New Labour Laws India 2025: Compliance for Salon & Spa

India has consolidated 29 separate central labour laws into just four comprehensive codes. And as of November 21, 2025, these aren't just guidelines—they're mandatory, enforceable law with real penalties for non-compliance.

If you're running a salon chain, managing a spa, or operating a wellness center, this isn't something you can afford to ignore. The new codes fundamentally change how you calculate wages, manage final settlements, classify workers, and handle everything from gratuity to gig worker contributions. Get it wrong, and you're looking at fines up to ₹50,000, potential legal action, and serious reputational damage.

But here's the good news: once you understand what's changed and why, compliance isn't as overwhelming as it first appears. I'm going to walk you through exactly what you need to know, what actions to take, and how to future-proof your business without drowning in paperwork.

So, What Exactly Are These New Indian Labour Laws and Why Do They Matter for Salons and Spas?

The new Indian labour codes represent the biggest overhaul of employment law in decades. Instead of navigating 29 different acts with overlapping requirements, you now need to understand four unified codes:

Code on Wages, 2019 – governs how you pay employees, calculate minimum wages, and handle final settlements
Code on Social Security, 2020 – covers gratuity, provident fund, ESI, and the new gig worker provisions
Industrial Relations Code, 2020 – deals with unions, standing orders, and dispute resolution
Occupational Safety, Health and Working Conditions Code, 2020 – addresses workplace safety, working hours, and leave policies

For salon and spa owners specifically, these codes introduce several game-changing requirements:

You must pay all final settlement dues within 48 hours of an employee's exit
Fixed-term contract employees (like specialized stylists you hire for peak season) now qualify for gratuity after just one year instead of five
Your basic pay structure must constitute at least 50% of total wages for proper statutory calculation
If you operate as a platform connecting freelance beauty professionals with clients, you're now an "aggregator" with mandatory social security contribution obligations
You need to provide formal appointment letters to all staff, maintain digital records, and file unified electronic returns

The shift is massive because the wellness industry has traditionally relied on flexible employment models—contract stylists, freelance therapists, part-time beauticians, and gig workers. The new codes formalize these relationships in ways that create both compliance obligations and financial implications you need to plan for.

According to legal experts at AZB & Partners, businesses that rely heavily on freelancers—including many salon chains—will see a measurable financial impact from the new gig worker contribution requirements alone, potentially reducing margins by up to 70 basis points.

How Do These New Labour Codes Actually Work in Practice for Wellness Businesses?

Let me break this down with a real scenario that probably mirrors your own operation.

Say you run a chain of five salons. You have:

15 full-time stylists on permanent payroll
8 senior therapists on fixed-term contracts (renewed annually)
12 junior beauticians working part-time
5 freelance specialists you call in for bridal season or special treatments

Under the old system, you'd manage these groups differently, with varying benefit obligations. Some would qualify for gratuity after five years, others wouldn't qualify at all. Final settlements could take weeks to calculate and process. Freelancers were entirely outside the formal compliance framework.

Here's what changes now:

The 48-Hour Final Settlement Rule

When any employee leaves—whether they quit, you terminate them, or their contract expires—you have exactly two working days to calculate and pay every rupee they're owed. This includes:

Outstanding salary
Unused leave encashment
Gratuity (if eligible)
Any bonuses or incentives due
Reimbursements

Miss that 48-hour window, and you're immediately in violation. The penalties start at ₹20,000 and can go up to ₹50,000, plus you open yourself to legal action from the employee.

Think about what this means operationally. If a senior stylist resigns on Monday morning, you need to have their full and final settlement—accurately calculated, approved, and paid—by Wednesday evening. No more "we'll process it in the next payroll cycle." No more waiting for approvals from head office.

This is where automated systems become non-negotiable. Manual calculation of gratuity, leave balances, and prorated benefits simply cannot meet this timeline reliably.

The One-Year Gratuity Rule for Fixed-Term Employees

Previously, gratuity kicked in only after five years of continuous service. Most salon owners structured contracts to stay under this threshold, avoiding the liability entirely.

Not anymore.

Under the Code on Social Security, 2020, fixed-term employees—those hired on specific-duration contracts—are now entitled to gratuity after completing just one year of service. The calculation is prorated based on their tenure.

