Basic Things to Know about Indian Labor Law
Every country across the globe has labor rights which forms part of the socio-economic development. Every nation has passed some laws that would protect these rights, and these would address the restrictions and legal benefits of the labors and their organizations, and this is commonly called as labor laws.
The legal structure or administrative ruling of the government that deals with the rights and restrictions imposed on the labor and their organizations is referred to as labor law. What covers the law generally are the demands of the employees to have better working conditions, to work independently without joining the union, other safety rights and the right to form trade union. Other coverage of the law would be on the demand of the employers for control over the use of power by the workers union, the cost of labor, their costly health and safety requirements, and so forth.
In India, the labor laws both regulate employment terms and the provision of labor rights to their employees. The target of the India labor laws is specifically directed towards the relationship between employer and employees, would guarantee legal rights to the workers and promote their interests. The main goal therefore of labor laws is to address the needs and demands of employees that work towards bringing improvement in specific areas like working conditions, wages, working hours, protection of rights, and so forth to the employees.
Although the labor law in India also has the same coverage like other nations in terms of fundamental labor rights to provide harmonious relationship between employees, employers and trade unions, there are some amendments made in the laws because of the countrys culture, society and constitution.
Be informed that all the commercial establishments in India are required to implement the Central and State Government Labor law enactments in organizations to be legally authorized. The Central Government in India has these enactments to be followed, and among these are the Employees Provident Fund Act of 1952, Employees State Insurance Act of 1948, Minimum Wages Act of 1948, Contract Labor Act of 1970, Payment Bonus Act of 1965, Maternity Benefit Act of 1961, Payment of Wages Act of 1936, and Equal Remuneration Act of 1976.
The above mentioned enactments and other allied laws are to be followed by all companies in India so that their business will function smoothly, and if a company does not follow the rules listed, it will be subject to punishment by the government of India.
To look into the rights of workers, organizations in India are recommended to hire labor law consultant or outsource this legal work. Comprehensive services are offered by these consultancies as part of their work. The aim therefore of these services is in the maintenance of a healthy relationship between employer and employees.