The document summarizes recent labor law reforms in India at both the federal and state levels. Several Indian states like Madhya Pradesh, Gujarat, and Maharashtra have proposed amendments to relax compliance requirements for businesses and provide greater flexibility. The key reforms include allowing larger facilities to lay off workers without approval, increasing overtime limits, and exempting smaller facilities from some labor laws. The federal government is also pursuing a comprehensive set of reforms focused on easing retrenchment rules and tightening union regulations. However, the Prime Minister has emphasized building consensus with labor groups and a transparent process to push through reforms aimed at improving business conditions.
I would like to inform you that The Parliament pushed through its long-standing reform initiative on Wednesday, with the three Codes- the Code on Social Security, 2020, the Occupational Safety, Health and Working Conditions Code, 2020 and the Industrial Relations Code, 2020 being passed by both houses and The Wage Code Bill, 2019 was passed by Parliament last year.
The government is aiming to implement all the four labour codes in one go by December this year and complete the final stretch of labour sector reforms according to Santosh Gangwar, Minister of State, Independent Charge, Ministry of Labour and Employment, Government of India.
For Latest Amendments :www.guptaconsultants.com
This Expert Series webinar presentation talks about the latest statutory changes in employment laws.
To know the statutory compliance for payroll, refer the link: https://www.greythr.com/complete-guide-statutory/
I would like to inform you that The Parliament pushed through its long-standing reform initiative on Wednesday, with the three Codes- the Code on Social Security, 2020, the Occupational Safety, Health and Working Conditions Code, 2020 and the Industrial Relations Code, 2020 being passed by both houses and The Wage Code Bill, 2019 was passed by Parliament last year.
The government is aiming to implement all the four labour codes in one go by December this year and complete the final stretch of labour sector reforms according to Santosh Gangwar, Minister of State, Independent Charge, Ministry of Labour and Employment, Government of India.
For Latest Amendments :www.guptaconsultants.com
This Expert Series webinar presentation talks about the latest statutory changes in employment laws.
To know the statutory compliance for payroll, refer the link: https://www.greythr.com/complete-guide-statutory/
Aimed at helping investors and accelerating growth, the Government is planning new labour legislation that would merge 44 labour laws under four categories -- wages, social security, industrial safety & welfare, and industrial relations.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
Labour Legislation refers to all laws of the government to provide social and economic security to the workers. They maintain the dignity of employees in their organization.
Content of this Presentation:
1. The Factories Act, 1948.
2. The Minimum Wages Act, 1948.
3. The Payment Of Wages Act, 1936.
4. The Maternity Benefit Act, 1961.
5. The Payment Of Gratuity Act, 1972.
6. The Payment Of Bonus Act, 1965.
7. The Industrial Employment (Standing Orders) Act, 1946.
8. The Employees’ Compensation Act, 1923.
9. The Employees’ Provident Fund Act, 1952.
10. The Employees’ State Insurance Act, 1948.
11. The Contract Labour ( Regulation & Abolition ) Act, 1970.
Your feedback & suggestions are invited. Thank you!
By: Rashi Shukla.
E-mail: rashishukla776@gmail.com
A New Union Cabinet in 17th Lok Sabha has approved the Wages Code Bill on 3rd July 2019 with certain amendments to improve the ease of doing business and attract investment for spurring growth Government is planning to pass the bill in the ongoing session of Parliament.
The draft & the approved Bill is yet to be published.
Aimed at helping investors and accelerating growth, the Government is planning new labour legislation that would merge 44 labour laws under four categories -- wages, social security, industrial safety & welfare, and industrial relations.
Dear Seniors & Friends,
Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.
Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355
Labour Legislation refers to all laws of the government to provide social and economic security to the workers. They maintain the dignity of employees in their organization.
Content of this Presentation:
1. The Factories Act, 1948.
2. The Minimum Wages Act, 1948.
3. The Payment Of Wages Act, 1936.
4. The Maternity Benefit Act, 1961.
5. The Payment Of Gratuity Act, 1972.
6. The Payment Of Bonus Act, 1965.
7. The Industrial Employment (Standing Orders) Act, 1946.
8. The Employees’ Compensation Act, 1923.
9. The Employees’ Provident Fund Act, 1952.
10. The Employees’ State Insurance Act, 1948.
11. The Contract Labour ( Regulation & Abolition ) Act, 1970.
Your feedback & suggestions are invited. Thank you!
By: Rashi Shukla.
E-mail: rashishukla776@gmail.com
A New Union Cabinet in 17th Lok Sabha has approved the Wages Code Bill on 3rd July 2019 with certain amendments to improve the ease of doing business and attract investment for spurring growth Government is planning to pass the bill in the ongoing session of Parliament.
The draft & the approved Bill is yet to be published.