Here's the formula: Gratuity = (Last drawn salary × 15/26) × Number of years worked

For your fixed-term employees, this is prorated. So a stylist on a two-year contract who completes their term is entitled to gratuity for those two years, calculated at termination.

This fundamentally changes your cost structure. That specialized colorist you hire on annual contracts? You're now accruing a gratuity liability from month one. Multiply that across multiple employees, and you need to factor this into your financial planning and pricing models.

The 50% Basic Pay Rule

This one catches people by surprise because it seems like an internal accounting issue—but it has huge implications.

The Code on Wages mandates that your Basic Pay, Dearness Allowance, and Retaining Allowance must collectively constitute at least 50% of total remuneration. Why? Because statutory deductions like PF and ESI, plus gratuity calculations, are all based on basic pay.

Many salons structured compensation as "₹15,000 basic + ₹25,000 allowances" to minimize PF contributions. That structure is now illegal if basic pay doesn't hit 50% of the ₹40,000 total.

You need to restructure compensation packages to ensure compliance. And yes, this will increase your statutory contribution costs—but it also protects you from penalties and ensures your employees actually receive the full benefits they're entitled to.

The Gig Worker Aggregator Contribution

This is entirely new territory, and honestly, it's still evolving as the Social Security Boards implement the framework.

If your business operates as a platform—meaning you connect independent beauty professionals (freelance makeup artists, visiting therapists, etc.) with customers through an app, website, or booking system—you're legally classified as an "aggregator."

Aggregators must now contribute 1–2% of annual turnover (capped at 5% of payments made to gig workers) to a government-managed social security fund. This fund covers health insurance, disability, maternity benefits, and pension for gig workers.

Sections 113 and 114 of the Code on Social Security, 2020, formalize this requirement. If you're using gig workers, you need to:

Register them in the system
Track all payments made to them
Calculate and remit your contribution quarterly
Maintain detailed digital records

The financial impact varies based on your business model. If gig workers represent 20% of your service delivery and you pay them ₹50 lakhs annually, you're looking at a contribution of up to ₹2.5 lakhs per year (at the 5% cap).

This isn't inherently bad—it's actually a progressive step that formalizes protections for workers who've historically operated without any safety net. But you need to budget for it and ensure your systems can track and report accurately.

What Are the Main Benefits and Drawbacks of These New Indian Labour Codes?

Let me be honest: when these codes were first announced, the collective groan from business owners was audible. Change is disruptive, especially when it comes with compliance deadlines and financial implications.

But having spent the last few months helping wellness business owners navigate this transition, I've come to see both the challenges and the genuine benefits.

The Benefits of New Indian Labour Laws (Yes, There Are Real Ones)

1. Simplified Compliance Framework

Instead of juggling 29 different acts with contradictory provisions, you now have four unified codes. Once you understand them, compliance is actually more straightforward. The "1-1-1 Digital Gateway"—one registration, one license, one electronic return—genuinely reduces paperwork.

I've watched salon owners who used to maintain multiple registers and file separate returns for PF, ESI, and shops & establishments now handle everything through a single digital platform. It's not perfect yet, but the direction is right.

2. Level Playing Field

The new codes apply uniformly across all establishments. That competitor who was cutting corners on gratuity or final settlements? They can't anymore. Everyone plays by the same rules, which actually protects compliant businesses from being undercut by those who were previously gaming the system.

3. Better Employee Relations

Here's something I didn't expect: several salon owners have told me that formalizing employment terms and ensuring timely final settlements has actually improved their employer brand. Good stylists and therapists are hard to find—knowing they'll be treated fairly and paid on time makes your business more attractive.

4. Digital Transformation Catalyst

The codes essentially force you to digitize your HR and payroll systems. And while that's initially an investment, it pays dividends in efficiency. Automated attendance, leave management, payroll processing, and compliance reporting save hours every week.

The Drawbacks (Let's Not Sugarcoat It)

1. Increased Financial Liability

The one-year gratuity rule and mandatory aggregator contributions increase your cost base. For businesses operating on thin margins, this is real money. You need to factor these costs into your pricing and financial projections.

Industry estimates suggest the aggregator contribution alone could reduce margins by 50-70 basis points for platform-based businesses.

2. Operational Pressure

The 48-hour final settlement window creates genuine operational pressure. You need systems, processes, and automation in place to meet this deadline consistently. Manual processes simply won't cut it.

