specific, legally-allowed deductions can be made, and every deduction must have a proper reason.
Employers can make deductions from an employee’s wages only for specific purposes under the law. These include:
Fines or penalties imposed on the employee.
Absence from duty.
Loss or damage to goods or money entrusted to the employee, if caused by their negligence.
House accommodation provided by the employer or government-authorised housing schemes.
Amenities or services supplied by the employer, up to their actual value (excluding tools or raw materials for work).
Recovery of advances or loans, including interest, overpayment of wages, welfare fund loans, or housing loans approved by the Government.
Statutory deductions, like income tax or other government levies, or deductions ordered by a court.
Social security contributions, such as provident fund, pension fund, or health insurance schemes.
Co-operative society contributions under government conditions.
Trade Union membership fees, if authorised in writing by the employee.
Recovery of railway losses, if directly attributable to employee neglect (e.g., counterfeit money, incorrect refunds, billing errors).
Contributions to government-specified relief funds, with employee written consent
Total deductions in a wage period cannot exceed 50% of the wages.Any excess may be recovered later in a manner prescribed by the Government. If an employer fails to deposit deducted amounts into the correct fund or account, the employee is not responsible for that default.If an employer makes an illegal deduction, the employee has the right to challenge it and file a claim before the authority to get the deducted amount back.
What are the Rules for Specific Deductions from Wages?
Deductions can be made from an employee’s wages only in certain situations like;
If an employee is absent from work, the employer can deduct money only for the exact time the employee was not present. The deduction must match the proportion of time missed.
If ten or more workers stay absent together without notice or a valid reason, the employer can deduct up to eight days’ wages as “notice pay.”
Even if an employee is physically present but refuses to work (like during an unreasonable strike), it is treated the same as being absent.
If an employee causes damage or loss to the employer because of carelessness or negligence, the employer can deduct money, but only equal to the actual loss suffered. The employee must be given a chance to explain their side, and every such deduction has to be written properly in a register.
Deductions can also be made for house accommodation, or facilities provided by the employer, but only if the employee has agreed to take them. The amount deducted cannot be more than the actual value of the house or services provided, and it must follow the conditions set by the Government.
Advances or loans given to employees can also be recovered. An advance taken before joining the job can be recovered from the first wage payment, except for travel advances. Advances taken after joining, or advances for unearned wages, must follow the rules laid down by the Government. Any loans given to employees can also be recovered according to the prescribed conditions.
Fines
Fines can be charged by the employer, but only for certain specific mistakes or misconduct, and these must be approved by the government or the authorised authority. A list of these acts or mistakes must be clearly displayed at the workplace so every employee knows what can lead to a fine.
Before putting a fine on any worker, the employer has to give the employee a chance to explain their side or defend themselves. Even then, the fine cannot be more than 3% of the employee’s wages for that wage period. No fines can be imposed on workers below 15 years of age.
Bonus
Now let’s talk about bonus — who doesn’t love a little extra cash at the end of the year? Every employee eagerly waits for their bonus, and the Code on Wages, 2019 makes sure that eligible workers get it fairly and on time. It tells us who can receive a bonus, how it is calculated, and what rights employees have if it is not paid.
Who all are eligible for bonus?
Every employee who has worked at least 30 days in a year and earns wages up to a certain limit (as notified by the government) is entitled to a minimum annual bonus. This bonus is either 8.33% of their annual wages or ₹100, whichever is higher. The employer must pay this even if there was no profit in the company that year. For employees earning above the notified wage limit, the bonus is calculated as if their wages were at the limit or the minimum wage fixed by the government, whichever is higher.
Extra Bonus When Company Makes Profit
If the company has extra profits (called allocable surplus) beyond the minimum bonus, the employer must pay a bonus proportional to the wages, but it cannot exceed 20% of the wages. Any demand for extra bonus beyond this depends on mutual agreement between the employer and employees.
Bonus in New establishments
In the first five years, bonus is paid only in years when the employer actually earns profit.
In the 6th and 7th years, profits and losses from earlier years are adjusted according to government rules to calculate bonus.
From the 8th year onward, bonus is calculated like any other establishment under the normal rules.
Special notes-An employer is considered to have earned a profit only after accounting for depreciation and adjusting previous losses. Trial production of factories, mines, or oil fields is not counted for bonus calculation. These rules also apply when existing establishments open new departments or branches.
