Annual Health Check-Ups Under the New Labour Codes: What HR Leaders Must Know in 2026

In today’s evolving workplace landscape, employee well-being is no longer a “nice-to-have”—it is a compliance requirement and a business imperative. With the introduction of India’s new labour codes, particularly the Occupational Safety, Health and Working Conditions (OSH) Code, the expectations from employers have significantly expanded.

For HR leaders, this brings a renewed focus on mandatory annual health check-ups, especially for employees aged 40 and above.

Let’s break down what this means and how organizations can stay compliant while creating a healthier workforce.

What Has Changed Under the New Labour Codes?

Under the OSH Code, employers are now required to ensure periodic health assessments for employees, with a clear emphasis on:

• Annual health check-ups for employees aged 40 years and above
• Coverage across industries, especially factories, mines, and establishments with occupational risks
• Employer responsibility for cost and facilitation of these health checks

Earlier, many organizations followed a 45+ age threshold. However, the shift to 40+ is a critical change that HR teams must immediately align with.

Why This Matters More Than Ever

This is not just about compliance—it’s about risk management and productivity.

1. Early Detection of Lifestyle Diseases

India is witnessing a sharp rise in:

• Hypertension
• Diabetes
• Cardiovascular conditions

Annual screenings help detect these conditions early, reducing long-term health risks.

2. Reducing Absenteeism & Healthcare Costs

Preventive healthcare significantly reduces:

• Sick leaves
• Hospitalization costs
• Insurance claims

3. Improved Employee Engagement

Employees today value organizations that invest in their well-being. Health initiatives directly impact:

• Retention
• Morale
• Employer branding

Who Needs to Be Covered?

HR teams should ensure coverage for:

• All employees aged 40 years and above
• Employees in hazardous roles (irrespective of age, as per industry norms)
• Contractual workers (where applicable under the code)

What Should an Annual Health Check Include?

A comprehensive health check-up program should go beyond basic testing. Ideally, it must include:

Core Tests

• Complete Blood Count (CBC)
• Blood Sugar (Fasting / HbA1c)
• Lipid Profile
• Liver & Kidney Function Tests

Cardiac Screening

• ECG
• 2D Echo (recommended for higher-risk individuals)

Lifestyle & Risk Assessment

• BMI & Obesity indicators
• Blood pressure monitoring
• Stress & mental wellness screening

Optional (Based on Risk / Age)

• TMT (Stress Test)
• Cancer screening
• Occupational health tests

Key Challenges HR Teams Face

Despite good intent, execution often becomes the biggest hurdle:

• Managing pan-India workforce coverage
• Ensuring quality and standardization across diagnostic centers
• Handling data privacy and medical records
• Driving employee participation

Best Practices for Seamless Implementation

1. Partner with a Specialized Health Provider

Choose a partner who can:

• Deliver pan-India network coverage
• Ensure standardized protocols
• Provide digital reports & dashboards

2. Segment Your Workforce

Design health packages based on:

• Age groups
• Job roles
• Risk exposure

This helps optimize cost without compromising quality.

3. Focus on Preventive, Not Just Diagnostic Care

Health check-ups should lead to:

• Doctor consultations
• Lifestyle coaching
• Follow-up interventions

4. Ensure Strong Communication

Drive participation through:

• Awareness campaigns
• Leadership messaging
• Incentives for completion

Compliance + Care = Future-Ready Organizations

The new labour codes are pushing organizations toward a preventive healthcare model—and rightly so.

Forward-thinking HR leaders will see this not as a regulatory burden, but as an opportunity to:

• Build a healthier, more productive workforce
• Strengthen organizational resilience
• Position their company as an employer of choice

Annual health check-ups are no longer optional—they are a strategic HR function.

Organizations that act early, implement effectively, and go beyond compliance will not only meet legal requirements but also unlock long-term business value.