{"id":14276,"date":"2025-12-18T14:28:58","date_gmt":"2025-12-18T08:58:58","guid":{"rendered":"https:\/\/theeducationoverview.in\/?p=14276"},"modified":"2025-12-18T14:28:58","modified_gmt":"2025-12-18T08:58:58","slug":"new-labour-codes-modernizing-indias-msme-ecosystem","status":"publish","type":"post","link":"https:\/\/theeducationoverview.in\/?p=14276","title":{"rendered":"New Labour Codes Modernizing India\u2019s MSME Ecosystem"},"content":{"rendered":"

New Labour Codes Modernizing India\u2019s MSME Ecosystem<\/strong><\/span><\/h2>\n

Posted On: 05 DEC 2025 2:45PM by PIB Delhi<\/strong><\/span><\/p>\n\n\n\n
Key Takeaways<\/strong><\/span><\/p>\n
    \n
  • New Labour Codes simplify compliance for MSMEs\u00a0through faster approvals, digital processes, and reduced regulatory burden.<\/strong><\/span><\/li>\n
  • Uniform national standards and a facilitative inspection system strengthen ease of doing business\u00a0while ensuring safer, more equitable workplaces across India.<\/strong><\/span><\/li>\n
  • Higher operational thresholds\u00a0and\u00a0flexible employment\u00a0provisions\u00a0give MSMEs the agility to adapt quickly to changing business conditions.<\/strong><\/span><\/li>\n
  • Comprehensive wage, social security, and welfare reforms\u00a0extend protection and dignity to all workers.<\/strong><\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

    \n

    Introduction<\/strong><\/span><\/p>\n

    The\u00a0Micro, Small and Medium Enterprises (MSME) sector is the backbone of India\u2019s economy, accounting for a substantial\u00a030.1% of the country\u2019s GDP, 35.4% of manufacturing output, and 45.73% of overall exports. The sector provides\u00a0employment to nearly 28 crore\u00a0people across\u00a06.5 crore units. This scale, reach, and diversity make it one of the most crucial\u00a0engines of development and economic resilience.<\/strong><\/span><\/p>\n

    Given the central role of MSMEs, continued policy support remains essential to\u00a0promote competitiveness and consistent growth.\u00a0Further to strengthen this sector, the Labour Codes implemented by the Government, seek to\u00a0modernize India\u2019s labour ecosystem by formalizing employment, simplifying compliance through digital integration, strengthening social security and ensuring workplace safety and equality.<\/strong><\/span><\/p>\n

    MSMEs in India: The Scale and Classification<\/strong><\/span><\/p>\n

    MSMEs are complementary to large industries as ancillary units and contribute significantly in the inclusive industrial development of the country. They are classified on the basis of investment in plant and machinery and annual turnover:<\/strong><\/span><\/p>\n\n\n\n\n\n\n
    Classification<\/strong><\/span><\/td>\nInvestment in Plant & Machinery<\/strong><\/span><\/td>\nAnnual Turnover<\/strong><\/span><\/td>\n<\/tr>\n
    Micro<\/strong><\/span><\/td>\nNot more than Rs. 2.5 crores<\/strong><\/span><\/td>\nNot more than Rs. 10 crores<\/strong><\/span><\/td>\n<\/tr>\n
    Small<\/strong><\/span><\/td>\nNot more than Rs. 25 crores<\/strong><\/span><\/td>\nNot more than Rs. 100 crores<\/strong><\/span><\/td>\n<\/tr>\n
    Medium<\/strong><\/span><\/td>\nNot more than Rs. 125 crores<\/strong><\/span><\/td>\nNot more than Rs. 500 crores<\/strong><\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

    Covering the wide spectrum of firms,\u00a0the sector stands to benefit significantly from the clear and consistent provisions brought in by the new Labour Codes.<\/strong><\/span><\/p>\n