Asia Counsel Insights New Vietnam Labour CodeMinh Duong
Asia Counsel Insights provide readers a punchy update on legal and business developments in Vietnam.
In this edition, we provide a brief summary of the changes to employment law under the new Labour Code which will take effect on 1 January 2021.
Acts and Laws (objectives and key provisions):
1. The Industrial Disputes Act, 1947
2. The Industrial Employment (Standing Orders) Act, 1946
3. The Maternity Benefit Act, 1961
4. The Payment of Bonus Act, 1965
5. The Payment of Gratuity Act, 1972
6. The Payment of Wages Act, 1936
7. The Trade Unions Act, 1926
8. The Employees Provident Fund and Miscellaneous
Provisions Act, 1952
9. The Employees Compensation Act, 1923
10. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
An introduction to the most important labour laws in India. The presentation gives just an idea of what is the Act all about. It acts like a handbook to a budding HR executive.
What’s Labour Law
Origins of Labour Laws
Individual Labour Law
Labour Policy in India
Duties of Employer under the Act
Working Hours under the Act
Important Acts of Indian Labour Law
Concepts of Industrial Relations, Whats is Industrial Relations from a worker's, employer's, society &govt perspective? Trade Union , What Industrial Disputes?
Similar to Rising Tide-of-Labour-Reforms-in-India (20)
The Arbitration and Conciliation (Amendment) Ordinance, 2015 Impact on law l...Singhania2015
In recent times there has been a rapid increase in commerce and industry which has led to parties resorting to arbitration to avoid delayed and protracted litigation. However, in India, the Arbitration and Conciliation Act, 1996 was failing to serve the purpose of alternate dispute resolution.
Section - 8 of the Arbitration and Conciliation Act, 1996, A Saving BeaconSinghania2015
The Arbitration and Conciliation Act, 1996 (hereinafter the “1996 Act”) supplants the Arbitration Act, 1940. In the 1996 Act, intervention by Courts was limited so that the object behind speedy justice could be well achieved. To further the aforesaid objective, the 1996 Act harbours many provisions. Section 8 of the 1996 Act denotes one such provision which provides for limited judicial intervention and furthers the objective by directing the parties to get involved in arbitration on the basis of the arbitration agreement.
An Indian Outline on Database ProtectionSinghania2015
One Business Processing Outsourcing company of India was in the eye of storm when one of its employees sold confidential financial information relating to customers of few British banks to an undercover reporter from the British tabloid ‘The Sun’. The incident sparked off a debate among the offshore industry circles, media and the legal world for the need of specific legislation for the protection for personal data in India which is absent currently.
India and Australia, popularly connected by 3C’s i.e. Curry, Commonwealth and Cricket, were ruled by British and inherited parliamentary system of governance. Both the countries have several commonalities, which serve as a foundation for closer cooperation and multi-faceted interaction, on lines similar to what India has developed with other western countries. Both countries are members of regional organizations including the Indian Ocean Rim Association for Regional Cooperation and ASEAN Regional forum. The relationship has grown in strength and importance since India’s economic reforms in the nineties and has made rapid strides in all areas - trade, energy, mining, science & technology, information technology, education and defence
3rd Labour-Law-Primer for Multinational Companies in IndiaSinghania2015
With increasing trade relations between India and the World, cross-border movement of employees from and out of India has increased quite considerably. In India, employees enjoy the protection of diverse laws and regulations.
The business model of the companies is increasingly service centric and it is essential for employers to have the most efficient human resource and to grant them their legal rights and entitlements. However, in a country like India, the complex legal regime usually leave the employers facing typical issues related to interpretation of the large number of labour and employment laws governing the industry. These issues prove even more challenging when one of the parties involved is a foreign national.
Hence, this primer highlights the basic requirements of labour laws both from the perspective of Indian and foreign nationals employed in India. While throwing light on the appointment/ secondment of foreign nationals by Indian employers, the primer covers issues like taxation, working conditions, various social security benefits, issues related to termination of employees, importance and enforceability of non-solicitation clauses, retrenchment, various statutory registrations etc. With increasing concern for the security of female employees, employers have also been conferred with the duty to ensure protection against sexual harassment of women at the workplace.
Further, the primer also addresses the most common concern of all employers while entering into employment contracts, like the enforceability of clauses related to confidentiality, competition, poaching employees and soliciting clients. Keeping this in view, the primer would discuss the common controversies that arise from clauses in employment contracts and the caution that should be kept in mind in drafting an enforceable employment contract.
The key object is to enable the employers to familiarize themselves with the vast labour law regime of India.
Make in-India- An Overview of Defence-Manufacturing-in-IndiaSinghania2015
It is in strategic interest of a nation aspiring to be the regional power to develop
indigenous and internationally competitive defence industry base. Presently,
India is one of the largest importers of conventional defence equipment.
