Section 66 explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Section 66 of the Occupational Safety, Health and Working Conditions Code, 2020 (the OSH Code) says no person can be employed as an audio-visual worker without a written agreement, and that the producer must register that agreement with the competent authority. It also lists what the agreement must contain and how disputes are resolved.
A person cannot be employed as an audio-visual worker in or in connection with the production of an audio-visual programme unless a written agreement is entered into and the producer registers it with the competent authority notified by the appropriate Government (66(1)). The agreement must be in the prescribed form, name the worker, and, where the worker comes through a contractor, make the producer liable for the contractor's unpaid obligations (66(2)). It must cover seven listed matters, and wages are paid through electronic mode (66(4)).
Section 66 at a glance
| Sub-section | Content |
|---|---|
| 66(1)(a) | Written agreement (i) between producer and worker; (ii) between producer and worker with the contractor, where employed through a contractor; or (iii) between the contractor or other person and the worker |
| 66(1)(b) | The agreement is registered by the producer with the competent authority notified by the appropriate Government |
| 66(2) | Agreement is in the prescribed form, states the worker's name and other particulars, and, for contractor-supplied workers, makes the producer also liable for the contractor's failures on wages or any other matter, with a right of reimbursement from the contractor |
| 66(3) | A copy goes to the prescribed authority if the worker is covered by a provident fund enactment |
| 66(4) | Agreement must include seven matters; dispute mechanism; Industrial Tribunal route; electronic wage payment |
Who is an audio-visual worker
The Code's section 2(1) defines audio-visual production as audio-visual produced wholly or partly in India, including animation, cartoon depiction, audio-visual advertisement, digital production, and feature films, non-feature films, television, web-based serials, talk shows, reality shows and sport shows.
An audio-visual worker is a person employed directly or through any contractor in or in connection with that production, as an artist (actor, musician, singer, anchor, news reader, dancer, dubbing artist or stunt person) or to do any work, skilled, unskilled, manual, supervisory, technical, artistic or otherwise, whose remuneration does not exceed the amount notified by the Central Government, whether by monthly wages or lump sum. So the wage ceiling depends on a notification, and workers above it are outside the definition. See also our definitions articles.
Section 66(1) and (2): the written and registered agreement
The bar is framed as a prohibition: no person shall be employed unless both limbs are met: (a) a written agreement exists, and (b) it is registered. There are three routes for the agreement, depending on who engages the worker: the producer directly; the producer with the contractor; or the contractor or another person through whom the worker is employed. Registration is the producer's duty in every case.
Section 66(2) adds that the agreement must:
- be in the prescribed form;
- specify the worker's name and other prescribed particulars; and
- where the worker is employed through a contractor, include a specific condition that if the contractor fails to discharge obligations on wages or any other matter, the producer shall also be liable and is entitled to be reimbursed by the contractor.
If you run a production house or talent agency and want your agreement templates checked against this list, our employment and labour law advisory team can review them.
Copy for provident fund
Under 66(3), if the worker is covered by an enactment that provides provident fund, the producer must also forward a copy of the agreement to the authority prescribed by the appropriate Government.
Section 66(4): what the agreement must include
Notwithstanding Chapters V, VI and VII, the agreement must include:
- Nature of assignment;
- Wages and other benefits, including provident fund if covered under the EPF Act, 1952;
- Health and working conditions;
- Safety;
- Hours of work;
- Welfare facilities; and
- A dispute resolution process or mechanism, whose constitution and details are prescribed.
The proviso adds three points. If the dispute resolution process fails, either party may invoke the jurisdiction of the Industrial Tribunal established by the appropriate Government under section 7A of the Industrial Disputes Act, 1947, and the dispute is deemed an industrial dispute under that Act. It is the producer's responsibility to provide the facilities specified in the agreement. And payment of wages is through electronic mode.
What the Central Rules, 2026 prescribe
The Occupational Safety, Health and Working Conditions (Central) Rules, 2026 (G.S.R. 345(E), 8 May 2026) apply where the Central Government is the appropriate Government. Where a State Government is the appropriate Government, use the State's rules.
Rule 105. The agreement for the audio-visual worker with the producer is registered in Form XXIV.
Rule 106. The procedure for reference of a dispute to a conciliation officer or a tribunal is as prescribed in the Industrial Relations Code, 2020 and rules made under it.
Rules 105 and 106 do not set the wage ceiling or name the competent authority; those come from notifications, so check the current ones. See Rules 105–106.
Practical points
- Sign before shooting. The prohibition starts with employment, so have the agreement signed and registered before the worker starts.
- Register every agreement, including those made by your contractors, since registration is your duty as producer.
- Use a checklist for the seven contents in 66(4) and the particulars in the prescribed form.
- Write the contractor clause in 66(2)(c) into every contractor agreement, with the reimbursement right.
- Pay by electronic mode and keep proof.
- Send the PF copy where the worker is covered.
- Check the wage ceiling in the current notification before classifying a person as an audio-visual worker.
Example. A production company shoots a web series and engages a dubbing artist through a talent contractor. The contractor signs an agreement with the artist and the producer signs a tripartite agreement that contains the producer's secondary liability. The producer registers the agreement in Form XXIV before the dubbing starts, forwards a copy to the PF authority, and pays wages by bank transfer. If the contractor defaults on payment, the artist can look to the producer, who then recovers from the contractor.
Need help with audio-visual worker agreements?
Production teams often rely on short engagement letters that miss the seven contents and the registration step. Our employment and labour law advisory team can draft or review agreements, set up the registration and record routine and align your contractor contracts with section 66.
Key takeaways
- No audio-visual worker can be employed without a written, registered agreement (66(1)).
- The producer registers the agreement in every case; Form XXIV under the Central Rules.
- The agreement must contain seven matters and the producer's secondary liability for contractor defaults (66(2), (4)).
- Wages are paid electronically; disputes go to the dispute mechanism and then the Industrial Tribunal.
Read next
- Sections 62–65: public distribution, helpline, study and past liabilities of migrant workers
- Sections 67–68: mine manager and Code not applying to certain mines
- Rules 105–106: audio-visual worker agreement and reference of disputes
- The four Labour Codes: a complete guide
Disclaimer: Based on the Occupational Safety, Health and Working Conditions Code, 2020 (as enacted) and, where noted, the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 (G.S.R. 345(E), 8 May 2026), as on 30 September 2026. The Code is in force from 21 November 2025; some provisions may be notified later, and State Governments make their own rules for establishments where the State is the appropriate Government. Verify the current position before acting.