NALSAR-ADVANCED DIPLOMA IN LABOUR LAWS AND EMPLOYEE MANAGEMENT’s Post

Do you know how many acts are currently prevailing in India with respect to labour laws? Almost 44. Yes, that's true, the Government has not passed the consolidated acts on labour law yet, so currently the major challenge is with respect to the compliance for the organisation. Founder's of start ups generally asks what are the acts for which they need to be in compliance with. Here it is an exclusive list of acts that are applicable majorly in an service sectors Employees’ Provident Fund & Miscellaneous Provisions Act, 1952 Employees’ State Insurance Act, 1948 Payment of Bonus Act, 1965 Payment of Gratuity Act, 1972 Minimum Wages Act, 1948 Payment of Wages Act, 1936 Equal Remuneration Act, 1976 Maternity Benefit Act, 1961 Employees’ Compensation Act, 1923 Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 Employment Exchange Compulsory Notification of Vacancies Act, 1959 Apprentices Act, 1961 Industrial Disputes Act, 1947 Contract Labour (Regulation and Abolition) Act, 1970 Industrial Employment (Standing Orders) Act, 1946 Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (commonly known as POSH Act) State law on Shops and Commercial Establishments State law on Labour Welfare Fund State law on National and Festival Holidays State law on Conferment of Permanent Status to Workmen State law on Payment of Minimum House Rent Allowance State law on Payment of Minimum Subsistence Allowance Hope this will help.

Rules And Laws for Trans-provincial Organizations. Federal Labour Laws vs Provincial Labour Laws which Laws are applicable on Trans-provincial organizations ? 1. Following PROVINCIAL Labour Laws are applicable on all employees of Trans-provincial organization working at locations located within that province. 1.1 Payment of Wages Act 1.2 Terms of Employment Act 1.3 Social Security Act 1.4 Minimum Wages Act 1.5 Factories Act 1.6 Shops and establishment Act 1.7 Maternity leaves Act 1.8 Worker Participation In Profit Fund Act (WPPF) Organisations not allowing benefits mentioned in Provincial Labour Laws on the plea that they are Transprovincial are committing illegal Act. 2. Following FEDERAL Labour Laws are applicable on all employees of Trans-provincial organizations regardless of their Geographical Loactions:- 2.1 The INDUSTRIAL RELATIONS Act 2012 of Federal law will be applicable on Trans-provincial organization which deals with Registration or Trade Unions, unfair Labour Practices and Termination or Dismissal or Reinstatement etc. 2.2 EOBI ACT 1976 is still Valid on all Provinces (Although the 18th amendment, the subject matter has devolved to the provinces — and the province of Sindh has enacted its own laws – but practical steps to enforce and implement the same laws in letter and spirit have yet to be taken. And, for the time being, there is no mechanism available with the provinces – at least in the case of province of Sindh — to collect the contributions from the establishments proportionate to the rate of wages and give pension to the pensioners accordingly. Therefore, it is the Institution still which is collecting the contributions by invoking provisions of the Act of 1976 ) #LabourRights #Laws #IR #wakeupHR #HR #LabourLaws #industrialrelations

Rules And Laws for Trans-provincial Organizations. Federal Labour Laws vs Provincial Labour Laws which Laws are applicable on Trans-provincial organizations ? 1. Following PROVINCIAL Labour Laws are applicable on all employees of Trans-provincial organization working at locations located within that province. 1.1 Payment of Wages Act 1.2 Terms of Employment Act 1.3 Social Security Act 1.4 Minimum Wages Act 1.5 Factories Act 1.6 Shops and establishment Act 1.7 Maternity leaves Act Organisations not allowing benefits mentioned in Provincial Labour Laws on the plea that they are Transprovincial are committing illegal Act. 2. Following FEDERAL Labour Laws are applicable on all employees of Trans-provincial organizations regardless of their Geographical Loactions:- 2.1 The INDUSTRIAL RELATIONS Act 2012 of Federal law will be applicable on Trans-provincial organization which deals with Registration or Trade Unions, unfair Labour Practices and Termination or Dismissal or Reinstatement etc. 2.2 EOBI ACT 1976 is still Valid on all Provinces (Although the 18th amendment, the subject matter has devolved to the provinces — and the province of Sindh has enacted its own laws – but practical steps to enforce and implement the same laws in letter and spirit have yet to be taken. And, for the time being, there is no mechanism available with the provinces – at least in the case of province of Sindh — to collect the contributions from the establishments proportionate to the rate of wages and give pension to the pensioners accordingly. Therefore, it is the Institution still which is collecting the contributions by invoking provisions of the Act of 1976 ) #LabourRights #Laws #IR #wakeupHR #HR #LabourLaws #industrialrelations