Adjustments for Partial Attendance
If an employee has not worked all the working days in a year, the minimum bonus (8.33% of annual wages or ₹100, whichever is higher) is reduced proportionately based on the number of days actually worked.However, certain days still count as “worked” for bonus calculation, even if the employee was not physically at work like:
Lay-offs: Days when the employee was laid off as per agreement, standing orders, or applicable labor laws.
Paid leave: Days taken as leave with salary.
Temporary disability: Days absent due to an accident at work.
Maternity leave: Days on paid maternity leave.
When an Employee Is Not Eligible for Bonus
Even though the Code on Wages ensures fair bonuses, an employee cannot receive a bonus if they are dismissed for serious misconduct. This includes:
Fraud – cheating or dishonesty at work.
Riotous or violent behavior – causing trouble or fighting on the company premises.
Theft, misappropriation, or sabotage – damaging or stealing company property.
Conviction for sexual harassment – proven cases of harassment at the workplace.
Note- If an employee is found guilty of misconduct that causes financial loss to the employer in a given year, the employer can deduct the amount of the loss from the bonus payable for that year. The employee is still entitled to receive the remaining bonus, if any. In simple terms, any loss caused by misconduct can reduce the bonus, but the employee should get whatever is left after the deduction.
Time limit for Payment of Bonus
All bonus amounts under the Code on wages Act 2019 must be paid directly into the employee’s bank account by the employer within eight months from the end of the accounting year. If the employer has a valid reason, the government or its designated authority may extend this period, but the total extension cannot exceed two years.
If there is a dispute regarding the bonus pending with an authority, the disputed amount must be paid within one month from the date the award is enforceable or the settlement comes into effect.
In cases where the dispute is about payment at a higher rate, the employer must still pay the minimum 8.33% of wages within eight months from the end of the accounting year
How Bonus Works Across Departments and Branches
If a company has different departments, undertakings, or branches, whether in the same location or different locations, all of them are generally considered part of the same establishment when calculating bonus.
However, if a department, branch, or undertaking maintains its own separate balance sheet and profit & loss account for a particular year, it can be treated as a separate establishment for bonus calculation for that year. The exception is if that department or branch was already treated as part of the main establishment before the start of the year—in that case, it continues to be considered part of the main establishment.
How Bonus Is Paid and Surplus Used
The bonus must be paid from the company’s allocable surplus, which is the portion of profits available for distribution to employees:
60% of the surplus for a banking company
67% of the surplus for other establishments
Normally, the audited accounts of a company are accepted and not questioned. However, if there is a dispute about the amount of bonus, the government-appointed authority can ask the employer to produce the balance sheet. The authority cannot share any details from the balance sheet unless the employer agrees.
Adjustment of Bonus Already Paid
If an employer has already paid an employee:
any puja bonus or other customary bonus, or
a part of the bonus before the official payment date under this Code;
then the employer can deduct that amount from the total bonus payable for that year.
In simple terms, any bonus already given is counted toward the total bonus, so the employee doesn’t get double payment for the same year.
In short, the new law ensures that every eligible employee gets a fair minimum bonus, and when the company earns extra, the bonus can increase — but always within legal limits.
Who Is Not Covered Under the Payment of Wages Rules
The rules regarding the payment of wages do not automatically apply to government establishments. They apply only if the appropriate Government issues a notification specifically bringing certain government establishments under these provisions.The rules for payment of wages under this Code do not apply to certain employees or organizations. These include:
Employees working for the Life Insurance Corporation of India
Seamen as defined under the Merchant Shipping Act, 1958
Employees registered under schemes of the Dock Workers (Regulation of Employment) Act, 1948 and employed by registered employers
Employees working in establishments run by the Central Government, State Government, or local authorities
Employees of institutions like:
Indian Red Cross Society or similar organizations
Universities and other educational institutions
Hospitals, chambers of commerce, and social welfare institutions that are not-for-profit
Employees of the Reserve Bank of India
Employees of certain public sector financial institutions (other than banks) specified by the government
Employees working in inland water transport establishments operating on routes passing through another country
Employees of any other establishment specifically exempted by the government, especially where other wage or profit-sharing schemes already exist
Employer Liability and Payment to Nominees
Every employer is responsible for paying all amounts due to their employees under the Code. If the employer fails to make the payment, the company, firm, or proprietor of the establishment is also responsible.
