accompanying measures to support the workers throughout this period so that they have some income protection during the time they are looking for another job. So, income support typically through unemployment schemes. But, also, that the government promises to help workers nd a new job either through reskilling or placement. This is important because the state cannot impose on a company to keep its workers if economically it is not in a situation where it can be done. So, companies should be allowed to downsize their workforce as per their needs, but at the same time the workers need to be protected from falling into poverty as a result of that decision. Hence, the importance of early noti cation, anticipation, consideration of alternative measures and anticipation of accompanying measures so that these workers can be supported through their transition from that employment to another. NMS: In its report (https://www.ilo.org/wcmsp5/groups/public/--asia/---ro-bangkok/---sronew_delhi/documents/publication/wcms_753465.pd ) on the Wage code (http://egazette.nic.in/WriteReadData/2019/210356.pd ) bill passed by the Indian parliament in August 2019, ILO had highlighted the lack of clarity on aspects such as xing the minimum wage, frequency of wage revision and the mechanism to apply it to domestic workers. What are your suggestions in addressing these issues? CV: There are three main suggestions, especially when it comes to domestic workers. First is that the current de nition contained in the minimum wage provision is silent regarding the inclusion of private households. That lack of clarity actually leads to unpredictability about the minimum wage which covers domestic workers and those in the informal economy. The same is true for schedule E of the Wage code [where various occupations have been classi ed under various skill categories as eligible for higher wages, without a clear rationale of how these categories have been arrived at]. The ILO is calling for a review of