Basic Things to Know about Indian Labor Law
Every country across the globe has labor rights which forms part of the socio-economic development. For the protection of these rights, every country passed certain laws, called labor laws, for their labors and organizations that would address the restrictions and legal benefits.
Simply defined, the legal structure or administrative ruling that deals with the restrictions and rights that the government would impose on the labors and their organizations are called labor laws. What covers the law generally are the demands of the employees to have better working conditions, to work independently without joining the union, other safety rights and the right to form trade union. In the same manner, the law also covers the demands of the employers to have control over the use of power by their workers unions, the costs of labor, the costly health and safety requirements of the workers, and so on.
In India, the labor laws both regulate employment terms and the provision of labor rights to their employees. The labor laws in India are specifically targeting the employer-employee relationship where the legal rights to the workers are guaranteed together with the promotion of their interests. Thus, the main objective of labor laws revolves around the needs and demands of employees, and actually in working towards bringing the specific improvement in areas like working conditions, wages, working hours, protection rights, and so forth to the employees.
Although the labor law in India also has the same coverage like other nations in terms of fundamental labor rights to provide harmonious relationship between employees, employers and trade unions, there are some amendments made in the laws because of the countrys culture, society and constitution.
Be informed that all the commercial establishments in India are required to implement the Central and State Government Labor law enactments in organizations to be legally authorized. The Central Government in India has these enactments to be followed, and among these are the Employees Provident Fund Act of 1952, Employees State Insurance Act of 1948, Minimum Wages Act of 1948, Contract Labor Act of 1970, Payment Bonus Act of 1965, Maternity Benefit Act of 1961, Payment of Wages Act of 1936, and Equal Remuneration Act of 1976.
The companies in India are to adhere to these mentioned enactments and other allied laws, and if a company will not follow to the rules listed will be subjected to punishment by the government of India.
Indian companies are advised to hire labor law consultant or outsource legal work related to the rights of workers. Part of the work of these consultancies are comprehensive services. All of these are directed to the goal of maintaining healthy relationship between the working people and the organizations where they belong.