    Labour Codes and Ease of Doing Business for MSMEs<\/strong><\/span><\/p>\n

    One of the central aims of the Labour Codes is to simplify and streamline regulatory processes that often overwhelm MSMEs. The reforms address long-standing bottlenecks through\u00a0rationalised thresholds, digitised paperwork, predictable timelines, and reduced inspections.<\/strong><\/span><\/p>\n

    Streamlined Factory Licensing and Faster Approvals<\/strong><\/span><\/p>\n

      \n
    • The\u00a0threshold to obtain a factory license has been increased: a) From 10 to 20 workers (with power) and b) From 20 to 40 workers (without power)<\/strong><\/span><\/li>\n
    • A\u00a030-day time limit has been prescribed for granting permission for construction or expansion\u00a0of a factory, with the provision for deemed permission.<\/strong><\/span><\/li>\n
    • The\u00a0site appraisal committee must give its recommendations\u00a0for the initial location or expansion of factories involving hazardous processes\u00a0within 30 days. This will facilitate quicker setup and expansion of MSME factories by cutting approval delays.<\/strong><\/span><\/li>\n<\/ul>\n
        \n
      • Theoverall approval timeline has been reduced from 90 days to 30 days.<\/strong><\/span><\/li>\n<\/ul>\n

        These measures drastically cut approval delays and enable MSMEs to establish and scale operations faster.<\/strong><\/span><\/p>\n

        Simplified Rules for Contract Labour<\/strong><\/span><\/p>\n

          \n
        • The threshold for applicability of the provisions relating to contract labour license has been\u00a0increased from 20 to 50 workers.<\/strong><\/span><\/li>\n
        • Now,\u00a0contractors employing fewer than 50 workers do not need a license.<\/strong><\/span><\/li>\n<\/ul>\n

          This will reduce excessive regulation for smaller establishments and reduce compliance burden on MSMEs.<\/strong><\/span><\/p>\n

          \u00a0Single Registration, Single Return, Single License<\/strong><\/span><\/p>\n

          The Codes introduce\u00a0electronic single registration, a single return, and single all-India licences valid for five years\u00a0as well as deemed approvals.<\/strong><\/span><\/p>\n

          Such provisions in the Codes will\u00a0promote both ease of living and ease of doing business, simplify compliance, reduce procedural delays, lower administrative cost. This is\u00a0specifically beneficial for the MSME sector\u00a0that finds it difficult to manage compliance.<\/strong><\/span><\/p>\n

          Uniform National Standards & National Board<\/strong><\/span><\/p>\n

            \n
          • In place of six boards under the existing laws, there will be\u00a0a single national tripartite board\u00a0to advise the Central Government on standards, regulations, etc under the Codes.<\/strong><\/span><\/li>\n
          • The\u00a0Government will notify standards on occupational safety and health for MSME\u00a0workplaces across India. This will replace the current situation where different states have framed different standards for the same industries.<\/strong><\/span><\/li>\n<\/ul>\n

            This will\u00a0bring uniformity of standards across the country\u00a0which will eliminate state-wise variation, promote fairness, predictability, and simpler compliance for MSMEs operating in multiple states.<\/strong><\/span><\/p>\n

            Higher Thresholds for Operational Flexibility<\/strong><\/span><\/p>\n

              \n
            • The\u00a0threshold for lay-off, retrenchment, and closure has increased to 300 workers.\u00a0This allows smaller industrial establishments employing fewer than 300 workers to restructure operations based on their requirements without needing complex government approvals.<\/strong><\/span><\/li>\n
            • The\u00a0threshold for applicability of Standing Orders has increased from 100 to 300 or more workers.\u00a0Establishments with fewer than 300 workers are now exempt from the requirement of certification of standing orders.<\/strong><\/span><\/li>\n<\/ul>\n

              MSMEs can now\u00a0adapt more quickly to changing economic conditions. This flexibility reduce compliance burden, promotes business growth, job creation, and sustainability of small and medium enterprises while\u00a0maintaining a balance between regulation and operational freedom.<\/strong><\/span><\/p>\n

              Third-Party Audits and the Inspector-Cum-Facilitator Model<\/strong><\/span><\/p>\n