According to government statistics, roughly 60% of India’s defence
requirements are met through imports.
India has the potential to emerge as a global platform for defence research,
manufacturing, supply chain sourcing, software development, and offsets, which will strengthen our
defence capabilities and spur industrial development as well as exports in this sector.
Government is also carrying out reforms in defence procurement to increase efficiency, invite foreign
players with excellent capabilities and encourage domestic industry. It has introduced policies to
strengthen technology transfer, including liberalized FDI in defence production. The report of Committee
of Experts for Amendments to Defence Procurement Policy (DPP) 2013 is a progressive step in this
direction. Also, Make in India the new flagship program of Government of India has put a renewed
emphasis on creating a conducive policy environment for improving domestic defence manufacturing.
These radicle initiatives present opportunities for the foreign companies to enter India and local
companies to collaborate and design, develop and showcase their engineering strength. This will also
further India’s objective to create jobs, catalyze technology development, and transform India into a selfreliant
nation with export capabilities in defence sector. India’s existing wealth of talent, technology and
cost advantages together can help make defence products globally competitive.
India australia business report singhania & partners mar 2016Singhania2015
• India and Australia, popularly connected by 3C’s i.e. Curry, Commonwealth and Cricket, were ruled by British and inherited parliamentary system of governance. Both the countries have several commonalities, which serve as a foundation for closer cooperation and multi-faceted interaction, on lines similar to what India has developed with other western countries. Both countries are members of regional organizations including the Indian Ocean Rim Association for Regional Cooperation and ASEAN Regional forum. The relationship has grown in strength and importance since India’s economic reforms in the nineties and has made rapid strides in all areas - trade, energy, mining, science & technology, information technology, education and defence .
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
How to Obtain Permanent Residency in the NetherlandsBridgeWest.eu
You can rely on our assistance if you are ready to apply for permanent residency. Find out more at: https://immigration-netherlands.com/obtain-a-permanent-residence-permit-in-the-netherlands/.
ALL EYES ON RAFAH BUT WHY Explain more.pdf46adnanshahzad
All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
A "File Trademark" is a legal term referring to the registration of a unique symbol, logo, or name used to identify and distinguish products or services. This process provides legal protection, granting exclusive rights to the trademark owner, and helps prevent unauthorized use by competitors.
Visit Now: https://www.tumblr.com/trademark-quick/751620857551634432/ensure-legal-protection-file-your-trademark-with?source=share
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
1. Page 1
LEGAL
ALERT
Rising tide of Labour Reforms
in India
By Sunil Kumar
There is in India today a rising tide of expectancy
that government, both federal and and state, are
set to push through major initiatives for making
changes in labour laws. There is a realisation that
labour reforms have a key role to play in
improving the ease of doing business in India. The
Prime Minister himself has taken the lead in
discussing the Industrial Relations Bill at a
national labour forum, and the Chief Ministers of
the States of Madhya Pradesh, Gujarat and
Maharashtra have come in the forefront to
promote the proposed amendments. The new
government is actively and aggressively
discussing, drafting and engaging with labour
groups to address their concerns.
Simultaneously, the governments of Madhya
Pradesh, Gujarat and Maharashtra have moved
bills in the Legislative Assemblies of their states.
In Madhya Pradesh the following key
amendments to the law have been proposed:-
Madhya Pradesh:
The government of Madhya Pradesh has initiated
far reaching reforms in several labour related
legislations principally with a view to easing the
compliance and operational exemption of
manufacturers from the application of labour
laws.
Companies in Madhya Pradesh that employ up
to 300 people will be allowed to retrench
workers or shut shop without government
approval (the current provision is for those
employing up to 100 workers.)
Employers will have to give a higher
compensation package and workers will get a
three months’ notice and at least three
months’ salary in the event of retrenchment.
In case of dispute, a worker will have to
approach the conciliation officer within three
years of getting retrenched.
Workers will be entitled to benefit of earned
leave after 6 months service (presently 8
months), which could be availed of in the
same calendar year.
Overtime hours in a quarter will be raised
from 75 hours to 125 hours.
Women can work in night shifts at factories
from 8 pm to 6 am in the morning; subject to
the state government making necessary
provision for their security.
The process for registration and grant of
licenses has been expedited under several
legislation, eg, under the Contract Labour Act,
Building and Other Construction Workers Act,
and Motor Transport Workers Act. If an
application is not disposed within 30 days it
will be deemed registered or approved
license.
Industrial and Commercial Establishment will
not be required to maintain multiple registers.
2. Page 2
They will be allowed to file a single return and
maintain a single register.
