The Indian labour law encyclopedia

This article will educate you about the overtime policy in India, and the provisions relating to it under various legislations. The article will also discuss the overtime laws for women and children. Lastly, the article will tell you how the overtime is calculated, along with some FAQs for a better understanding. Meaning of Overtime Overtime denotes to the excess time worked to one’s regular working hours. In India, the regular working hours are eight to nine hours per day and forty-eight to fifty hours per week. This variation depends upon the establishment where one is employed. The majority of the working sector is oblivious to employee rights and  labour laws in India for private companies  regarding overtime rules and procedures .  Employees in the private the sector often have to work overtime, past their working hours in India to increase productivity and achieve the company’s targets. If a person works for more than the regular working hours, the person will be e

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

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

Labour law rules  have been a point of strong contention in India since independence. Through two new labour reform bills scheduled for the upcoming parliament session, here’s a look at five of the most important existing labour laws in India. With the largest youth population, according to the United Nations, India stances at a point where the dream of becoming a super economy is no longer a ideal but a sweet possibility. A major hurdle which stands between our dear Prime Minister’s ambitious projects and reality is labour laws. With mixed perspectives,  labour law rules  and reforms have always been a topic of controversy. In such a scenario, Labour rules in India  become imperative for employees in both organized and unorganized sectors to be aware of the existing laws and rights, and the on-going reforms. The Global Rights Index (2016), issued annually by the International Trade Union Confederation (ITUC), ranked as India one of the 10 worst countries for working people. Vio

So what are the main  rights of a private employee under the Indian labour law? Although there is state  of employment defining the specific terms, the employees in the organized private sector are governed by various laws such as Payments of Bonus Act, Equal Remuneration Act, Payment of Gratuity Act, Employees Provident Fund &  Miscellaneous Provisions Act, Employees’ State Insurance Act, Maternity Benefit Act, etc. The right to safe working place with basic amenities, right to appropriate working time , right to any assured incentive, etc. are protected under the law. Here’s a list of essential rights of an employee under the various laws &  regulations: Right against discrimination at the workplace It is the right of every working citizen of India to be in-discriminated. According to   article 16 (2) of the Indian Constitution , no working citizen can be discriminated against, or be ineligible for any employment or office under the state, on the grounds on