There are over 43 legislations on labour from the Central Government and the number of legislations enacted by the State Governments is close to four times that of the Central

Professional opportunities in Labour Laws

• Consultancy in Labour law compliances
• Assistance in Documentations, Maintenance of Records & Statutory Registers
• Calculation of periodical liability & preparation of Payment Challan accordingly
• Preparation and Submission of Periodical Statutory Reports
• Correspondence & Compliance with officials whenever required
• Labour Law Audit

List of 43 labour laws enacted by central government

(a) Labour laws enacted by the Central Government, where the Central

Government has the sole responsibility for enforcement

1. The Employees’ State Insurance Act, 1948
2. The Employees’ Provident Fund and Miscellaneous Provisions Act,1952
3. The Dock Workers (Safety, Health and Welfare) Act, 1986
4. The Mines Act, 1952
5. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare (Cess) Act, 1976
6. The Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labor Welfare Fund Act, 1976
7. The Mica Mines Labour Welfare Fund Act, 1946
8. The Beedi Workers Welfare Cess Act, 1976
9. The Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
10. The Cine Workers Welfare (Cess) Act, 1981
11. The Beedi Workers Welfare Fund Act, 1976
12. The Cine Workers Welfare Fund Act, 1981

(b) Labour laws enacted by Central Government and enforced both by
Central and State Governments

1. The Child Labour (Prohibition and Regulation) Act, 1986.
2. The Building and Other Constructions Workers’ (Regulation of Employment and Conditions of Service) Act, 1996.
3. The Contract Labour (Regulation and Abolition) Act, 1970.
4. The Equal Remuneration Act, 1976.
5. The Industrial Disputes Act, 1947.
6. The Industrial Employment (Standing Orders) Act, 1946.
7. The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979.
8. The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, 1988
9. The Maternity Benefit Act, 1961
10. The Minimum Wages Act, 1948
11. The Payment of Bonus Act, 1965
12. The Payment of Gratuity Act, 1972
13. The Payment of Wages Act, 1936
14. The Cine Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981
15. The Building and Other Construction Workers Cess Act, 1996
16. The Apprentices Act, 1961

(c) Labour laws enacted by Central Government and enforced by the State Governments

1. The Employers’ Liability Act, 1938
2. The Factories Act, 1948
3. The Motor Transport Workers Act, 1961
4. The Personal Injuries (Compensation Insurance) Act, 1963
5. The Personal Injuries (Emergency Provisions) Act, 1962
6. The Plantation Labour Act, 1951
7. The Sales Promotion Employees (Conditions of Service) Act, 1976
8. The Trade Unions Act, 1926
9. The Weekly Holidays Act, 1942
10. The Working Journalists and Other Newspapers Employees (Conditions of Service) and Miscellaneous Provisions Act, 1955
11. The Workmen’s Compensation Act, 1923
12. The Employment Exchange (Compulsory Notification of Vacancies) Act, 1959
13. The Children (Pledging of Labour) Act 1938
14. The Bonded Labour System (Abolition) Act, 1976
15. The Beedi and Cigar Workers (Conditions of Employment) Act, 1966

Objective of Labour law audit

The objective of Labour Law Audit is to identify areas of non compliance and offer recommendations to facilitate continuous improvement and compliance. The purview of such audit will be as follows:

• To check compliance with the prevailing local Labour and Industrial Laws. This would cover a broad spectrum of workplace issues including child labour, contract labour, women’s rights, harassment and abuse, wage and overtime violations and health and safety hazards.
• Examine compliance with the laid down policies and procedures of the Company.

Scope of labour law audit

The scope of labour laws audit would include detailed examination of applicability of various laws, scrutiny of records of factories, industries and commercial establishments for ensuring compliance of provisions of all labour laws and issuance of report on compliance or non-compliance of labour laws by these establishments along with remedial action, wherever required. Examination of total compliance adherence would start from the top of the organizational hierarchy and go down into the core business processes of a company’s operations.

Benefits of labour law audit

• Increased social security for employees
  1. Lower absenteeism
  2. Congenial atmosphere
  3. Lower penalty
  4. Higher productivity