The Indian labour law encyclopedia

India, at present, stands at a place where being a country of superpower is not that difficult if taken care of certain aspects. The major barrier that stands in between the ambitious projects meant for the country is labo u r law s  in India . This subject of labor law in India and its reforms have always been a topic of a major debate or a topic of major concern. Thus, it’s necessity   for people working in private as well as public sector (organized or unorganized) to know about the prevailing laws and rights as well as the reforms. Here are some main Acts for  labor law in India  that everyone should know: The Maternity Benefit Act, 1961 This act is of a great advantage  for the expecting mother or woman. Since its inception women stopped worrying for giving birth to their child as they started getting maternity leaves much easily and as this act secure them and their child. This act points  to safeguard the dignity of parenthood by providing payment for the complete c

What are Labour Laws in India? Labour law act in India  intermediates the relationship between workers, employing entities, trade unions and the government. Collective  labour law rules  relates to the tripartite relationship between employee, employer and union. Labour laws  act in India  underwent a major update in  the  Industrial Disputes  Act  of 1947. Since then, supplementary 45 national  laws  intersect with  the  1948  act , and another 200 state  laws  control  the  relationships between  the  employee and  the  company. The Wage Code consolidates and replaces 4 prevailing labour laws: (i)  The Payment of Wages  Act , 1936; (ii)  The Minimum Wages  Act , 1948; (iii)  The Payment of Bonus  Act , 1965; and (iv)  The Equal Remuneration  Act , 1976. As part of  labour  reform initiatives, the  labour  ministry has decided to amalgamate 44  labour laws  act in India  into 4  codes  on wages, industrial relations, social security and safety, health and working co