The laws related to labour and employment in India come under the broader category of “Industrial Law”. Industrial Law in India id more or less vintage in nature though it is adopting a modern approach in recent years keeping in mind the flourish in IT industries and Service Sectors. However, the consequences of any violation of the provisions are becoming more and more stringent.
For the purpose of this article, I am taking into consideration the following acts and amendments thereto and shall try to find out the initiator of a proceeding for a violation under these statutes.
- Minimum Wages Act, 1948
- Payment of Wages Act, 1936
- The Contract Labour (Regulation and Abolition) Act, 1970
- The Factories Act, 1948
- Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
- Payment of Bonus Act, 1965
- Payment of Gratuity Act, 1972
- Equal Remuneration Act, 1976
- Maternity Benefit Act 1961
- Industrial Employment (Standing Orders) Act 1946