                \n
              • Provision has been made for third-party audit and certification of start-up establishments\u00a0or specific classes of establishments, helping them assess and improve health and safety without intervention of the Inspector-cum-Facilitator.<\/strong><\/span><\/li>\n
              • Inspector-cum-Facilitators will function in place of traditional inspectors, and inspections will be conducted through a randomized, web-based system aimed at reducing the traditional \u201cinspector raj\u201d.<\/strong><\/span><\/li>\n<\/ul>\n

                These changes\u00a0promote a more harmonious environment\u00a0by making inspections facilitative rather than intrusive and burdensome. This\u00a0helps establishments comply with the law, raise awareness amongst the workers, and support\u00a0greater ease of doing business.<\/strong><\/span><\/p>\n

                Decriminalisation of Offences and Compounding<\/strong><\/span><\/p>\n

                  \n
                • First-time offences punishable with fine\u00a0only shall be compoundable by\u00a0paying 50%\u00a0of the maximum fine.<\/strong><\/span><\/li>\n
                • Offences punishable with fine or imprisonment, or with both, shall be compoundable by\u00a0paying 75%\u00a0of the maximum fine.<\/strong><\/span><\/li>\n
                • Criminal penalties such as imprisonment are replaced with civil penalties\u00a0like monetary fines.<\/strong><\/span><\/li>\n
                • Employers will be given a\u00a0mandatory 30-days’ notice for compliance\u00a0before taking any legal action.<\/strong><\/span><\/li>\n
                • Several offences have been decriminalized, replacing criminal penalties with fines.<\/strong><\/span><\/li>\n<\/ul>\n

                  These provisions make the law less punitive and more compliance-oriented.\u00a0Employers can avoid prolonged litigation by paying the prescribed penalty, enabling quicker resolution of issues. The provisions lower compliance risk for small firms, promote voluntary compliance, reduce fear of prosecution, and make enforcement more facilitative for MSMEs.<\/strong><\/span><\/p>\n

                  Reduced Paperwork and Electronic Record-Keeping<\/strong><\/span><\/p>\n

                  There is a\u00a0drastic reduction in the number of registers to be maintained. The new provisions\u00a0promote digitization of records, allowing all registers and documents to be maintained electronically. This aligns with the digital-first approach reducing paperwork and administrative burden.<\/strong><\/span><\/p>\n

                  Social Security and EPF Reforms for MSMEs<\/strong><\/span><\/p>\n

                  The Labour Codes modernise the social security landscape, making compliance simpler and more predictable.<\/strong><\/span><\/p>\n

                    \n
                  • Under the Social Security Code, 2020, a\u00a05-year time limit is set for initiating inquiries by Employee Provident Fund (EPF) authorities.\u00a0Such inquiries must be completed within 2 years, extendable by 1 year with CPFC approval.<\/strong><\/span><\/li>\n
                  • The earlier power to reopen cases on a suo moto basis under the\u00a0Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 has been abolished.<\/strong><\/span><\/li>\n
                  • The\u00a0deposit amount for filing an appeal before the Employees\u2019 Provident Fund Organisation (EPFO) Tribunal has been reduced to 25%\u00a0of the awarded amount, instead of the earlier 40% to 70%.<\/strong><\/span><\/li>\n
                  • Self-assessment of cess\u00a0allows employers to assess construction costs themselves and pay the applicable cess.<\/strong><\/span><\/li>\n<\/ul>\n

                    These provisions ensure timely action, provide legal certainty, and reduce the compliance burden on employers. The reduced deposit requirement lowers the financial burden on employers before filing an appeal. Self-assessment also simplifies the process and promotes timely compliance in construction-related works.<\/strong><\/span><\/p>\n

                    Flexibility in Employment Practices<\/strong><\/span><\/p>\n

                    Fixed-Term Employment (FTE)<\/strong><\/span><\/p>\n

                    Fixed-term employment can benefit the employers in following ways:<\/strong><\/span><\/p>\n