3. Complexity in Worker Classification

Determining whether someone is a fixed-term employee, a gig worker, or a platform worker isn't always straightforward. Misclassification can lead to incorrect benefit calculations and compliance failures.

A visiting makeup artist who works with you three days a week—is she a fixed-term employee or a gig worker? The answer has significant compliance implications, and the guidance is still emerging.

4. Implementation Ambiguity

The Social Security Boards that will manage gig worker registrations and benefit disbursement are still being set up. There's genuine uncertainty around practical implementation—how to register workers who work across multiple platforms, how to avoid duplicate contributions, how benefits will actually be accessed.

As Ambika Tandon, a PhD candidate at the University of Cambridge researching gig worker rights, notes: "While legal recognition of gig workers is a positive step, the practical challenges of registration and benefit access remain significant."

When Should You Prioritize Compliance with These New Labour Codes?

The short answer? Right now. Like, today.

The codes became enforceable on November 21, 2025. Labour departments across states are ramping up inspections and enforcement. Early non-compliance cases are already being prosecuted, and the penalties are real.

But let me give you a more nuanced answer, because I know you're juggling a thousand priorities.

Immediate Priorities (This Month)

1. Audit Your Wage Structure

Review every employee's compensation package to ensure basic pay constitutes at least 50% of total remuneration. Restructure where necessary. This affects your PF, ESI, and gratuity calculations, so it needs to be right.

2. Implement 48-Hour F&F Process

Map out your current final settlement process. Identify bottlenecks. Implement automated payroll software that can calculate dues instantly. Test the process with a mock scenario to ensure you can actually meet the 48-hour deadline.

3. Classify Your Workforce

Create a clear inventory: who's a permanent employee, who's on fixed-term contracts, who's a part-timer, who's a gig worker. Document the classification criteria and ensure appointment letters reflect the correct status.

Medium-Term Actions (Next 3 Months)

4. Set Up Gratuity Accrual System

For all fixed-term employees, start accruing gratuity liability from their joining date. Your accounting system needs to track this monthly so you're never caught off guard.

5. Evaluate Gig Worker Model

If you use aggregator models or engage freelancers, calculate your contribution liability. Decide whether the model still makes financial sense or if you need to restructure how you engage these workers.

6. Digitize Records

The codes require electronic record-keeping and unified returns. If you're still maintaining physical registers, now's the time to digitize. Choose an HRMS that's designed for the new labour code requirements.

Ongoing Compliance (Every Quarter)

7. Unified Electronic Returns

File your quarterly returns through the unified portal. Ensure data accuracy—errors will trigger scrutiny.

8. Review and Update

Labour law isn't static. Rules, notifications, and clarifications will continue to emerge. Quarterly reviews ensure you stay current.

9. Train Your Team

Your HR team (even if it's just one person) needs to understand the codes. Invest in training or partner with a compliance consultant for regular updates.

What Mistakes Should You Avoid with the New Labour Codes?

I've watched businesses stumble through this transition, and certain mistakes keep cropping up. Learn from their pain.

Mistake #1: Assuming Your Old Payroll System Will Work

The biggest mistake I see? Salon owners assuming they can just tweak their existing manual or semi-automated payroll process to meet the new requirements.

You can't.

The 48-hour F&F deadline alone requires instant calculation capability. Add in prorated gratuity for fixed-term employees, 50% basic pay validation, and gig worker contribution tracking, and you need purpose-built software.

Trying to manage this in Excel or through a generic accounting package is asking for trouble. When (not if) you miss a deadline or miscalculate gratuity, the penalty will far exceed the cost of proper software.

Mistake #2: Misclassifying Workers to Avoid Compliance

Some businesses are trying to classify everyone as "consultants" or "independent contractors" to avoid employee benefit obligations.

Don't.

Labour departments are specifically watching for this. The codes include clear definitions, and misclassification will be caught during inspections. When it is, you'll face back-payment of all benefits, penalties, and potential legal action.

If someone works fixed hours at your location, uses your equipment, and is under your direction, they're an employee—not a consultant. Classify correctly from the start.

Mistake #3: Ignoring the Gig Worker Provisions

If you operate any kind of platform model—even something as simple as a booking app that connects freelance beauty professionals with clients—you're likely an aggregator with contribution obligations.

