What is Labour Laws Compliance?

Labour Laws Compliance entails the observance of all applicable laws and regulations. These are the terms and regulations under which an employee is selected. Workers’ rights and protections from exploitation are a top priority for any company because of the value of their labour. Despite advancements in the economy and in the work cultures of various sectors, the regulations governing labour laws compliance are still 50-100 years old. In this blog, we will discuss what exactly are Labour Laws Compliance?

Labour Laws Compliance covers things like employee benefits and termination, company policies, etc. and regulations cover a wide range of statutes. Major statutes covered by the rule on complying with labour laws are as follows:

Labour Law Compliance

Building and Other Construction Workers (Regulation of Employment and Conditions Services) Act, 1996:

The Building and Other Construction Workers (Regulation of Employment and Conditions Services) Act, 1996 is to establish minimum standards for the employment and working conditions of persons engaged in the construction of buildings and other structures, and to provide for the protection of their health, safety, and welfare, and for other purposes pertaining matters.

The purpose of the Act is to ensure the well-being of construction workers who have registered under the Act by collecting a cess from the construction industry. One percent of the total construction cost is the sum to be collected.

If ten or more construction workers were hired by a Contractor on a single site, this law applies to that site. It is important to note that the Factories Act of 1948 and the Mines Act of 1952 supersede the provisions of this act, making them inapplicable to construction projects.

Equal Remuneration Act,1976:

Equal Remuneration Act, 1976 ensures that male and female employees are paid equally, to protect female employees from discrimination based on gender in the workplace, and to address related issues. It is applicable to all the businesses, manufacturing facility and establishments. The key labour laws compliance under this act are:

    1. To update the registers

    1. Prohibiting Prejudice against women in Employment Equal pay for equal work is important to me, as is supporting women in their careers.

    1. To the extent necessary to comply with the requirements of this Act, no employer may reduce any employee’s compensation.

    1. Investigate the employer/agent/servant

Maternity Benefits Act, 1961:

The primary objective of the Maternity Benefits Act, 1961 is to guarantee that a mother and her child have access to the resources they need to thrive when she is not in the workforce. This act specifically addresses issues such as eligibility requirements for benefits, maternity leave, and related matters.

Maternity Benefits Acts applies to all factory workers, shopkeepers, waitresses, etc., who are women. The key labour laws compliances of this act are:

    1. Paid leave for pregnant women is provided.

    1. The maternity benefit must be paid at the rate of the average daily wage for the time she is actually absent from work, and employers are required to do so. 

    1. It makes no difference whether the employment is temporary, contractual, or permanent; therefore, the contractor must provide benefits, or else P.E. will be held responsible, etc.

    1. If a woman’s job can reasonably be done from home, her employer must let her do so for the duration of her maternity leave and under such other conditions as the woman and her employer have agreed upon.

Conclusion:

Labour Laws Compliance is essential as it maintains a safe and healthy workplace because it is a top priority for many Indian workers. The Labour laws acts and their key compliances are quite comprehensive. It is the responsibility of all the establishments and businessman to adhere with the labour law compliances as required by the particular labour law acts.