Gujarat:
Similarly, Government of Gujarat has passed a
labour law bill on the following points:-
When an employee has a fatal injury which
occurred at work place the victim may apply
under the Employees Compensation Act 1923,
before the Employees Compensation
Commission within 90 days from the date of
accident. Where the employees and his
dependent fails to bring such application
within 90 days, the nominated government
officer will apply on his behalf.
Where any Shops and Commercial
Establishment or factory employs 20 or more
employees, it shall make the payment of
minimum wages through bank account. This
amendment will bring transparency in paying
minimum wages.
According to the Building and Other
Construction Workers Act, 1996, the
definition of worker is limited to the
supervisory workers who receive wages of Rs
1600 per month only. By reason thereof many
of the supervisors are excluded from the
applicability of the Act. Therefore the bill
suggests increasing up to three times of the
minimum wages for skilled workers.
Under the proposed law, a workman gets only
a year to make an application against his
dismissal, discharge, etc, for raising an
“industrial dispute” to the labour court or
tribunal, which was hitherto three years.
By the amendments, certain offences where
penal provisions attract 3 months
imprisonment, such offences have been made
compoundable, which means settlement of a
violation of the law by paying a compounding
fee instead of being jailed.
Amending the Industrial Dispute Act, the
government has fixed compounding amount
for an employer up to maximum of Rs 21,000
and for labourer the amount ranges from Rs
150 to Rs 3,000.
For workers going on strike without
informing Labour Commissioner, the
compounding amount begins at Rs 150 per
day, not exceeding Rs 3,000.
While the option of filing a criminal case is
always open, out-of-court settlement and
compounding scheme come into picture only
if both the parties are agreeable to the same.
The bill passed by the Gujarat Assembly is now
awaiting the approval of the President of India
before it becomes effective. State Legislations
require the President of India’s approval as labour
law is a subject in the Concurrent list (both
Federal and State Assemblies can legislate) of the
Constitution and the State amendments must be
approved by the President.
Maharashtra:
The Government of Maharashtra is also in the
process of making changes in the existing
legislations relating to labour, and the
amendments are designed to improve the
operational capability of business and
manufacturing units to provide them with greater
flexibility in compliance with labour laws. Of
course, the changes will go through the process of
legislation in the State Assembly and obtaining
Presidential approval, as all state amendments are
required to do under the Constitution of India
The government has proposed an overtime of
115 hours from the present 75 hours for
workers in small-scale industrial units.
After Factories Act is amended, the units
operating without electricity would be
considered a factory if they employ 40
3. Page 3
workers, and units operating with electricity
would be treated as a factory if they employ
20 workers. The old limits were 20 and 10
workers respectively. This will exempt the
smaller units from the application of the
Factories Act.
The amendments aim to exclude more than
14,300 units from the purview of the
Factories Act, 1948, and pave the way for
women to work in night shifts.
Among the notable changes, factories
employing up to 300 workers can be closed
without government permission, compared
with the earlier floor of 100 employees.
Federal Legislation
Labour reforms are also on the radar of the Union
Government in India and a comprehensive
Industrial Relation Bill is currently being debated
by the government and has been unveiled to the
labour interest groups and unions as part of the
democratic process of consultation and
transparency. The Union Government is also
motivated by the object of easing retrenchment
provisions and to tighten the requirements for
forming Trade Unions. Some of the key provisions
to be amended are as follows:-
1. Factories employing less than 300 workers
can be shut down without prior government
approval.
2. Retrenched workers should be paid an
average salary of 45 days, instead of the 15
days at present.
3. Unions can be formed only if 10 % of the
employees or 100 workers, whichever is less,
support the proposal. Currently, seven
members can form unions.
4. Units employing less than 40 people to be
exempted from 14 labour laws as a move to
give smaller units freedom from compliance
with the rigors of the law. The definition of a
factory is being revised by raising the
threshold of minimum workers from 20 to 40
for units operating without power and from
10 to 20 for units operating with power. The
micro, small and medium enterprises
employing up to 40 workers will be extended
the relaxation under the purview of amended
law.
5. Restriction on night shifts by women will be
removed to allow women to work after 8 pm
subject to provision of security by the
employer.
6. To dispense with the need to keep
documentary records and registers and to
replace them with electronic records by
employers.
However, sensing the angst among labour groups,
the Prime Minister recently assured a public
forum of labour unions that the amendments
would be carried through only after building up a
consensus among the workers groups and Trade
Unions. What is more significant is that the Union
Government is openly engaging with pressure
groups and hopeful of moving ahead in the chosen
direction in a transparent and determined
manner assuring them that labour reforms are
being fine-tuned for making doing business in
India an easier experience and not necessarily
directed against labour. The reform process is
slowly but surely moving ahead and this time
with the buy in of all stake holders.
Sunil Kumar
Partner
sunil@singhania.in