【德勤 】2025年印度蓝领劳动力趋势报告从劳动密集到技术赋能迈向智慧劳动力

Bluecollarworkforce

trends2025-

Abridgedreport

Fromlabour-intensivetotech-enabled:UsheringinasmarterworkforceJune2025

Foreword

Getintouch

Theconditionofblue-collarworkersinIndiain2025isastoryofongoingstrugglesandslightimprovements,deeplyaffectedbycriticalrecentevents.Theriseof

automationandAIintegrationhashadasignificantimpactonblue-collarjobs,especiallyinthemanufacturingandlogisticssectors.Manyindustries,fromauto

manufacturingtowarehousing,areadoptingtechnologiesthatreplacecertainmanuallabourtasks.Thisshifthascreatedapprehensionamongworkersandunionsasautomationthreatenstoreducetraditionalroles,whileemployerslooktocutcostsandboostproductivity.

Thelabourcodereformshavebeenanothermajorheadlineaffectingblue-collarworkersin2025.Whilesomereformsaimtoimproveworkers’accesstosocialsecurityandbenefits,thepracticaleffectsareunclear,withdiscrepanciesinenforcementacrossstates.Concernsremainthatthesereformsmayreducejobsecurityforcertainworkersascompaniesgainmoreflexibilityinhiringandlayoffs.2025hasbeenmarkedbysignificantpressuresonblue-collarworkersinIndia,drivenbystructural

changes,technologyshiftsandevolvinglabourpolicies.

AsyoureviewourBlue-CollarWorkforceAbridgedReport,weinviteyoutoreconsiderpoliciesandideasthatmaynothavebeentopofmindbeforethepandemic,andtoconsideryouremployees’needsforremuneration,incentives,flexibility,upskilling,andhealthandsafetymeasures.

Themanufacturingindustryhasreboundedwithvigour,andwehopetomovetowardsabrighterfutureincollaborationwithourvaluedblue-collarworkers.

@inbenefits@

DrNeeleshGupta

Partner,DeloitteIndia

neelgupta@

AnandorupGhose

PartnerandCHROProgrammeLeader,DeloitteIndia

anandorup@

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025–Abridgedreport2

Aboutthereport

Deloitte’sBlueCollarSurveyprovidesadetailedanalysisofworkforcetrendsacrossindustriesandregions,offeringinsightsintoemployee

demographics,compensationandbenefitsbenchmarking,hiring,performancemanagement,diversityandLong-TermSettlement(LTS)strategies.

Numberofcompaniesparticipated200+

Numberofplantscovered300+

PanIndiastudywhichcoveredfiveregions

Numberofindustriescovered12+

Participatingorganisationdemographics

60%

20%

10%

10%

Services

FMCG/FMCD

Pharma/LifeSciences

Manufacturing

•Realestate

•Hospitality

•Hospitals

•Retail

•AutomobileOEMandautomobilecomponentsmanufacturing

•Metalsandmining

•Tyres

•Chemical

•Cement

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport3

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025–Abridgedreport4

Abridgedreport-focusedsummariesvsdetailedreport-comprehensiveanalysis1/2

Abridgedreportcoversvsdetailedreport

Demographictrends

Long-termsettlements

Bluecollarcross-industrytrends

Blue-collarbeltscoveredinthereport

Educational,experienceandagedemographics×Technicalrolesandskillsprevalentinplants,

factoriesandsites

×Premiumanddiscountrolesinbluecollar×Bluecollarworkforcedemographics

Scopeandcoverage

×Compensation,includingdisbursementcycles,determinationofbonus,etc.

×Agreement&terms

×Otherdetails,includingleadtime,sign-offperiod,etc.

