Punjab Labour Code 2026: Delivery Riders and App Drivers Get a Written Contract and Algorithm Rights

The Punjab Labour Code 2026 gives ride-hailing and delivery workers a written contract, two weeks' notice of changes, a right to know how app algorithms affect their pay and accounts, free safety gear, and a minimum age of 18. It is enacted law. Reports in late May 2026 said the Government has notified it as in force, but we could not confirm the start date from the Gazette.

Riders and drivers on apps often learn about a blocked account or a pay cut only when the money stops. We read the platform workers chapter of the Code, Act IX of 2026, on 21 October 2026. We could not open the Gazette to confirm the commencement notice, so check the start date before relying on it.

A platform worker is anyone who works through an app that controls the work

Section 234 defines a platform worker as a person who works through a digital labour platform. The platform is any website or app that organises on-location work and uses algorithms to control how it is done. Ride-hailing, delivery, domestic, professional and care services are covered.

Middlemen are covered too. Contractors and intermediaries between the app and the worker fall under the chapter. Active hours include time logged in and waiting for jobs. The Code does not say whether a rider is an employee or a contractor, but section 238 gives platform workers all the basic rights in Part II.

Every platform worker must get a written contract in English or Urdu

Section 235 requires a contract in English or Urdu, always available in the app. It must state the work, pay, how pay is calculated and how often it is paid, rest rules, safety, and what happens on termination, including deactivation. If you sign up at a registration hub, it must be explained aloud in your local language.

Changes that wipe out benefits you already earned are void. So are clauses that remove liability for negligence or block you from complaining, and arbitration clauses that unfairly burden workers.

Algorithms must be explained, fair and open to human review

Section 241 says platforms must tell workers how automated systems affect access to work, pay and account limits, and explain any restriction, suspension or termination in plain language. Decisions that affect working conditions need final human oversight. Systems must not discriminate or pressure workers into harming their health.

The information must also be available to inspectors, the Dispute Resolution Committee and the Labour Court on request. Section 242 lets workers carry their transaction and reputation data when they move. The Code sets no fixed notice period for deactivation, so that detail waits for the rules.

Platforms must provide safety gear, heat plans and rest stops

Section 239 requires platforms to take reasonable safety steps, make severe weather plans including heat and cold waves, give written hazard information before work, train workers and provide approved protective equipment free where hazards remain. They must also record accidents and near misses and report to the Chief Inspector.

Rest stops and toilet facilities are to be provided as prescribed. A worker who leaves a situation they reasonably believe is an imminent danger cannot be penalised. Under section 238, platforms must also pay employees' compensation for work injuries through group insurance or otherwise.

Disputes go to the Chapter 6.5 route, and platforms must file returns

Section 251 sends platform workers' grievances to the process in Chapter 6.5 of the Code, which we did not read, so we cannot give time limits. Platforms must file returns with the Directorate General of Labour Welfare on worker numbers, status, average income and general terms.

Workers also have the right to form unions and bargain collectively under section 237. The chapter itself sets no penalties. General penalties are in the Code's penalty chapter. For a comparable complaint route today, see the guide to reporting child labour in Punjab, and for wage rules, the guide to Punjab's minimum wage.

1. Save a screenshot of your contract and pay terms in the app.
2. Note the date of any change in pay rules.
3. Ask the platform in writing to explain any account block.
4. Keep records of accidents and weather related incidents.
5. Take unresolved complaints to the labour department.

Common questions about Punjab platform worker rights

Is a delivery rider an employee under the Code?

The chapter sets no test for employee or contractor status. It still gives platform workers the basic rights in Part II.

Can an app block my account without explanation?

Under section 241, restrictions, suspensions and terminations must be disclosed and explained, with human oversight of the decision.

What is the minimum age for platform work?

Eighteen. Section 236 bars anyone under 18 from platform work in any capacity.

Is the Code in force now?

Reportedly yes. Reports in late May 2026 said the Government notified it, but we could not open the Gazette to confirm the date.

Must the platform pay for my safety equipment?

Yes, approved protective equipment must be provided free where hazards cannot be removed, under section 239.

Where can I read the Act?

On the Punjab laws portal, and in the Gazette of 10 February 2026.

How we verified this

What we checked, where we read it, and what we could not confirm.

Last checked 21 October 2026. We read Chapter 4.7 (sections 234 to 243) and section 251 of the Punjab Labour Code 2026, Act IX of 2026, from a full-text copy of the Act. We did not read Chapter 6.5, so dispute time limits are not stated. We could not open the Gazette copy to confirm the commencement notice. Department notices are on the Punjab Labour Department site.