I've met several spa owners who didn't realize this applied to them. They thought "gig workers" meant food delivery riders, not freelance makeup artists. Wrong.

Review the definitions in Sections 113 and 114 of the Code on Social Security carefully. If there's any ambiguity, consult a labour law expert. It's cheaper than discovering your non-compliance during an inspection.

Mistake #4: Delaying Digital Transformation

"We'll digitize eventually" is a recipe for non-compliance. The codes require electronic record-keeping and unified digital returns now, not eventually.

Every month you delay is another month of potential compliance gaps. Plus, the longer you wait, the more historical data you'll need to migrate and clean up.

Mistake #5: Not Budgeting for Increased Costs

The new codes will increase your employment costs—there's no way around it. One-year gratuity for fixed-term employees, proper PF calculations on 50% basic pay, aggregator contributions—these all hit your bottom line.

Businesses that haven't factored these costs into their pricing and financial projections are getting squeezed. Do the math now. Adjust your pricing if needed. It's better to proactively manage margins than to suddenly discover you're operating at a loss.

Mistake #6: Thinking You're Too Small to Matter

"We only have seven employees—surely these rules don't apply to us?"

Actually, most provisions of the new codes apply regardless of establishment size. The 48-hour F&F rule? Applies to everyone. The 50% basic pay requirement? Everyone. Gratuity for fixed-term employees? Everyone.

Some provisions have thresholds (for example, the IR Code raises the standing orders requirement from 100 to 300 workers), but the core wage and social security provisions are universal.

Small businesses actually face higher compliance risk because you probably don't have a dedicated HR person monitoring regulatory changes. Don't assume you're flying under the radar.

How to Implement Compliance: A Step-by-Step Action Plan

Alright, enough theory. Let's talk about what you actually need to do, in what order, with realistic timelines.

Step 1: Conduct a Compliance Audit (Week 1)

Sit down with your current HR and payroll records and answer these questions:

What's the basic pay percentage for each employee? (Target: 50%+)
How long does your current F&F process take? (Target: 48 hours)
Do you have fixed-term employees? How long have they worked? (Gratuity accrual needed after 1 year)
Do you engage gig workers or operate a platform? (Aggregator obligations)
Are all employees covered by formal appointment letters? (Mandatory)
Where are your records stored? (Must be digital)

Create a simple spreadsheet documenting gaps. This is your compliance roadmap.

Step 2: Restructure Compensation (Week 2-3)

For any employees where basic pay is less than 50% of total compensation:

Calculate the required basic pay amount
Restructure allowances accordingly (you might need to rename or consolidate allowances)
Document the change with a formal amendment to the appointment letter
Communicate clearly to affected employees (frame it as ensuring full statutory benefits)

Yes, this will increase your PF and ESI contributions. Budget for it.

Step 3: Implement Automated Payroll (Week 3-4)

This is non-negotiable. You need payroll software that can:

Calculate gratuity automatically for all employee types
Track fixed-term employee tenure and accrue gratuity monthly
Generate F&F settlements instantly (within minutes, not days)
Validate 50% basic pay requirements
Integrate with digital payment gateways for instant disbursement
Maintain electronic records in compliance-ready format
Generate unified returns for government filing

If you're currently using basic accounting software or manual processes, this is a significant upgrade. Budget ₹20,000-50,000 for setup, plus ₹2,000-5,000/month for ongoing subscription, depending on employee count.

That might sound steep, but compare it to a single ₹50,000 penalty for delayed F&F payment. The software pays for itself the first time it saves you from non-compliance.

Step 4: Set Up Gratuity Accrual System (Week 4)

For every fixed-term employee:

Document their joining date
Calculate monthly gratuity accrual: (Last drawn salary × 15/26 × 1/12)
Set up automatic monthly accrual in your accounting system
Review quarterly to ensure accuracy as salaries change

This ensures you're never surprised by a gratuity liability when a fixed-term contract ends.

Step 5: Formalize Gig Worker Arrangements (Week 5-6)

If you engage gig workers:

Review the legal definition of "gig worker" and "aggregator" in the Code on Social Security
Determine if you meet the aggregator criteria
If yes, register as an aggregator with the Social Security Board (processes are still being finalized state-by-state)
Set up tracking for all payments made to gig workers
Calculate your contribution liability: 1-2% of turnover, capped at 5% of gig worker payments
Budget for quarterly contributions
Document all gig worker relationships with clear service agreements

This is still evolving, so stay updated on state-level implementation rules.