Howleadingindustriesareshapingthefutureofblue-collarworkforce

Voiceofindustry–quotesfromindustrySMEs×Theriseofblue-collarand“newcollar”-What

organisationsneedtoknow

×Typicalrolesinproductionandproductionsupportattheentry-levelcadre

×Splitofworkforceasperthegeneralproductionandsupportflow

×Impactofbudgetand8thpaycommissionongigworkers

Performancemanagementandcareermobility

Benefits

Compensationtrends

Promotionandgradeoverlapsinblue-collarroles

×Assessmentparameters&promotionframework

×Programsandqualificationsforthetemporaryblue-collarworkforce

Blue-collaremployeelifecycleandcareerpaths

Thegrowingfocusonblue-collaremployeebenefits

Beyondthebasics-otherkeyemployeebenefits×Insurance

×Housing

×Nightshifts,weeklyoffs,andretirement×Workinghoursandover-time

×Leaves&absenteeism-paid-timeoff

Emergingcareers–trends,salariesandinfluencingfactors

×Regionalvariations–alookatminimumwagesacrossstates

×Understandingallowances–prevalenttypesacrossindustries

×Typicalcompensationstructure–component-wisebreak-upunderstanding

Overallcompensationmediansbasisyearsofexperienceandregion

×CompensationrangesbasisyearsofexperienceandregionforNon-ITI,ITI&diplomaholders

Abridgedreport-focusedsummariesvsdetailedreport-comprehensiveanalysis2/2

Abridgedreportcoversvsdetailedreport

Diversity

Hiringschemesandstrategy

Acrossindustrydiversityinblueblue-collarworkforce

×Theroleandmarketpresenceofwomenshopfloorworkers

×Blue-collarworkforceregion-wisediversity

×Blue-collaremployeehiring/demandtrendsaroundtheworld

Areasofdemandforblue-collarworkers×Gen-Zoutlookoftheblue-collarworkforce

HiringtrendsacrossindustriesFY24-25×Keychallengesandchannels

×NAPs/NATs/Learn&Earn

×Stipendsforthedurationoftraining

Getintouch

Fordetailedversionreachout@inbenefits@

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport6

Executivesummary

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport7

Blue-collarindustrytrends-Snapshot

Keyhighlights

Hiringtrends

Long-termsettlement

Overall

Career

Compensation

Diversity

•About69percentofblue-collarhiresaretemporaryemployees,withconversionto

permanentremaininglow.

•Risingdependenceonthird-partyvendorsascompanieslimit

directhiringtocontrol

costs.

•Temporaryworkforcehasashorttenure,averaging21months,contributingtohighturnover.

•Oftheaverage

INR20,031hike,the

majorityisallocatedtobasic(45percent)andotherallowances(47percent),withlimitedfocusoninflation-

linkedpayincreases.

•Shrinkingunion

membershipisdrivenbyincreaseduseofcontractlabourandinformalroles,

reducingtraditionalnegotiationpowerinsettlements.

•Theblue-collarsectorfacesaskillgap,with5-7percentattrition,3percentworkbenchlevelsandfrequentabsenteeism.

•Overall,unionfocusproductivitynormsincreasedby10-14percent,while

companiesoptimisedcostsbyreducing

manpower.

•AsofYTD2025,hiringintentforblue-collarpositionshasseena10percentrise

comparedwiththepreviousyear,

reflectingincreaseddemandforskilledlabouracross

industries.

Benefits

•Employeestypicallyadvancethrough

entry-levelroles,withtenure-based

promotionscoupledwithtradetests

typicallyafter6-8yearsofservice.

•Blue-collar

promotionsarebasedonwrittentests,

management

recommendations,

unionreferralsandon-

the-jobassessments.Performanceisjudgedbyattendance,job

diaryupkeep,shiftadherenceand

overtime.

•Blue-collarworkershavelessthan25percentchanceofmovingintowhite-collarjobs.

•Blue-collarwages

grow5-6percent

annually,

supplementedby

performance-basedincentives.

•Earningsvaryby

qualification,withITIanddiplomaholdersearningmorethan

non-ITIworkers.The

averagepaygap

betweenNon-ITIandITIisattheexperiencelevel.0.07x,whilenon-ITItodiplomastandsat0.36xacross.

•Lowfemale

participationpersistsintheblue-collar

workforce,withthe

genderpaygap

wideningfurther.

Genderpayparityhasdeclinedto0.70x,

underscoringongoingdisparities.

