Hindi
Film industry to grow at CAGR of 11.5% to touch Rs 184 bn in 2013: Pwc
MUMBAI:The Indian Film industry will grow by 11.5 per cent over the next five years to reach Rs 184.3 billion in 2013, reveals a recent report by PricewaterhouseCoopers.
After growing by 15.6 per cent in the period between 2004 to 2008, the Indian film industry will continue to see double digit growth. In 2008, the industry reported a growth of 11.5 per cent to Rs 107 billion, up from Rs 96 billion in 2007.
Domestic box-office collections with a 76 per cent share at Rs 81.2 billion continued to be the largest contributor to the revenues of the industry. Overseas collections is steadily becoming an important component with a revenue of Rs 10 billion in 2008.
The home video market also witnessed dynamic changes in the last four years, having achieved a growth rate of 14.3 per cent over the period from 2004 to 2008. The segment was estimated at Rs 5.8 billion in 2008 from Rs 7.4 billion in 2007, reflecting a 21 per cent decline from the prior year.
Ancillary revenues too became increasingly important with a contribution of 9 per cent to the film industry pie in 2008. Within ancillary revenues, satellite rights contribute 75-80 per cent of the total revenue pie. Overall, ancillary revenues stood at Rs 10 billion in 2008, up from Rs 8.5 billion in 2007.
Outlook for 2009-2013:
The relative shares of the film industry are expected to shift marginally from the traditional revenues to the new emerging revenues.
| Projected growth of Indian Filmed Entertainment Industry 2009-13 |
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| Source: Industry estimates and PwC analysis |
The domestic box-office segment is expected to grow at 10.2 per cent cumulatively over the next five years to reach an estimate of Rs 132 billion in 2013 from the present size of Rs 81 billion.
The overseas collections are estimated to grow cumulatively at 12.5 per cent over the next 5 years to reach Rs 18 billion in 2013, from current size of Rs 10 billion in 2008.
The home video market is expected to significantly shift in the next five years given the developments in last two years.Though an overall growth of 25 per cent is projected over the next five years, the home video segment is expected to be dominated by the physical sell-through segment in the next five years compared to the rental market now. The home video market is, thus, projected to reach
Rs 17.9 billion in 2013, from the current size of Rs 5.9 billion in 2008, translating into a cumulative growth of 25 per cent over the five-year forecast period.
If good content is made at a competitive price and if right marketing strategies are adopted, the film industry would be able to weather the current downturn phase, the report states.
Hindi
New labour codes reshape rules for India’s media & entertainment sector
EY masterclass highlights unified framework, wage redefinition and expanded coverage.
MUMBAI: The new labour codes just rewrote the rulebook for India’s media and entertainment industry because when four old laws become four big codes, even the fine print needs a director’s cut. At the FICCI-EY Media & Entertainment Industry Report launch, EY partners Nirali Goradia and Lakshmi Ranganathan delivered a detailed masterclass on how the labour codes implemented in November 2025 are fundamentally changing the sector. The four consolidated codes Code on Wages, Code on Social Security, Industrial Relations Code, and Occupational Safety, Health and Working Conditions Code have replaced a fragmented set of central and state regulations that existed for decades.
The speakers explained that the new framework brings consistency across all types of establishments and workers. Previously, cine-workers, journalists and other media professionals were governed by separate, narrow laws. Now, definitions have been broadened: “audio-visual worker” now covers everyone involved in film, television, OTT, broadcasting and digital content creation, while “working journalist” extends to digital news platforms.
Key changes include:
- A uniform definition of wages, with at least 50% of total remuneration needing to qualify as wages for calculations like provident fund and gratuity.
- Expanded social security coverage for gig workers, platform workers and project-based freelancers.
- Unified working conditions, safety norms and leave entitlements.
- Simplified compliance through digital filings and a more principle-based approach.
Nirali Goradia emphasised that the codes aim to bring gig workers, freelancers and project-based talent under the social security net, though the exact contribution mechanism for platform workers is still being finalised. She noted that the intent is clear: no worker should be left out of basic protections such as provident fund, ESI, gratuity and safety standards simply because of the nature of their engagement.
Lakshmi Ranganathan highlighted that establishments in the sector must now carefully map their workforce—permanent employees, fixed-term contracts, freelancers and gig workers because different categories attract different obligations. She pointed out that gratuity vesting for journalists remains at three years, but the broader wage definition will impact calculations across the board. Organisations that previously computed contributions on basic salary (often 35-40%) will now need to move to at least 50% of total wages, potentially increasing costs by around 10% on a recurring basis. This change applies retrospectively for gratuity valuation as well, creating immediate balance-sheet implications for many companies.
The panel also discussed how the Occupational Safety, Health and Working Conditions Code has expanded the definition of “manufacturing process” to include digital printing and related activities. This brings more workers under safety and working-condition norms that were previously limited. Additionally, the codes introduce a clearer framework for fixed-term employment contracts, offering organisations flexibility while ensuring such workers receive benefits similar to permanent employees, including gratuity after one year.
One area still evolving is the treatment of platform and gig workers. The Social Security Code recognises this new category, but the exact funding mechanism and contribution structure are awaited. Industry experts expect a dedicated fund where platforms and employers will contribute, from which benefits can be extended to gig workers. Until the schemes are notified, organisations are advised to review their existing contractor and freelancer agreements to assess potential future obligations.
Both partners stressed the need for proactive steps. Companies should:
- Reclassify their workforce based on the new definitions of “employee” and “worker”.
- Review compensation structures to align with the 50 per cent wage threshold.
- Update contracts, especially for project-based and gig engagements.
- Reassess gratuity liabilities and payroll processes.
- Ensure compliance with expanded safety and working-condition requirements.
The speakers noted that while the codes bring much-needed unification and broader coverage, they also demand careful interpretation. The shift from highly prescriptive rules to a more principle-based regime means organisations must build internal frameworks to apply the codes consistently. This is particularly relevant for the media and entertainment sector, where project-based work, freelancers, short-term contracts and gig-style engagements are common.
In an industry that thrives on creativity and agility, the new labour codes are forcing a rewrite of the fine print. What was once a patchwork of rules is now a unified playbook and for media houses, the real plot twist will be how quickly they adapt to keep talent happy, costs manageable and stories flowing. The next few months, as states finalise their rules and schemes are notified, will be critical in determining exactly how this new framework reshapes hiring, compensation and workforce management across the sector.