Step 6: Digitize Records and Set Up Unified Returns (Week 6-8)

Transition from physical registers to electronic records:

Scan or digitize existing physical records for current employees
Set up digital attendance tracking (biometric, app-based, or integrated with booking system)
Ensure your HRMS generates all required registers electronically
Register on your state's unified labour portal
Set up quarterly calendar reminders for unified return filing

Step 7: Train Your Team (Week 8-9)

Everyone who touches HR, payroll, or employee management needs to understand the new requirements:

Managers need to know about the 48-hour F&F deadline (so they inform HR immediately when someone resigns)
Accounting staff need to understand the 50% basic pay rule and gratuity accruals
HR needs comprehensive training on all four codes
Front-line managers need to understand gig worker vs. employee classifications

Consider bringing in a consultant for a half-day training session. It's worth the investment.

Step 8: Test Your F&F Process (Week 9-10)

Before you face a real resignation, run a test:

Pick a hypothetical employee
Assume they resign today
Calculate their full and final settlement (salary, leave, gratuity, bonuses)
Process the payment through your system
Time how long it takes from "resignation" to "payment processed"

If it takes more than 4-5 hours (leaving buffer time for approvals), you're not ready. Identify bottlenecks and fix them.

Step 9: Implement Ongoing Monitoring (Ongoing)

Set up quarterly compliance reviews:

Review any regulatory updates or clarifications
Audit a sample of payroll calculations for accuracy
Verify all new hires have proper appointment letters and classification
Review gig worker payments and contribution calculations
Ensure unified returns are filed on time

Assign ownership—whether it's your HR manager, accountant, or an external consultant.

Frequently Asked Questions About New Labour Laws for Salons and Spas

What happens if I can't pay final settlement within 48 hours?

You're immediately in violation of the Code on Wages. The employee can file a complaint with the labour commissioner, triggering an inspection. Penalties start at ₹20,000 and can reach ₹50,000, plus you'll still owe the full settlement amount. In severe cases, imprisonment is possible. The only solution is prevention—automated systems that can calculate and disburse instantly.

Do these laws apply to my small salon with only 4 employees?

Yes. Most provisions of the new labour codes apply regardless of establishment size. The 48-hour F&F rule, 50% basic pay requirement, and gratuity provisions are universal. Some specific provisions (like mandatory standing orders) only apply above certain employee thresholds, but core wage and social security requirements apply to all.

How is gratuity calculated for a stylist on a 2-year fixed-term contract?

Use the formula: Gratuity = (Last drawn salary × 15/26) × Number of years worked. For a 2-year contract, if the stylist's last drawn salary was ₹30,000: Gratuity = (30,000 × 15/26) × 2 = ₹34,615 (approximately). This is payable when the contract ends, and must be included in the 48-hour F&F settlement.

Am I an aggregator if I have a booking app for freelance beauticians?

Potentially yes. If your app or platform connects independent beauty professionals with customers, takes a commission or fee, and exercises some control over service standards, you likely meet the aggregator definition. Review Sections 113 and 114 of the Code on Social Security carefully, and consult a labour law expert if unclear.

What's the penalty for not contributing to the gig worker social security fund?

The Code on Social Security specifies penalties for non-compliance, typically ranging from ₹50,000 to ₹1 lakh for initial violations, with higher amounts for continued non-compliance. Additionally, you'll owe back-contributions plus interest. Given the framework is still being implemented, enforcement is ramping up gradually—but ignorance won't be an excuse.

Can I classify all my stylists as independent contractors to avoid these rules?

No, and attempting to do so is misclassification fraud. If workers operate under your direction, use your equipment, work fixed hours at your location, and are integrated into your business operations, they're employees—regardless of what you call them. Labour inspections specifically look for misclassification, and penalties include back-payment of all benefits, fines, and potential prosecution.

Do I need to provide appointment letters to part-time staff?

Yes. The new codes mandate formal appointment letters for all employees, regardless of full-time or part-time status. The letter must clearly state employment type (permanent, fixed-term, part-time), compensation structure, benefits, and terms. This isn't optional—it's a compliance requirement.

What payroll software do you recommend for salon compliance?