•Manycompanieshaveintroduceddiversitypoliciesprimarily

focusedon

enhancinggender

diversity,and

additionalmeasuresincludeLGBTQ+

inclusiontobuildamoreequitable

workplace.

•Employeebenefitsareevolving,withastrongfocusontrainingandskilldevelopment,

suchaslanguage

learningsupport,ITtrainingandfinancialwellness.

•Prevalentcomponentofpayforleave

encashmentremainsbasic+daily

allowance.

•Mediancapforleaveencashmentis45

daysacrossindustries.

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport8

Understandingattritiontrends

Correlationbetweenretentionandotherfactors

Employeeturnover

Notethatthesenumbersindicateapositivecorrelation,thehigherthecorrelationthegreaterthechancesofretention

Organisationshavereporteda5-7percentannualattritionoftheirpermanentblue-collarworkforce.

Over40%ofemployedblue-collarworkersareactivelyseekingnewopportunities.

Careerportalsconnectworkerswithpotentialemployers.Whiletheseplatforms

improvelabourmarketefficiencytosomeextent,theyfundamentallyfailtoaddressthecoreissue:thescarcityofskilledworkers.

Cadre

Averageattrition

Blue-collarpermanent

5.5%

Flexi(Apprentice/Trainee)

7.1%

Contractualworkforce

1.8%

Tacklingattrition

Healthcareandinsurance

support

Region

Averageattrition

North

4.%

South

6.1%

West

5.6%

Financialassistancetothosewhoneedcreditaccess

Driversforattrition

Issuessuchaspersonal

compulsion,needtorelocate

Compensationandbenefits

Limitedcareer

developmentoptions

Upskilltoenablefuturereadiness

Protectionofpay

Detailedreportalsocovers:Addressingabsenteeismandworkforcestabilitytrends

Jobcharacteristics-employee

desiregap

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025–Abridgedreport9

Blue-collarworkerpersonamatrix

Qualification

Diploma

ITI

NonITI

GenZ

(0-6yearsYOE)

CoreMillennials

(10-20yearsYOE)

GenX

(20-25yearsYOE)

Zillennials

(6-10yearsYOE)

Roles

Apprentice→Jr.Engineer

Jr.Engineer→Supervisor

Supervisor→Trainer

TechnicalTrainer/Advisor

Compensationandbenefits

Overtime+fast-trackroles;Green-techexposure;Flexishifts

Subsidisedfamilyinsurance;Tenurebonuses;Companycertifications

Children’shighereducationsupport(scholarships);HousingEMIsupport

Pensiontop-upsorgratuityenhancements;Post-retirementbenefits

Wellnessand

Digitallearning;Structuredapprenticeship

Supportforfirst-timehomebuyers;Peer

Recognition,trainingroles;Work-life

Advisorroles;Legacyawards;Reduced

engagement

pipelines

rewardprogrammes

alignment

shifts,Minimalrelocation

Diversitymotivators

Femaleapprenticehostels

Flexishiftsforwomen;InclusiveIJP,

menstrualhealthleave;PwDupskilling

Leadershipforlong-tenurewomen

DeskrolesforPwD;Eldercareforruralcommunities

Roles

Trainee→Operator

Operator→LeadOperator

Lead→TeamLeader

TeamLeader→

Supervisor/Mentor/ProcessAuditor

Compensationandbenefits

Earnwhileyoulearnschemes(duallearning);Tie-upswithOEMsfortech-basedtrades;Dailywageapps

Fast-trackedpromotioncriteria;Internalreferralbonuses

Tuitionreimbursementforkids;Loansupport

Retirementhealthschemes;Medicalleavebank+terminalillnesssupport

Wellnessand

engagement

Peermentorship;AccesstoModerntools;Safety-firstworkzones

Childeducationallowance;Worksitewellnessprogrammes

Groupsavingsandretirementplanningtools

;Worksitehealthcheckups+wellnesssessions

Light-dutyshifts;Roleadjustmentsupport;Finalcareerphaseplanningassistance

Diversitymotivators

Gig-stylesubcontractingoptionsorsidegigs

;Women-onlyITItie-ins

Sensory-friendlysafetyzones(forPwDs);Supervisormentoringforwomen

Emergencyloansforsingleparents;

