Across every corner of India’s industrial and corporate landscape — from the smallest shops to the largest enterprises — the Labour Laws, stand as guardians of fairness, accountability, and welfare. The rules and regulations under these laws are not mere formalities; they are the legal backbone ensuring that every workplace functions smoothly, lawfully, and ethically.
Whether you’re an employer or employee, understanding and adhering to the statutory compliance framework under Labour Laws — is not optional, rather it is essential so that you can…
Safeguard employee interests by aligning internal policies with labour laws.
Minimize legal risks by conducting periodic audits and training sessions.
Maintain clear documentation for inspections and legal verifications.
Promote workplace equality and safety, especially in matters of gender sensitivity and occupational health.
Avoid non-compliance penalties by updating policies and processes as per amendments in labour laws.
Following is the gist of rules that every employer must know and follow:
Shops and Establishments Act
Follow state-wise guidelines for employee wages, working hours, holidays, and service terms.
Employees’ Provident Fund Act, 1952
Contribute employer and employee shares as mandated to the EPF account.
Employees’ State Insurance Act, 1948
Register eligible employees and ensure timely contributions for medical benefits.
Professional Tax Act, 1975
Deduct and pay professional tax as per applicable state laws for salaried employees and professionals.
Labour Welfare Fund Act, 1965
Contribute to the Labour Welfare Fund as applicable to improve employee well-being.
Contract Labour (Regulation and Abolition) Act, 1970
Prohibit and regulate the employment of contract labour under specified conditions.
Child Labour (Prohibition and Regulation) Act, 1986
Do not engage any child labour; strictly follow the rules regarding adolescent workers.
Minimum Wages Act, 1948
Pay employees at or above the minimum wages fixed by law for relevant categories.
Payment of Wages Act, 1936
Ensure timely and full payment of wages. Make only authorized deductions.
Payment of Bonus Act, 1965
Calculate and disburse bonuses to eligible employees in accordance with law.
Maternity Benefit Act, 1961
Provide maternity leave and related benefits to women employees as per the act.
Payment of Gratuity Act, 1972
Pay gratuity to employees completing five years of continuous service.
Equal Remuneration Act, 1976
Ensure equal pay for equal work regardless of gender.
Employment Exchange (Notification of Vacancies) Act, 1959
Notify relevant employment exchanges of certain vacancies as mandated.
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Set up Internal Complaints Committees (ICCs) and follow procedures for redressal.
Employees’ Compensation Act, 1923
Provide compensation in case of injury, disability, or death arising out of employment.
Industrial Employment (Standing Orders) Act, 1946
Clearly define and certify service rules through standing orders.
Industrial Disputes Act, 1947
Follow due procedures for layoffs, retrenchments, or dispute resolution.
Apprentice Act, 1961
Comply with provisions regarding engagement, training, and welfare of apprentices.
Interstate Migrant Workmen Act, 1979
Register establishments and ensure working conditions for interstate migrant workers.
Factories Act, 1948
Maintain safety, health, and welfare standards for workers in factory setups.
Trade Unions Act, 1926
Recognize the right of employees to form unions and operate within legal provisions.