Rules And Laws for Trans-provincial Organizations. Federal Labour Laws vs Provincial Labour Laws which Laws are applicable on Trans-provincial organizations ? 1. Following PROVINCIAL Labour Laws are applicable on all employees of Trans-provincial organization working at locations located within that province. 1.1 Payment of Wages Act 1.2 Terms of Employment Act 1.3 Social Security Act 1.4 Minimum Wages Act 1.5 Factories Act 1.6 Shops and establishment Act 1.7 Maternity leaves Act 1.8 Worker Participation In Profit Fund Act (WPPF) Organisations not allowing benefits mentioned in Provincial Labour Laws on the plea that they are Transprovincial are committing illegal Act. 2. Following FEDERAL Labour Laws are applicable on all employees of Trans-provincial organizations regardless of their Geographical Loactions:- 2.1 The INDUSTRIAL RELATIONS Act 2012 of Federal law will be applicable on Trans-provincial organization which deals with Registration or Trade Unions, unfair Labour Practices and Termination or Dismissal or Reinstatement etc. 2.2 EOBI ACT 1976 is still Valid on all Provinces (Although the 18th amendment, the subject matter has devolved to the provinces — and the province of Sindh has enacted its own laws – but practical steps to enforce and implement the same laws in letter and spirit have yet to be taken. And, for the time being, there is no mechanism available with the provinces – at least in the case of province of Sindh — to collect the contributions from the establishments proportionate to the rate of wages and give pension to the pensioners accordingly. Therefore, it is the Institution still which is collecting the contributions by invoking provisions of the Act of 1976 ) #LabourRights #Laws #IR #wakeupHR #HR #LabourLaws #industrialrelations

Rules And Laws for Trans-provincial Organizations. Federal Labour Laws vs Provincial Labour Laws which Laws are applicable on Trans-provincial organizations ? 1. Following PROVINCIAL Labour Laws are applicable on all employees of Trans-provincial organization working at locations located within that province. 1.1 Payment of Wages Act 1.2 Terms of Employment Act 1.3 Social Security Act 1.4 Minimum Wages Act 1.5 Factories Act 1.6 Shops and establishment Act 1.7 Maternity leaves Act 1.8 Worker Participation In Profit Fund Act (WPPF) Organisations not allowing benefits mentioned in Provincial Labour Laws on the plea that they are Transprovincial are committing illegal Act. 2. Following FEDERAL Labour Laws are applicable on all employees of Trans-provincial organizations regardless of their Geographical Loactions:- 2.1 The INDUSTRIAL RELATIONS Act 2012 of Federal law will be applicable on Trans-provincial organization which deals with Registration or Trade Unions, unfair Labour Practices and Termination or Dismissal or Reinstatement etc. 2.2 EOBI ACT 1976 is still Valid on all Provinces (Although the 18th amendment, the subject matter has devolved to the provinces — and the province of Sindh has enacted its own laws – but practical steps to enforce and implement the same laws in letter and spirit have yet to be taken. And, for the time being, there is no mechanism available with the provinces – at least in the case of province of Sindh — to collect the contributions from the establishments proportionate to the rate of wages and give pension to the pensioners accordingly. Therefore, it is the Institution still which is collecting the contributions by invoking provisions of the Act of 1976 ) #LabourRights #Laws #IR #wakeupHR #HR #LabourLaws #industrialrelations

🗣️ Govt Collaborates for Labour Code Implementation Sumita Dawra, Secretary of the Ministry of Labour & Employment, shared insights on the Modi government's efforts to harmonize the new labour codes across India. Speaking to CNBC-TV18, she highlighted that the consolidation of 29 labour laws aims to simplify and rationalize regulations for better business ease and worker welfare. 🏢🤝👷 Dawra emphasized the tripartite collaboration between the government, labour unions, and employers. She noted that discussions have intensified to ensure a consultative approach, balancing the interests of all stakeholders. The government's commitment remains firm in implementing these codes successfully. 📜✅ For more details, check out the full article https://lnkd.in/gsZ4Zd_U #LabourReforms #Collaboration #EaseOfDoingBusiness #India #LabourWelfare

The Zambia Congress of Trade Unions (ZCTU) has called for broader consultations on the review of several key pieces of labour legislation, including the Industrial and Labour Relations Act, the Factories Act, the Occupational Safety and Health Act, and the Employment Code Act.