Communitysupportinruralhiringzones

Home-plantpostingsforPwDs;Eldercare-linkedhousing

Roles

Helper→MachineAssistant

Assistant→JuniorOperator

Operator→Lead

Lead→TeamLeader

Compensationandbenefits

Stablewages+attendanceandsafetybonuses

;Freetransportandbasicmeals(costsensitiveperks)

Regularincrements;PF+marriage/maternitygrants

Long-termPFgrowth;Role-basedbonus

Terminalbonus;Retentionbonuslinkedtotenure;Gratuity;

Wellnessand

engagement

Supervisor-ledmentoring;Planttownhalls,

Recognitionschemes;Grievanceredressal

Affordablecrecheandhealthcover;

Minimalshiftchanges;Recognitionbyplant

Housingnearworksites

support,Affordablecanteen,transportfacilities

Communityhealthdrives,Festival,marriage,maternity/paternitygrants

leaders;Lighttasks

Diversitymotivators

Women:safety-equippedtransport;Rural:localhiringlinks

PwD:fixed-stationjobroles;Women:Separatechangingrooms

Women:careercoaching;PwD:ergonomicworkstationaccess

Desk-basedlow-mobilityroles;Women:phasedretirementoptions

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport10

Blue-collarcross-industrytrends

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025–Abridgedreport11

Blue-collarcross-industrytrends:Howleadingindustriesareshapingthefutureof

blue-collarworkforce

Automobileandrelatedindustry

TheIndianautomotivesectorisexperiencingashifttowardsautomationandroboticsto

enhanceproductivity.

Demanddrivers

ThepushtowardsEVshasboosteddemandforskilled

blue-collarworkersinmanufacturingandassemblylines.

Companiesarealsoemphasizingreskillingtomanagethe

transitionfrominternalcombustionenginestoEVs.

Hiringtrends

Increasedfocusonoperational

automationiscreatingamixof

traditionalandtechnologically

skilledroles.

Impactonworkers

Automation

Integrationof

advancedtechnologies

Jobdisplacement

Opportunitiesinoperating

andmaintainingautomated

systems

Chemicals

Thechemicalindustryisexpanding,

drivenbyincreaseddemandinvarioussectors.Thisgrowthnecessitatesa

skilledworkforcetomanagecomplexchemicalprocesses.

Growthareas

Expansioninspecialitychemicalsandgreenchemistry

hascreatedademandforskilledtechniciansand

operationalworkers.

Workforcedynamics

Manyfirmsareofferingtraining

programmestoupskillworkersto

meetstringentenvironmentaland

safetycomplianceneeds.

Impactonworkers

Highdemandforskilledworkers

Safetyprotocols

Skilledinmachinery

Demandforskilledworkersinsafetyfunction

FMCG/FMCD

TheFMCGsectorisfacingchallengesduetoeconomicfactorsaffecting

consumerspending.Companiesarefocusingonefficiencyandcost-

cuttingmeasures.

Growthareas

Growthine-commercehasdrivendemandforrolesin

warehousing,packagingandlogistics.

Hiringtrends

ThesectorshowsrobusthiringinTier

2andTier3citiesduetomarket

expansionsandashiftinthesupply

chain.

Impactonworkers

Thereisa

potential

slowdownin

hiringwithintheFMCGsector.

Declineinjobopportunities

Metalsandmining

Themetalsandminingindustryis

adoptingadvancedtechnologiestoimproveefficiencyandsafety.Despitetheseadvancements,thesector

continuestorelyheavilyonlabour.

Challenges

Workforceshortagesinruralareashavebeena

concernduetomigrationtrends.However,urbanmining

hubscontinuetoemploylargenumbersofblue-collar

workers.

Workforcedynamics

Automationinminingisincreasing,

leadingtoademandfortechnically

trainedoperatorsandequipment

specialists.

Impactonworkers

Technology

Advancements

SafetyProtocols

Upskilling/Training

ImprovedWorking

Conditions

Pharmaceuticals

Thepharmaceuticalsectorhasseensignificantgrowth,especiallyinthe

wakeofglobalhealthchallenges.Thisexpansionhasledtoincreased

productiondemands.