If an employee dies before receiving payment, or if their whereabouts are unknown, the amounts must be paid to:
The person nominated by the employee according to the rules, or
If no nomination exists or payment cannot be made, the amount must be deposited with the prescribed authority, which will handle it as per the rules.
Once the payment is made either to the nominee or the authority, the employer is discharged of their liability.
Keeping Records and Wage Information
Every employer covered under the Code must maintain a register containing details about employees, wages, attendance (muster roll), and other prescribed information.
The employer must also display a notice in a prominent place showing:
A summary of the Code on Wages Act 2019.
Wage rates for different categories of employees.
Wage period.
Day, date, and time of wage payment.
Name and address of the Inspector-cum-Facilitator in charge.
Employers are required to issue wage slips to their employees in the prescribed form and manner. These requirements do not apply to employers who have five or fewer employees for agricultural or domestic purposes. However, such employers must be able to show proof of wage payments if asked by the Inspector-cum-Facilitator.For this purpose, “domestic purpose” refers only to home or family-related work and does not include any business, trade, or industrial activity.
YOUR LEGAL RIGHTS UNDER THE CODE ON WAGES, 2019
Disputes between employers and employees over wages have become a very common problem today. Whether it’s delayed salaries, incorrect payments, or deductions no one agreed to, these issues create frustration on both sides. Under the Code on Wages, 2019, employees are given a clear and structured way to claim the wages or bonus due to them. The law sets out a proper mechanism for raising such claims, helping workers assert their rights with ease. At the same time, it ensures that employers also get a fair opportunity to present their side, making the entire process more transparent and balanced for both parties.
Procedure for filing a claim under the Code on Wages , 2019
The government can appoint one or more authorities, at least at the level of a Gazetted Officer, to hear and decide claims related to wages under this Code. The authority will try to decide the claim within three months. While deciding a claim, the authority can also order compensation in addition to the wages claimed, which can be up to ten times the amount of the claim.
If the employer fails to pay the wages or compensation ordered, the authority can issue a certificate of recovery to the local Collector or District Magistrate. The amount will then be recovered as arrears of land revenue and paid to the employee.
Claims can be filed by:
The employee themselves
Any registered trade union of which the employee is a member
The Inspector-cum-Facilitator
The single application for claim can cover one or many employees in the establishment. Applications should be filed within three years from the date the claim arises. However, the authority may accept applications after three years if the applicant shows a good reason for the delay. The authority appointed to hear wage claims, as well as the appellate authority, has the same powers as a civil court under the Code of Civil Procedure, 1908. This means they can:
Take evidence
Ensure witnesses attend
Compel the production of documents
For all purposes related to hearing and deciding claims, these authorities are treated as civil courts.
Inspector-cum-Facilitator
Before we get into the legal remedies, let’s first talk about the role of the Inspector-cum-Facilitator. Under the Code on Wages, this is a new system where the officer isn’t just an inspector anymore — they also act as a guide. An Inspector-cum-Facilitator is legally considered a public servant under the Indian Penal Code now Bhartiya Nyay Sanhita 2023. Their job is to help both employers and employees understand the law, ensure proper compliance, and sort out issues before they turn into bigger disputes.
The State Government can appoint Inspector-cum-Facilitators for different areas or for specific establishments. They can be given charge of:
an entire district or state,
certain establishments within an area, or
even specific establishments across different areas.
They are responsible for checking whether wage-related laws are being followed.The Government can create an online inspection system, where inspections may be scheduled or selected digitally. This helps avoid harassment and ensures transparency. Inspectors can also be assigned inspections through a random selection process, ensuring fairness. Their main roles include:
Advising employers and workers on how to comply with the Code on Wages Act 2019.
Inspecting workplaces assigned to them as per government guidelines.
During an inspection, they can:
Question anyone working at the establishment to verify if they are employees.
Ask for information like names, addresses, or employment details.
Check, search, and take copies of wage records, registers, or notices if they think an offence has taken place.
Report any serious issues or loopholes in the system to the Government.