                      \n
                    • Flexibility in Hiring:\u00a0MSMEs can hire workers for seasonal or project-based needs without committing to long-term employment,\u00a0helping them stay agile in fluctuating market conditions.<\/strong><\/span><\/li>\n
                    • Reduced Compliance Burden:\u00a0FTE\u00a0allows natural expiry of employment\u00a0at contract end, reducing disputes or procedural burdens related to retrenchment or layoffs.<\/strong><\/span><\/li>\n
                    • Cost Efficiency:\u00a0MSMEs\u00a0can control overheads during low-demand periods\u00a0since FTE workers are hired only when required.<\/strong><\/span><\/li>\n
                    • Encourages Formalisation:\u00a0Many MSMEs rely on casual or informal labour. FTE converts such engagement into\u00a0formal employment with legal benefits, improving compliance and transparency.<\/strong><\/span><\/li>\n
                    • Access to Skilled Labour:\u00a0MSMEs\u00a0can hire skilled professionals for specific projects\u00a0without long-term liability, improving productivity and innovation.<\/strong><\/span><\/li>\n<\/ul>\n

                      Regulation of Strikes<\/strong><\/span><\/p>\n

                        \n
                      • The\u00a0definition of strike now includes concerted casual leave taken by more than fifty percent of the workers on a given day,\u00a0thereby prohibiting flash strikes and preventing loss of man days or work.<\/strong><\/span><\/li>\n
                      • Strikes require 14 days\u2019 notice\u00a0and are restricted during conciliation or tribunal proceedings.<\/strong><\/span><\/li>\n
                      • Mandatory conciliation is introduced\u00a0as part of the process.<\/strong><\/span><\/li>\n<\/ul>\n

                        These provisions\u00a0prevent sudden disruptions, reduce loss of productivity, and give employers confidence to expand operations\u00a0and hire more workers, knowing productivity will be stable.<\/strong><\/span><\/p>\n

                        Flexible Working Hours and Overtime<\/strong><\/span><\/p>\n

                        The appropriate Governments (Central\/State) now have\u00a0full flexibility to fix working-hour limits, replacing the earlier uniform cap of 75 overtime hours per quarter.<\/strong><\/span><\/p>\n

                        This flexibility in hours of work\u00a0will enable industry to fix the hours of work as per the business needs\u00a0including when they get peak orders. It will also\u00a0generate growth and employment.<\/strong><\/span><\/p>\n

                        Protection of Employer Assets<\/strong><\/span><\/p>\n

                        Any amount an employer deposits with the appropriate Government (Central\/State) to secure the performance of a contract, as well as any amount the Government owes the employer for that contract, cannot be attached by any court in order for debts or liabilities incurred by the employer. The only exception is when the employer owes dues to employees working on that specific contract.<\/strong><\/span><\/p>\n

                        Hence,\u00a0amounts deposited with Government to secure contract performance are protected from attachment except for dues owed to employees.<\/strong><\/span><\/p>\n

                        Worker-Centric Reforms Enhancing Welfare and Dignity<\/strong><\/span><\/p>\n

                        Wage, Social Security and Welfare Provision<\/strong><\/span><\/p>\n

                          \n
                        • Universalisation of Minimum Wages:\u00a0No employer shall pay any employee less than the minimum wage notified by the Government.\u00a0Minimum wages, earlier applicable only to scheduled employments, now cover all employees and\u00a0must be reviewed or revised at intervals not exceeding five years.<\/strong><\/span><\/li>\n<\/ul>\n

                          Minimum rates of wages shall be\u00a0fixed for time work and piece work, based on hourly, daily, or monthly wage periods, taking into account the skill of the employee and the arduousness of the work.<\/strong><\/span><\/p>\n