Demanddrivers

ShifttowardsbiotechnologyandpharmaceuticalR&D

hasdriventheneedfortechnicallyproficient

workers,withfirmsinvestingincontinuouseducation

andskilldevelopment.

Sectorresilience

Thepandemichighlightedthesector’s

criticalrole,withsteadyhiringfor

production,qualitycontroland

logisticsroles.

Impactonworkers

IndustryGrowth

Increasein

InspectionsfromFDA

IncreaseinJobs

DemandforQuality

AssuranceRoles

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025–Abridgedreport12

Blue-collarcross-industrytrends:QuotesfromindustrySMEs

“Talegaonbeingattheoutskirtsofthecity,itisrecommendedtooffercompetitivepayascomparedtothemarket.Whileunionisationisrampant,theycanhireoff-rollthrough

third-partysourcingagenciesandhireexperiencedassociates(aged35andabove)astheyhavelessinclinationtowardsforminganemployeeunion.”

-ProfessoratTISS&IIM-MumbaiandformerILOemployerspecialist

“Forcompaniessettingupaplant,itisrecommendedtohireatemporaryworkforce

throughdifferentapprenticeshipprogrammesandslowlyabsorbthem.Wehavestoppedtheconversionofanytemporaryworkforcetopermanentaswehavebecome

overstaffedovertheyears.”

-PlantHRheadofaleadingautomotivemanufacturerinPune

Haveastrongin-housetrainingprogram;hirefromgrassroot-levelssuchasNGOs,

charitabletrusts;provideagoodworkingenvironment;anddon’tthinkofunionsasyouradversaries.Anurturedpsychologicalcontractbetweenemployerandemployee

ensuresthereisnoneedforaunion

-LabourlawexpertbasedoutofMaharashtra

UnionisationishighinPune.So,whileyoucandelayitthroughgoodworkpracticesandhiringmoreapprentices,whenthetimecomes,itisrecommendedtoalwayshave

internalunioninsteadofapoliticallyaffiliatedone.

-IR/ERheadofaleadingAutomotiveManufacturerinPune

Formanyblue-collarworkersinIndia,employmentisn’tjustaboutearningaliving—it’saboutdignity,stability,andhopeforthefuture.Unfortunately,theperceptionofblue-collarjobsas“lesserroles”perpetuatesacycleofneglect.Thismindsetmustchange.

-OperationsSupervisoratamanufacturingfirminMaharashtra

“Quickcommerceisfastemergingasthecreatorforblue-collarjobs,withthesectoralonesettocreatehalfamillionnewjobsandleadthewaybeyond2025Quick

commerceisaboutmorethanconvenience;it’saboutcreatingcareers,opportunities,andasustainableworkforce.”

-Salesheadatanonlinejobplatform

Often,organisationsfocusonlyonthevalueofdevelopingnewleadersandneglectthedevelopmentofseasonedleaders.Afewwilltaketheirthinkingtothenextleveland

continuetoinvestinseasonedleaders.Organisationsthatinvestinbothnewleadershipandseasonedleaderswillclearlycreatethemostcompetitiveworkforce.

-VPtalentatafast-foodchain

There'sarisingtrendofsmallbusinessesengaginginsustainablepractices,beitthrougheco-friendlyoperationsorcommunityoutreachprograms.Thisnotonlyaidsinbrand

buildingbutalsoensuresasymbioticrelationshipwiththelocality.Blue-collarSMEs

lookingtoenhancetheircommunityengagementcanstartbyidentifyinglocalneedsand

issues-VP-HRatamanufacturingfirminTamilNadu

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport13

Demographictrends

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport14

Demographictrends:Blue-collarbeltscoveredinthereport

•NCRandUPWest-Delhi,Gurgaon,Manesar,Noida,Ghaziabad,Agra,Aligarh,Gajraula,Saharanpur

•Uttarakhand-Haridwar,Pantnagar,Dehradun,Sitarganj

•HimachalPradesh-Baddi

•RestofNorthIndia-Bawal(Haryana),Ludhiana(Punjab)

