Labor Laws You Need to Know | 10 Important Labour Laws in India
India, at present, stands at a place where it is not so difficult to be a superpower country if certain aspects are taken into account. Labor laws in India is the biggest obstacle among the ambitious projects made for the country.
This topic of labor laws and its reforms in India has always been a major debate or major concern. Thus, it is necessary for the people working in the private and public sector (organized or unorganized) to know about the existing laws and rights as well as the reforms. Here are some important Acts for Labor Law in India that everyone should know:
Table of Contents
Workmen’s Compensation Act, 1923
It is one of its kind which is helpful for the person injured in the accident. The Workmen’s Compensation Act 1923, intends to provide financial security in the form of compensation to the workers as well as their dependents in case of accidental injury.
Payment of Wages Act, 1936
Its objective is to prevent avoidable delay in reimbursement of wages without any deduction from wages. Under this, the employers are not entitled to withdraw any money and they have to pay the reimbursement on time every month.
To your surprise, even if you have been terminated from the services, you are eligible to take your salary for that particular month.
Industrial Disputes Act, 1947
This labor laws in India is found meaningful by many people. For example: If you have any dispute with your boss then you can resolve it through legal means. The employer cannot kick you out just like that. You must give them at least 6 weeks’ notice before you can be fired.
Employees’ Provident Fund Act, 1947
The Employees’ Provident Fund (PF) 1952 is giving approval to make a kind of social sanctuary accessible to commercial employees. This special Act is applicable to every employee who works in a factory or any other establishment surrounded by the system and except the exempted employee who is permitted to work for it and who would have already been a member of the Fund. is. Date of joining the factory. Under this you get welfare like medical care, retirement pension, housing, education of benefits and finance insurance policy, etc.
Employees State Insurance Act (ESIC), 1948
The Act protects benefits for workers who are sick and have been injured in some way while working. ESIC is a self-financed security cover and a health insurance plan for all workers. The scheme provides medicinal benefits for the employees and their families. It also provides dependent benefits for the dependent relative in case of death due to any type of employment injury. In such a case, the employer should deduct the money in the employee’s account every month.
In addition, they should also award leave to protected or covered employees on the grounds of their sickness certificate. And, the employer also has to cover the expenses in case of funeral or any other kind of tragedy that happened to their employees.
The Factories Act, 1948
This related labor laws was made to protect the rights and interests of the workers so that it can be protected from any kind of exploitation by the factory owners. In this law, it is stipulated that employers and Indian labor laws of factory owners have to assure some kind of working conditions for the employees.
It is clearly stated that the maximum working time should not exceed 48 hours in a week. And weekly off is mandatory.
Maternity Benefit Act, 1961
This action is very beneficial for the pregnant mother or woman. Since its inception women stopped worrying about giving birth to their child as they started getting maternity leave very easily and this act protects them and their child. The Act aims to protect the dignity of the parents by providing payment for the full care of the woman and her child at the time of motherhood or when she is not working.
Note: Every pregnant working woman is eligible for maternity leave, health care and many other benefits if she has worked with the concerned organization for at least 80 days. In addition, pregnant women have the right to do light work for 10 weeks after re-joining the office. And, if the employer is not providing such benefits, the employer can be jailed.
Apprentices Act, 1961
The Apprentice Act is taken care of so that it can develop old skills by providing theoretical and practical training in the market.
Under this act, one is allowed to take 12 days casual leave, 15 days medical leave and some other 10 days leave in a year. And one has to work only 42 or 48 hours a week.
Payment of Bonus Act, 1965
The Payment of Bonus Act 1965 aims to provide bonus to its employees as part of profit or productivity. This act is more helpful for those employees who draw salary or wages up to Rs. 15,000 per month and who are involved in any kind of work. No matter whether they are skilled, unskilled, highly skilled, they are entitled to get bonus if they have worked for at least 30 working days in that particular year. And, don’t forget to note that within that time period of one year, you can claim your right to the bonus payable.
Payment of Gratuity Act, 1972
Gratuity is a portion of the pay/salary received by the employees. The company has to provide this to him as a token of gratitude for the services rendered by him during his tenure.
It is one of the retirement benefits that the organization provides to its employees at the time of exiting the company to those who have rendered a continuous service of 5 years. But for this, he has to complete one year of service to get the benefit of gratuity on his death.