I can't make specific product recommendations without knowing your exact needs, but look for software that: calculates gratuity automatically for all employment types, generates F&F settlements instantly, validates 50% basic pay, maintains electronic records, integrates with digital payments, and generates unified returns. Many salon management systems now include compliant payroll modules—just verify they're updated for the 2025 labour codes.

How often do I need to file returns under the new codes?

The unified electronic return is typically filed quarterly, though specific frequencies can vary by state and establishment type. Your registration on the state labour portal will specify your filing schedule. Missing deadlines triggers penalties, so set up calendar reminders and automate where possible.

What should I do if I discover I've been non-compliant?

First, stop the non-compliant practice immediately. Second, assess the extent and duration of non-compliance. Third, consult a labour law expert to understand your exposure and remediation options. In some cases, you can voluntarily correct and make back-payments before an inspection occurs, which may reduce penalties. Don't ignore it—proactive correction is always better than getting caught during an inspection.

The Bigger Picture: Why This Transformation Matters

Look, I get it. When you started your salon or spa, you were passionate about beauty, wellness, and customer experience—not labour law compliance. The last thing you want is to become an expert in wage codes and gratuity calculations.

But here's what I've come to realize after watching dozens of wellness businesses navigate this transition: the new labour codes, for all their initial disruption, are actually pushing the industry toward professionalization.

For too long, the salon and spa sector operated in a grey zone—informal employment, inconsistent benefits, delayed payments, and workers with little protection. That model worked when competition was local and customers didn't ask questions. But today's market is different. Customers care about how you treat your employees. Good stylists have options. Employer reputation matters.

The businesses that are thriving post-2025 aren't the ones fighting compliance—they're the ones embracing it as a competitive advantage. They're saying to prospective employees: "We're fully compliant, you'll be paid on time, you'll receive all benefits, and everything is transparent and digital."

That's a powerful recruitment and retention tool in an industry with notoriously high turnover.

And from a purely operational standpoint, the digital transformation forced by these codes—automated payroll, electronic records, unified returns—actually makes your business run better. Less paperwork, fewer errors, more time for what matters.

Yes, costs increase. But so does professionalism, employee satisfaction, and ultimately, customer trust.

The salon and spa industry in India is growing at 15%+ annually. As it matures, formalization is inevitable. The new labour codes are accelerating that journey. You can resist and risk non-compliance, or you can adapt and position yourself as a leader in the new landscape.

Your Next Steps: Moving from Understanding to Action

If you've made it this far, you're already ahead of most salon and spa owners. You understand what's changed, why it matters, and what's required.

Now comes the hard part: implementation.

Start with that compliance audit I mentioned. Spend two hours this week documenting where you stand on each requirement. Be brutally honest—no one's judging, and discovering gaps now is far better than discovering them during a labour inspection.

Then prioritize. If your basic pay structure is non-compliant, fix that first. If you don't have a 48-hour F&F process, that's next. If you're using gig workers without understanding aggregator obligations, get clarity immediately.

You don't have to solve everything overnight. But you do need a plan, a timeline, and accountability.

And here's something I've learned: you don't have to do this alone. The new labour codes are complex enough that trying to DIY everything is a false economy. Whether it's investing in proper payroll software, hiring a compliance consultant for quarterly reviews, or partnering with an HRMS provider that specializes in the wellness industry—get help where you need it.

For many salon and spa owners, the solution is technology that's purpose-built for these exact challenges. DINGG, for example, offers an all-in-one salon and spa management platform that includes labour code-compliant payroll, automated gratuity calculations, instant F&F settlement processing, and integrated digital payment systems—all designed specifically for the wellness industry. It's the kind of infrastructure that transforms compliance from a constant worry into a background process that just works.

Whatever tools you choose, the key is moving from reactive to proactive. The businesses that will thrive in this new regulatory environment are the ones that build compliance into their operating model from day one, rather than scrambling to fix issues after they're caught.

The new Indian labour codes aren't going away. Enforcement will only get stricter. But compliance doesn't have to be overwhelming—it just requires the right knowledge, the right tools, and the commitment to do things properly.

You've got the knowledge now. The tools are available. All that's left is the commitment.

Your employees—and your future self—will thank you for making it a priority today.

New Labour Laws India For Salon, Spa and Wellness Industry

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