North

•Manesar-Automotive

•Baddi-

Pharmaceuticals

•Sanand,Pune,Aurangabad-

Automotive

Vapi,Bharuch-Chemicalsandpharma

West

•Pithampur-

Engineeringandautocomponent

•Bhilai-Steelandheavy

industries

•Gujarat-Silvassa,Surat,Vadodara,SanandandAhmedabad,Vapi,Bharuch

•Maharashtra-Mumbai,Pune,Nashik,PimpriChinchwad,Satara,KolhapurandAurangabad

•RestofWestIndia

Central

Jamshedpur,

Durgapur,Rourkela

-Heavyengineeringandsteel

•MadhyaPradesh-Rewa,Indore,Ujjain,Bhopal,Sagar,Jabalpur,Pithampur

•Chhattisgarh-Bhilai,Urla,Korba,Raigarh,Durg,Siltara,Bilaspur

•Nagpur

East

•Sriperumbudur,

Hosur-Electronics,automotive

•SriCity-Multi-

sectorindustrialhub

•Jharkhand-Jamshedpur,Ranchi

•Durgapur,WestBengal,NortheastIndia-Sikkim,AssamandOrissa

•RestofEastIndia,Rourkela

South

PrevalentConcentratedIndustryClusters

•Bengaluru,Hosur,Sriperumbudur,Hyderabad

•TamilNadu-Chennai/SriCity

•RestofSouthIndia

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-Abridgedreport15

Demographictrends:Educational,experienceandagedemographics

Averageexperienceoftheworkforce

24%

20%

16%

11%

7%

7%

Whilethepopulationwith5-10yearsof

experienceisthelargest,thegaptothe

10-15yearsofexperiencegroupis

narrowingonaYOYbasisascompanies

freezepermanentheadcounts.

15%

0-5years5-10years10-15years15-20years20-25years25-30years30+years

100%

80%

60%

40%

20%

0%

Averageeducationalqualificationsperexperiencegroup

Others

4%

ITIDiploma

13%

1%

2%

5%

0

11%

40%

4%

Non-ITI2%

1%

1%

1%

2%

18%

47%

40%

95%

91%

96%

77%

37%

44%

49%

14%

0-5years5-10years10-15years15-20years20-25years25-30years30+years

YoYgrowth:1.60%

38.1years

Averageageofunionizedworkers

Agedemographics:Themajorityoftheblue-collarworkforcefallswithinthe26-40yearsagegroup,representingthemostactiveand

experiencedsegmentofthislabourpool.Thisagerangeisconsideredtheprimeworkingyears,whereemployeestypicallyhaveabalanceofphysicalcapability,skillproficiencyandworkexperience.Theunionisedworkforceisgenerallyageing,withmanycompanieshaving

workersaround40+yearsoldandwith15-20yearsofexperience

Shiftsinworkforcecomposition:Overtheyears,therehasbeenanotableincreaseinITI-trainedemployees,asindustriesstarted

YoYgrowth:2.84%

prioritisingskilledlabourforimprovedefficiencyandtechnicalexpertise.Recently,thetrendhasreversed,withnon-ITIemployeesonceagainconstitutingthemajorityofnewhires.Thisshiftmaybeinfluencedbyfactorssuchastheavailabilityofskilledlabour,hiring

14.5years

Averageyearsofexp.ofunionisedworkers

preferencesandchangingindustryrequirements.

Workforceexperience:Theexperiencelevelwithintheblue-collarsegmentishighestinthe5-10yearrange,indicatingthatasignificantproportionofworkershavegainedsubstantialindustryexposureandhands-onexpertisewithinthisperiod.Thisexperiencelevelisoftenassociatedwithincreasedproductivity,proficiencyinhandlingtasksandbetteradaptabilitytoworkplacedemands.Companiesare

shiftingtowardsayounger,lessexperiencedworkforce,possiblyforcost-effectivenessorworkforcerenewal.

©2025DeloitteToucheTohmatsuIndiaLLP.Bluecollarworkforcetrends2025-A