                            \n
                          • Floor Wage: A floor wage will be fixed and regularly revised by the Government\u00a0considering minimum living standards, including food and clothing. This will reduce migration of labour from one state to another due to varying wage levels.<\/strong><\/span><\/li>\n
                          • Overtime Wages:\u00a0Employers must\u00a0pay employees twice the normal wage rate\u00a0for any work beyond normal working hours.<\/strong><\/span><\/li>\n
                          • Time Limits for Payment of Wages:\u00a0The employer shall pay or cause to be paid wages to all the employees, based on prescribed timelines:<\/strong><\/span><\/li>\n<\/ul>\n\n\n\n\n\n\n\n\n
                            Sl.<\/strong><\/span><\/td>\nType of Employee<\/strong><\/span><\/td>\nTime Limit for Payment of Wages<\/strong><\/span><\/td>\n<\/tr>\n
                            1.<\/strong><\/span><\/td>\nDaily-wage employee<\/strong><\/span><\/td>\nEnd of the shift<\/strong><\/span><\/td>\n<\/tr>\n
                            2.<\/strong><\/span><\/td>\nWeekly-rated employee<\/strong><\/span><\/td>\nBefore the weekly holiday<\/strong><\/span><\/td>\n<\/tr>\n
                            3.<\/strong><\/span><\/td>\nFortnightly-rated employee<\/strong><\/span><\/td>\nWithin 2 days of the end of the fortnight<\/strong><\/span><\/td>\n<\/tr>\n
                            4.<\/strong><\/span><\/td>\nMonthly-rated employee<\/strong><\/span><\/td>\nWithin 7 days of the next month<\/strong><\/span><\/td>\n<\/tr>\n
                            5.<\/strong><\/span><\/td>\nOn termination or resignation<\/strong><\/span><\/td>\nWithin 2 working days<\/strong><\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n
                              \n
                            • Provisions on timely payment and unauthorised deductions, earlier applicable only to employees earning up to \u20b924,000 per month,\u00a0now apply to all employees.<\/strong><\/span><\/li>\n<\/ul>\n

                              \n

                                \n
                              • Limitation Period:\u00a0The\u00a0period for filing claims by an employee has been extended to three years, instead of the earlier six months to two years.<\/strong><\/span><\/li>\n
                              • Bonus:\u00a0Bonus shall be paid to every employee drawing wages within the limit fixed by the appropriate Government (Central\/State).<\/strong><\/span>\n
                                  \n
                                • Eligible employees must have worked at least 30 days\u00a0in an accounting year.<\/strong><\/span><\/li>\n
                                • The\u00a0annual bonus shall be paid at a minimum of 8.33% and a maximum of 20%\u00a0of the wages earned.<\/strong><\/span><\/li>\n<\/ul>\n<\/li>\n
                                • Prohibition of Gender Discrimination:\u00a0Employers shall not discriminate based on gender, including transgender persons, in recruitment, wages, or conditions of employment for the same or similar work.<\/strong><\/span><\/li>\n
                                • Commuting Accidents Covered:\u00a0The scope of\u00a0employee compensation now includes accidents occurring during commuting, from his residence to the place of employment, or returning from place of his employment to his residence after performing duty.<\/strong><\/span><\/li>\n
                                • ESIC Coverage Expansion:\u00a0ESIC coverage extended pan-India;\u00a0the earlier concept of notified areas has been removed.\u00a0Voluntary membership\u00a0introduced for establishments with fewer than 10 persons through employer and employee joint consensus.<\/strong><\/span><\/li>\n
                                • Expansion of Family Definition:\u00a0In case of a female employee, the definition of family has been extended to include parents-in-laws\u00a0(father-in-law and mother-in-law), based on income levels prescribed by the Government.<\/strong><\/span><\/li>\n
                                • Formalisation Through Appointment Letters:\u00a0Every employee must be given an\u00a0appointment letter\u00a0in the prescribed format detailing designation, category, wages, and social-security information.<\/strong><\/span><\/li>\n
                                • Free Annual Health Check-Ups:\u00a0Every employee is eligible for free annual health check-ups.<\/strong><\/span><\/li>\n
                                • Annual Leave with Wages:\u00a0Workers are entitled to\u00a0paid leave on working for 180 days or more in a calendar year\u00a0(reduced from 240 days).<\/strong><\/span><\/li>\n
                                • Inter-State Migrant Worker:\u00a0The\u00a0definition of Inter State Migrant Workmen has been widened\u00a0to include those employed directly or through contractor and also covers workers who migrate on their own.<\/strong><\/span><\/li>\n
                                • Health, Safety and Welfare Facilities:\u00a0The Government will prescribe\u00a0uniform provisions for cleanliness, drinking water, toilets, rest rooms\u00a0in factory mines employing 50 or more workers, canteens in the establishments employing 100 or more workers including contract labour.<\/strong><\/span><\/li>\n
                                • Worker Re-Skilling Fund:\u00a0In case of any retrenchment of a worker by an employer, the employer will need to contribute equivalent to 15 days\u2019 last drawn wages of the retrenched worker to the worker re-skilling fund within 45 days of retrenchment.<\/strong><\/span><\/li>\n<\/ul>\n

