Skip to main content

Learn Labour Law Act in India and Three Basic Employee Rights


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 conditions. The bill aims to update industrial relations and help India improve on the ease of doing business index.
Since 1979, while the Occupational Health and Safety Act came into labour law compliance, alterations to the Act have been introduced to establish new procedures as well as new rights and duties for workers, employers, supervisors and others in the workplace. One of the vital changes was giving the Joint Health & Safety Committee’s the right to participate in health and safety recommendations. But that wasn’t the only established right given to labours, there are three basic rights.
Every Employee / Labours has Rights:
The Ham Commission Report was involved in establishing the 3 basic rights for labours / employees. These include;
Right to Know
Employers, Labours and supervisors must ensure workers are aware of the threats presented by people, equipment, materials, the environment, and processes. Under Labour law act in India they have the right to be trained on, and to receive information about dangerous and harmful substances that they are exposed to, or are likely to be exposed.
Right to Participate
The right to participate is best explained through worker membership on the J.H.S.C. Under Labour law act in India workers / labours and employees have the right to ask questions about issues concerning their health and safety or that of a co-worker. Under Labour law act in India labours / workers also have the right to be a part of the process of identifying, assessing and controlling workplace health and safety hazards. Membership can also be achieved by reporting unsafe conditions to the supervisor or employer.
Right to Refuse Unsafe Work
Under Labour law act in India labours / workers may refuse work where they believe it is likely to risk themselves, or any other worker. The labour low rules includes a detailed process for refusing unsafe work and explains the employer’s responsibility for responding to work refusals. The Under Labour law act in India also provides workers with protection from reprisal, or retaliation, from the employer should they decided to refuse unsafe work.
Labels:

Comments

  1. AdyAugust 13, 2020 at 4:44 AM

    Thanks for sharing valuable information.
    Bank Nifty
    trading
    Nifty
    Stock Investor

    ReplyDelete
  2. stvenmartinezMay 12, 2021 at 2:12 AM

    Labour law, the varied body of law applied to such matters as employment, remuneration, conditions of work, trade unions, and industrial relations.

    ReplyDelete

Post a Comment

Popular posts from this blog

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...
1 comment
Read more

6 Key Labour Legislation for Indian Small Businesses

Whether you are preparing to hire your first employee or expand your company with new workers, you may want to devote some time reviewing labour laws act in India until you take the plunge. Unions and countries have heaps of laws made to safeguard employees, and familiarity with the ones that affect your company helps safeguard your bottom line.  These are some of the most frequent labour laws you should know. 1. Anti-Discrimination Laws Based on sex whether you're recruiting or have already hired a employee. As an example, if you're considering promoting among your workers, you can't legally avoid choosing a female worker just because of gender. Also, the constitution bans discrimination based on race, religion, caste, and place of birth. If your workers believe you're being discriminatory, they have the right to file a complaint with the labour act rules . 2. Maternity Leave If You've Got female employees who have worked 80 Constant days duri...
Post a Comment
Read more

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 ...
2 comments
Read more