Nexus India HR Services LLP

Labour Law/Industrial Law Compliance

Labour laws are a set of compliances that set the tone for the treatment of the labour force in the workplace. Labour is the greatest asset for an organisation and to ensure that their rights are protected and to safeguard them against any exploitation, labour laws are enforced. It regulates the companies, workers, and trade unions. Non-compliance with the laws can lead to punitive action towards the organisation.Labour Laws are imposed by the State as well as the Central Government.

The labour law compliances are not just restricted to filing returns, but these records serve as evidence for the compliance of the laws and must be produced to the authorities in case of any discrepancies. Labour Laws are imposed by the State as well as the Central Government. The labour law compliances are not just restricted to filing returns, but these records serve as evidence for the compliance of the laws and must be produced to the authorities in case of any discrepancies.

The major acts included in the industrial law compliance rules are:

Trade Unions Act, 1926
Industrial Employment (Standing Orders) Act, 1946
Industrial Disputes Act, 1947
Payment of Wages Act, 1936
Payment of Bonus Act, 1965
Contract Labour Act, 1970
Minimum Wages Act, 1948
Factories Act, 1948
Plantations Labor Act, 1951
Mines Act, 1952
Sales Promotion Employees (Conditions of Service) Act, 1976
Working Journalists and Other Newspaper Employees (Conditions of Services) and Miscellaneous Provisions Act, 1955
Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979
Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996
Dangerous Machines (Regulation) Act, 1983
Motor Transport Workers Act, 1961
Beedi and Cigar Workers (Conditions of Employment) Act, 1966

Mines and Minerals (Development and Regulation) Act, 1957
Private Security Agencies (Regulation) Act, 2005
Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993
Maternity Benefit Act, 1961
Equal Remuneration Act, 1976
Bonded Labor System (Abolition) Act, 1976
Child and Adolescent Labour (Prohibition and Regulation) Act, 1986
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 20131
Apprentices Act, 1961
Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
Employees State Insurance Act, 1948
Employees Provident Fund and Miscellaneous Provision Act, 1952
Payment of Gratuity Act, 1972
Employer’s Liability Act, 1938
Mica Mines Labor Welfare Fund Act, 1946
Iron Ore Mines, Manganese Ore Mines, and Chrome Ore Mines Labor Welfare (Cess) Act, 1976
Unorganized Workers Social Security Act, 2008

As it is evident every law serves a certain purpose and hence all labour laws are employment-based and some are establishments based. In the event of non-compliance, an organisation will be subject to fines, penalties, lawsuit, loss of credibility, loss of contract, and maybe even closure of the business. The Code on Occupational Safety, Health and Working Conditions (OSHW), 2020, has been introduced by the Labour and Employment Ministry and has proposed one license, one registration, and one return for establishments for Indian companies. The Proposed bill suggests consolidating 13 Labour laws easing out the registration and compliance process for organisations. The Rajya Sabha in September, 2020 passed the bill and 29 labour laws are consolidated in four labour codes of Industrial Relations Code 2020, Code on Occupational Safety, Health & Working Conditions Code 2020, Social Security Code 2020 and Wage Code 2020. Here, one can seek advice or outsourcing of compliance of labour law by engaged Nexus HR Solutions to fulfil the legal requirements for overall business benefit. By understanding these concerns, we have shared a detailed guide about Labour Law compliance for business owners or HR through which they can make informed decisions and adhere to them precisely to avoid any legal complications or outsourcing of compliance of labour law’s/industrial law’s including PF/ESIC monthly ECR filing .