10 Labor Laws That Empowers Indian Workers

If you wish to protect your rights, its time you knew them well. Here is a lowdown on the kind of Labor Laws you need to become aware of to protect your working rights:

The Factories Act (1948):

Established to protect workers from exploitation at the hands of factory owners, the law states that the employers and the Indian labor law factory owners have to assure some sort of working condition for the employees. It’s clearly stated that the maximum working hour should not be more than 48 hours a week. And a weekly holiday is a must.

The Employees Provident Fund Act (1947):

This one is applicable for every employee who works in a factory or any other establishment enclosed by the systems and any other than a left out an employee who is permitted to work for it and who have to become a member of the fund from the very date of joining the factory. Under it, you get the welfares such as medical care, retirement pension, housing, education of benefits and financing insurance policy, etc.

The Maternity Benefits Act (1961):

Under this, all pregnant women are eligible for maternity leave and benefits post their pregnancy. It aims to safeguard the dignity of parenthood by providing payment for the complete care of the women and her child at the time of maternity when she is off on leave or when she is not working. She cannot be refused work or removed from work while she is expecting either. This amendment was made to the initial act passed.

The Apprentices Act (1961):

This one take care of apprentices’ rights. Under this act, one is permitted to take casual leave of 12 days, medical leave of 15 days and certain other leaves of 10 days in a year. And one is just required to work for 42 or 48 hours a week.

The Workmen’s Compensation Act (1923):

Under India law, its surprising, but even workmen have rights. Due to the nature of the work, its most helpful for someone who gets hurt while at work. provide financial protection to the workers as well as their dependents in the form of compensation, in the case of accidental injury.

The Payment of Gratuity Act (1972):

Paid at the time of retirement too, this is an excellent form of retirement benefit that the company cannot keep with it. A person’s family can avail this from a company in case the person is deceased and had completed one year of service.

The Employees State Insurance Act (ESIC, 1948):

A very empowering self-financing scheme, ESIC acts as a form and a health insurance scheme for all workers. This scheme provides medicinal benefit for the employees and their families. It also delivers dependents benefit for the dependent relative in case of death due to any sort of employment injury.

The Payment of Bonus Act (1965):

As a part of profit or productivity the Payment of Bonus Act 1965 targets to provide a bonus to their employees. This act is more helpful for the employees who receive their salary or wages up to Rs.15,000 per month and who are involved in any sort of work. Entitlement to bonus comes irrespective of whether you are skilled, unskilled or highly skilled.

The Industrial Disputes Act (1947):

Through this, an employer cannot sack an employee without giving them six weeks’ notice. Therefore, the employee can pull the employer to court for having done so.

The Payment of Wages Ac (1936):

It aims at dodging avoidable delay of reimbursement of wages without any sort of deduction from the wages. Under this, the employers have no right to take away any money and they have to pay the reimbursement each month on time.