If the Inspector asks anyone to show documents or provide information during an inspection, that person is legally required to cooperate. Refusing to give the information or documents can attract action under Sections 175 and 176 of the Indian Penal Code or now the parallel offences of Bhartiya Nyay Sanhita 2023.
The procedure for searching or seizing records will follow the same rules as in criminal investigations under the Criminal Procedure Code/Bhartiya Nagrik Surakhsha Sanhita, 2023.
Industrial Dispute
If there is a dispute between an employer and employees about:
The fixation of bonus or whether an employee is eligible for a bonus under the Code, or
How the bonus provisions of the Code apply to a public sector establishment;
then the dispute will be treated as an industrial dispute under the Industrial Disputes Act, 1947. In simple terms, disagreements about bonus in public sector organizations are handled like any other industrial dispute, giving both employees and employers a legal framework to resolve it.
How Company Accounts Are Treated in Wage Disputes
When disputes about wages or bonus are being handled by an authority, appellate authority, Tribunal, or arbitrator, the following rules apply regarding company accounts:
If a corporation or company (other than a bank) produces its audited balance sheet and profit and loss account, the authority can generally assume that the figures are correct. The company does not need to prove the accuracy of these statements separately.
However, if the authority believes that the statements may not be accurate, it can take steps to verify the correctness of the accounts.
If a Trade Union or employees need clarification about any item in the balance sheet or profit and loss account, the authority can direct the company to provide the necessary explanation within a specified time, and the company must comply.
What Happens When Employer Accounts Are Not Audited
If the employer has not had their accounts audited and the authority believes an audit is necessary, the authority can direct the employer to get their accounts audited within a specified time. The employer must comply.If the employer still fails to get the accounts audited, the authority can arrange for the audit to be done by an auditor of its choice.Once the accounts are audited, the rules for handling company accounts apply to these accounts as well.
The cost of the audit, including auditor fees, is determined by the authority and must be paid by the employer. If the employer fails to pay, the amount can be recovered by the authority in the same way as other dues under the Code.
Appeal
Any person who is not satisfied with an order passed by the authority can file an appeal with the appellate authority appointed by the government. This must be done within ninety days from the date of the order, following the prescribed form and procedure. The appellate authority may accept the appeal even after ninety days if there is a valid reason for the delay.The appellate authority is an officer holding a post at least one rank higher than the original authority.
After hearing both sides, the appellate authority will decide the appeal, and efforts will be made to dispose of it within three months.If there are any outstanding dues under the appellate authority’s order, they will be recovered by the original authority in the same manner as other wage claims.
Offences and Penalties
Under the Code, a court cannot directly take up (or “take cognizance of”) any offence unless the complaint comes from certain authorised people. This means not everyone can file a criminal case as per the new law — only the following can:
The Government (Central or State), or someone authorised by it;
An employee who is directly affected;
A registered Trade Union;
An Inspector-cum-Facilitator (a government-appointed officer under the Code)
So basically, only specific people or authorities can set the criminal process in motion.
Enforcement and Penalties Under the Code on Wages, 2019
When it comes to certain offences under the Code on Wages 2019, the Government may appoint a senior officer to investigate and handle the matter. This system allows many offences to be dealt with administratively, reducing the burden on courts. The appointed officer must be at least of the rank of Under Secretary in the Central Government, or an equivalent senior officer in the State Government. The offences under their jurisdiction include:
Paying less wages than legally due: Employers who pay employees less than their rightful wages can be fined up to ₹50,000.
Violating other provisions of the Code: If an employer fails to comply with notified rules, government orders, or any other statutory requirement under the Code, they can be fined up to ₹20,000.
Improper maintenance of records: Employers who do not maintain proper records—like wage registers, attendance, or other mandatory documents—or maintain them incorrectly, can be fined up to ₹10,000.
The Central Government also specifies the procedure for conducting these enquiries, ensuring that they are transparent and consistent.
Powers of the Senior Officer
The appointed officer has quasi-judicial powers, similar to a court. During the enquiry, they can:
Summon anyone with knowledge of the case
Require them to appear and give evidence
Request relevant documents
If the officer concludes that an offence has occurred, they can directly impose penalties as prescribed under the Code.
