Employment law compliance in India

Labour law compliance can be difficult. It is mandated for all companies, regardless of size and industry to comply with certain rules and governances. These are intended at unifying and standardizing labor law practices, at providing better opportunities and facilities for the employed, and at allowing for more employment opportunities and encouraging the youth to be employed and skilled.

Statutory compliance of labor laws presents a daunting prospect to companies. For one, it is not easy complying with a host of different rules and schemes. It becomes more difficult when companies have multiple entities that are present across different states. The complexities of labour laws in various states make it more difficult for companies to be aware and follow different rules and mandates.

Non-compliance of labor laws can today prove very costly for companies. Ranging from loss of credibility to heavy penalties and sometimes even closure, no company wants to risk being non-compliant today. This is why labour law compliance in India has become a serious focus for all companies. While some prefer managing the function in-house, most mid and large companies prefer opting for a labour law consultant to manage their compliance concerns.

Labour law compliance has been changing more now than before. The simplified processes of recording and submission, unification of laws to avoid duplication and initiatives to encourage employment and provide better facilities are just some of the latest endeavours being made to improve the climate of HR compliance in the country. The onus also lies on companies to make the most of the initiatives and drive them to benefit.

Changing government policies influence companies significantly, and the need for a capable labour law consultant, who can interpret, deconstruct and apply these changes to company structure is imperative. Application of Acts like POSH, revision of basic and minimum wages, adherence to mandated holidays and the ongoing revision to norms for Shops and Establishments has necessitated a need for expertise in labour laws in india. When these are understood and implemented correctly, there is a lot that both employers and establishments stand to gain from the latest institutions by the government.

Comments

RULE, ACT AND RIGHTS OF LABOUR LAW IN INDIA

Labour and Employment Laws of India The labour enactments in India is split into 5 broad categories, viz. Working Conditions, Industrial Relations, Wage, Welfare and Social Securities. The enactments are all based upon the Constitution of India and therefore the resolutions taken in ILO conventions from time to time. Indian labour law refers to laws regulating employment. There over fifty national laws and lots of more state-level laws. Traditionally Indian Governments at the federal and state level have sought to make sure a high degree of protection for workers through enforcement of labour laws. While conforming to the essentials of the laws of contracts, a contract of employment must adhere also to the provisions of applicable labour laws and therefore the rules contained under the Standing Orders of the establishment. Labor Act in India Only about 8% of workers actually get the advantages available under various labor act India . The remainder 92% adds the uno

Indian Labour Laws And Its Impact On IT-ITES Industry

The regime of labour law in India is centered around employment and other related issues to labour and labour standards in India. The application of the law relates to any kind of dispute that arises out of employment between either the employer of the employee or employee and employee. The subject matter of the dispute is irrelevant unless it relates to matters of employment i.e., benefits scheme, working hours, wage revisions, termination, other standards, etc. However, within this general legal framework of the labour laws, the Information Technology and relates ventures have been exempted by virtue of the Indian IT industries were exempted from the Industrial Employment Standing Orders Act, 1946. However, it was only recently that the government decided to extend the purview of the labour laws in India for private companies to the extent so as to cover within its ambit, enterprises and ventures based on the Information Technology Act. Its regulation by the labour law regime

AN OVERVIEW ABOUT LABOUR RELATIONS AND HUMAN RESOURCES MANAGEMENT

Work or Industrial Relations The term work relations, furthermore called industrial relations, alludes to the framework inside which bosses, staff and their delegates and, straightforwardly or in a roundabout way, the govt move to line the standard procedures for the administration of work connections It also portrays a field of study devoted to looking at such relationships. The field is Associate in Nursing outgrowth of the business upheaval, whose overabundances diode to the rise of worker's organizations to speak to staff and to the occasion of aggregate work relations. A work or mechanical relations framework mirrors the collaboration between the most on-screen characters in it: the express, the leader(or businesses or Associate in Nursing bosses' affiliation), worker's guilds and laborers (who may take part or not in associations and elective bodies bearing laborers' portrayal). The expressions "work relations" Associate in Nursingd "me

The Indian labour law encyclopedia

Search This Blog