India's new Labour Codes aim to replace 44 existing laws with four comprehensive codes: Social Security, Occupational Safety, Industrial Relations, and Wages. These reforms seek to streamline processes, enhance worker protections, and improve clarity. However, in our latest post, Yash Sharan and Abhishek Nande assert that implementation faces delays due to inadequate resources, state-level preparedness, and protests from trade unions. They argue that effective execution is crucial for equitable economic growth and improved worker welfare.

Rules And Laws for Trans-provincial Organizations. Federal Labour Laws vs Provincial Labour Laws which Laws are applicable on Trans-provincial organizations ? 1. Following PROVINCIAL Labour Laws are applicable on all employees of Trans-provincial organization working at locations located within that province. 1.1 Payment of Wages Act 1.2 Terms of Employment Act 1.3 Social Security Act 1.4 Minimum Wages Act 1.5 Factories Act 1.6 Shops and establishment Act 1.7 Maternity leaves Act Organisations not allowing benefits mentioned in Provincial Labour Laws on the plea that they are Transprovincial are committing illegal Act. 2. Following FEDERAL Labour Laws are applicable on all employees of Trans-provincial organizations regardless of their Geographical Loactions:- 2.1 The INDUSTRIAL RELATIONS Act 2012 of Federal law will be applicable on Trans-provincial organization which deals with Registration or Trade Unions, unfair Labour Practices and Termination or Dismissal or Reinstatement etc. 2.2 EOBI ACT 1976 is still Valid on all Provinces (Although the 18th amendment, the subject matter has devolved to the provinces — and the province of Sindh has enacted its own laws – but practical steps to enforce and implement the same laws in letter and spirit have yet to be taken. And, for the time being, there is no mechanism available with the provinces – at least in the case of province of Sindh — to collect the contributions from the establishments proportionate to the rate of wages and give pension to the pensioners accordingly. Therefore, it is the Institution still which is collecting the contributions by invoking provisions of the Act of 1976 )

Under the Contract Labour (Regulation & Abolition) Act, 1970, individuals classified as “outworkers” do not get recognised as “workmen” legally if contractors have engaged them to work on behalf of any principal employer. Due to this distinction, critical implications have been created for labour rights and the protections that are applicable and outlined in this Act. The Act’s objective is clear: to regulate and, where necessary, abolish contract labour in certain situations, ensuring a balanced and lawful work environment. However, "outworkers" differ from on-site contract labour, as they often complete tasks off-premises, removing them from the direct scope of the Act’s regulatory and welfare provisions. Key Takeaways: • 𝐎𝐮𝐭𝐰𝐨𝐫𝐤𝐞𝐫 𝐃𝐞𝐟𝐢𝐧𝐢𝐭𝐢𝐨𝐧: Engaged offsite by a contractor for tasks relating to a principal employer’s work. • 𝐄𝐱𝐞𝐦𝐩𝐭𝐢𝐨𝐧 𝐟𝐫𝐨𝐦 𝐖𝐨𝐫𝐤𝐦𝐚𝐧 𝐒𝐭𝐚𝐭𝐮𝐬: Outworkers do not qualify as “workmen” under the CLRA Act, exempting them from certain statutory rights and protections. • 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐋𝐚𝐛𝐨𝐫 𝐖𝐞𝐥𝐟𝐚𝐫𝐞: This differentiation highlights the complexities of contract labour law and its application. Understanding these nuances is essential for compliance and fair labour practices, particularly in industries with extensive contract labour. Drop a query at sales@coreintegra.com or 8097588801. Know more about us at coreintegra.com . . . #ContractLabour #LabourLaw #CLRA1970 #ComplianceMatters #WorkplaceRegulations #IndiaLabourLaw #CoreIntegra #EmploymentLaw