Penalties for Repeat Offences
The Code treats repeat offences more strictly:
Employers who have been convicted for paying less wages and commit the same offence again within five years can face imprisonment up to three months, a fine up to ₹1,00,000, or both.
Employers who commit a similar violation under other provisions of the Code within five years of a previous conviction may face imprisonment up to one month, a fine up to ₹40,000, or both.
Role of the Inspector-cum-Facilitator
For offences like failing to maintain proper records or violating other provisions, the Inspector-cum-Facilitator plays a key role. Before initiating prosecution, the Inspector issues a written notice to the employer, giving a deadline to correct the issue. If the employer complies within this period, no legal action is taken. However, if the same violation occurs again within five years, no second chance is given, and prosecution is initiated immediately.
In simple terms, first-time minor mistakes get an opportunity to be corrected, but repeat offences are treated seriously with direct legal consequences.
When a Company Breaks the Law — Who Gets Punished?
When a company violates any rule under the Code, the people in charge cannot hide behind the company’s name. Every person who was responsible for running the company at that time—such as managing directors, partners (in a firm or LLP), managers, or other key officers—can be held personally liable. They can avoid punishment only if they can prove that they did not know about the offence or had taken all reasonable steps to prevent it.
If a company commits an offence under the Code and it is shown that the offence happened with the consent, connivance (silent approval), or due to the negligence of any director, manager, secretary, or other officer, then that person is personally considered guilty and can be prosecuted and punished just like the company.
Note- A company means any corporate entity and also includes a firm, a Limited Liability Partnership (LLP) registered under the LLP Act, 2008, or any other association of individuals.A director in a firm is considered the same as a partner.
Compounding of Offences
Under the Code, certain offences can be settled without going through a full court trial through a process called compounding. This is applicable only for offences punishable with a fine—not those punishable with imprisonment alone or imprisonment plus fine.
Procedure
The application for compounding must be made in the manner that the rules prescribe. If an accused person applies, either before or after prosecution has started, a Gazetted Officer authorised by the government can settle the offence. The settlement usually involves paying 50% of the maximum fine prescribed for the offence, following the procedure notified by the government.The officer who has the power to compound will act under the supervision and directions of the government.
Offences cannot be compounded if a person commits the same offence again within five years of:
A similar offence that was earlier compounded (settled by paying a fine), or
A similar offence for which the person was earlier convicted.
If the offence is compounded before a prosecution starts, then no case will be filed at all for that offence.If the offence is compounded after a prosecution has already started, the officer must inform the court in writing. Once the court is informed, the person will be discharged from the case.
If a person fails to comply with the order passed by the compounding officer, they will have to pay an additional amount equal to 20 percent of the maximum fine for that offence, apart from the original fine. No offence under the Code can be compounded except in accordance with this section.
Burden of Proof Lies on the Employer
Burden of proof means who has to prove what in a legal case.If an employee files a claim saying that their wages, bonus, or other dues were not paid, were underpaid, or that illegal deductions were made, then the employer has to prove that the correct payments were actually made.The employee does not have to prove non-payment — the responsibility is entirely on the employer.
No Employee Can Be Forced to Give Up Their Legal Bonus or Wage Rights
Any contract or agreement that tries to make an employee give up their right to receive wages, bonus, or any amount legally due under the Code on Wages Act 2019 has no legal value.Such agreements are treated as invalid. This means an employer cannot reduce or escape their liability to pay what the law requires—even if the employee signs such a document.
This Law Comes First
The rules of the Code on Wages will apply even if there is anything conflicting in other laws, agreements, awards, or employment contracts.
Empowering Yourself and Others
Understanding your employment rights is essential for navigating today’s workplace with confidence. When you know what the law entitles you to, you are better equipped to stand up for fair wages, timely payments, and dignified treatment. By educating yourself and speaking up when necessary, you not only protect your own interests but also contribute to a healthier and more transparent work environment for everyone around you.
Everything discussed in this blog is drawn directly from the Code on Wages, 2019. We have simply broken down the legal provisions into clearer, easy-to-understand language so that you can grasp your rights without the confusion of technical legal jargon. The information remains fully rooted in the Act—our aim is only to make the law accessible, accurate, and helpful for you.Remember, knowledge truly is power. Staying informed about your rights allows you to address issues early, prevent exploitation, and ensure that you are treated fairly under the law.
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