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What is labour laws in India: A Brief Details

Minimum Wages Act, 1948, Factories Act, 1948, Maternity Benefits Act, 1961, Payment of Bonus Act, 1965 are some necessary labour laws in India. These laws have many provisions to protected the pastimes of employees of organised and unorganised sectors in India. Labour comes below the concurrent listing of the Indian Constitution.

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Indian labour laws are made to outline clear reducefamily members between worksand employers. Indian labour laws are made to protect the hobbies of the workers.

In the outbreak of the COVID-19, many states have comfortable the labour laws in the favour of the employers/investors so that overseas funding can be attracted in their states. This rest might also purpose violation of labour laws in India. In this article, we have defined some necessary labour legal guidelines and their provisions.

List of major Labor law Acts in India

1. Worker’s Compensation Act, 1923

2. The Trade Unions Act, 1926

3. Payment of Wages Act, 1936 

4. Industrial Employment (Standing Orders) Act, 1946

5. Indian Industrial Disputes Act, 1947

6. Minimum Wages Act, 1948

7. Factories Act, 1948

8. Maternity Benefits Act, 1961

9. Payment of Bonus Act, 1965′

10. MRTU and PULP Act, 1971

11. The Payments of Gratuity Act, 1972

12. Labour Law Compliance Rules

13. Employees Provident Fund

14. Employees’ State Insurance

15. Collective Bargaining

16. Unorganised Workers’ Social Security Act, 2009

17. Sexual Harassment of Women at Workplace Act, 2013

Also Read: Know Business Laws & Regulations in India

Now let us have a glimpse of the provisions of some important labour laws in India.

1. The Trade Unions Act, 1926:-

Trade unions are a very robust medium to protected the rights of the employees. These unions have the strength to compel greater administration to receive their realistic demands.

Article 19(1)(c) of the Indian Constitution offers everybody the proper “to shape associations or unions”. The Trade Unions Act 1926, amended in 2001 and contains policies on governance and common rights of trade unions.

2. The Payment of Wages Act 1936:-

This act ensures that employees have to get wages/salaries on time and barring any unauthorized deductions. Section 6 of the Wages Act 1936 says that employees have to be paid in cash alternatively than in kind.

3. Industrial Disputes Act 1947:-

This act has the provisions related to the truthful dismissal of permanent employees.
As per this law, a employee who has been employed for extra than a year can solely be dismissed if permission is sought from and granted by way of the excellent authorities office/concerned authority.

Also Read: Freelance vs Self Employed – Is There a Difference?

A employee must be given legitimate motives earlier than dismissal. An worker of permanent job nature can solely be terminated for validated misconduct or for ordinary absence from the office.

4. Minimum Wages Act, 1948

This act ensures minimal wage/salary to employees of unique financial sectors. State and Central governments have the strength to determine wages according to the variety of work and location.

This wage can alsovary between as a good deal as Rs 143 to 1120/ day. This minimal wage can be unique in states to states.

The common per day wage price for unskilled work below the MGNREGA is set to upward thrustby 11% from Rs. 182 to Rs. 202 for 2020-21.

A MGNREGA employee receives Rs 258/day in Dadra and Nagar Haveli while Rs 238 in Maharashtra and Rs 204 in West Bengal.

5. Maternity Benefits Act, 1961:-

This Act entitles maternity leave for pregnant female workers i.e. full price despite absence from work. As per this act, woman employees are entitled to a most of 12 weeks (84 days) of maternity leave. All the organised and un-organised workplaces that have extra than 10  workers shall implement this act.

Maternity Benefits: Baby Steps

Also Read: New Labour law of India: Salary, PF, gratuity, working hours- A Brief Introduction here

So this law protects the job of the woman employees during being pregnant and post-delivery. This act has been amended in 2017.

6. Sexual Harassment of Women Workers at Workplace Act, 2013:-

This act prohibits any kind of sexual Harassment of the female employees at the workplace. This Act came into pressure from 9 December 2013.

A representative image of sexual harassment/Photo: Anil Shakya
A representative image of sexual harassment/Photo: Anil Shakya

What comes below sexual Harassment:-

a) Showing pornography

b) A demand or request for sexual favours

c) Sexually colored remarks

d) Physical contact and advances

e) Any different unwelcome bodily verbal or non-verbal behaviour of sexual nature.

f) lewd comment

Also Read: Protection Of Women From Sexual Harassment At Workplace

This act must be applied through all public or personal and organised or unorganised sectors that have extra than 10 employees. This act covers all women, irrespective of her age or employment status. Most Indian employers did now not implement this law.

So these had been some necessary labour laws in India which are made to shield the employment and make sure top working conditions, constant working hours, truthful payment, bonus and maternity leaves etc. This article is very essential for a number of aggressive assessments like UPSC/PSC/SSC etc.

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