                                  These provisions\u00a0strengthen wage protection, ensure timely payments, and extend the coverage of minimum wages and bonus\u00a0to a wider group of employees. Workers receive expanded social security and health and welfare benefits.\u00a0Anti-discrimination measures uphold gender equality in employment, and the worker re-skilling fund provides financial support during transitions after retrenchment.<\/strong><\/span><\/p>\n

                                  Fixed Term Employment Benefits<\/strong><\/span><\/p>\n

                                    \n
                                  • Equal Benefits:\u00a0FTE workers are entitled to wages, hours of work, allowances, leave, and social security benefits at par with regular employees doing similar work<\/strong><\/span><\/li>\n
                                  • Job Formalisation:\u00a0FTE replaces informal, insecure jobs with formal contracts, ensuring legal rights and benefits such as PF, ESI, and bonus.<\/strong><\/span><\/li>\n
                                  • Skill Enhancement:\u00a0Working under multiple contracts across sectors helps workers gain varied skills and experience.<\/strong><\/span><\/li>\n
                                  • Predictable Tenure:\u00a0Workers know their employment duration, salary, and conditions upfront, reducing exploitation and uncertainty.<\/strong><\/span><\/li>\n
                                  • Potential for Renewal or Absorption:\u00a0Good performance in FTE roles may often lead to absorption in regular employment and help fulfil their aspirations to work in large, organised industries for better wages, working conditions, and prestige.<\/strong><\/span><\/li>\n<\/ul>\n

                                    These provisions give workers equal benefits, formal contracts, skill growth, predictable tenure, and potential absorption into regular employment with better conditions.<\/strong><\/span><\/p>\n

                                    Conclusion<\/strong><\/span><\/p>\n

                                    The Labour Codes collectively represent one of the most significant reforms\u00a0in India\u2019s labour governance framework. By simplifying compliance, encouraging digital processes, promoting voluntary adherence, and expanding social security,\u00a0the Codes create a balanced environment where MSMEs can grow more easily while workers benefit from fair wages, dignity, and protection.\u00a0India\u2019s MSME ecosystem will strengthen under these new Codes, aligning with the principles of\u00a0\u201cSabka Saath, Sabka Vikas\u201d\u00a0and contributing to the vision of\u00a0Viksit Bharat by 2047\u00a0and ensuring that the benefits of development reach every worker and entrepreneur.<\/strong><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

                                    New Labour Codes Modernizing India\u2019s MSME Ecosystem Posted On: 05 DEC 2025 2:45PM by PIB Delhi Key Takeaways New Labour Codes simplify compliance for MSMEs\u00a0through faster approvals, digital processes, and reduced regulatory burden. Uniform national standards and a facilitative inspection system strengthen ease of doing business\u00a0while ensuring safer, more equitable workplaces across India. Higher operational …<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-14276","post","type-post","status-publish","format-standard","hentry","category-education-news"],"_links":{"self":[{"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/posts\/14276","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=14276"}],"version-history":[{"count":1,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/posts\/14276\/revisions"}],"predecessor-version":[{"id":14278,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=\/wp\/v2\/posts\/14276\/revisions\/14278"}],"wp:attachment":[{"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=14276"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=14276"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/theeducationoverview.in\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=14276"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}