Factory Compliance Checklist Under the Factories Act, 1948

Are you 100% confident your factory can pass a surprise labour inspection without penalties tomorrow?

The Factories Act, 1948, is a protective shield created by the government of India to support all-around employee well-being within factories and establishments. Over the years, this act has undergone numerous changes and amendments in response to evolving workplace conditions, technological advancements, and shifting business dynamics.

Although the Factories Act 1948 is now consolidated and placed under the Occupational Safety, Health and Working Conditions Code (OSH Code), 2020, the compliance practices remain largely the same. Understanding the nuances of compliances for factory HR has become paramount for employers to prevent penalties and lawsuits.

This is where the factory act compliance checklist comes in handy, offering a clear path for employers to create safe and harmonious working conditions for their employees and align their labour practices with the latest reforms, resulting in higher employee engagement and an increased brand reputation.

Let’s take a deep dive and gather all the valuable insights related Factory Act compliance checklist!

What is Factory Compliance?

Factory compliance refers to a factory’s adherence to the legal, safety, labour, and environmental regulations mandated by the Factories Act, 1948 (now part of OSH Code 2020), & related labour laws in India. Compliances for factory HR ensure safe working conditions, proper documentation, employee welfare, risk control, and statutory reporting to avoid penalties or legal action.

Through structured audits, documentation, and ongoing monitoring, factory compliance services help employers streamline registrations, maintain statutory records, meet inspection standards, & reduce compliance risks. In short, factory compliance protects workers, strengthens operational discipline, & safeguards businesses from financial and reputational damage.

 

Example: A Bengaluru garment factory forced women to work 12+ hours without overtime pay, breaching Sections 51–56 of the Factories Act. Fines followed, and shifts were restructured. Proper Factories Act overtime compliance systems could’ve prevented violations, protected workers, and avoided penalties.

Who Is Required to Follow the Factory Compliance Checklist?

 The Factories Act applies to all factories that employ 10 or more workers in a year, are engaged in the manufacturing process carried out by 20 or more workers, employed in the manufacturing being carried out without any aid. Here is a list of entities that must deploy a factory act compliance checklist at different levels to prevent fines and lawsuits.

Category	Who It Applies To	Key Condition/Trigger	Why They Must Comply
Manufacturing Units	Factories using power	10 or more workers	Falls under Factories Act definition; subject to safety & labour regulations.
Non-Power Manufacturing	Manual or mechanical production units	20 or more workers	Coverage threshold mandates statutory compliance
Seasonal Factories	Sugar, rice milling, oil pressing, etc.	Thresholds vary by workforce	Seasonal units still face inspection & safety compliance
Contractor-Operated Units	Contractors engaged inside a factory	Any number of workers	Principal employer liable for workforce compliance
Multi-Shift Operations	Factories running 2–3 shifts	Any covered factory	Over time, hours, rest interval & roster compliance are mandatory
Export-Oriented Factories	Units supplying export markets	Regardless of size, if registered	Buyer audits demand compliance + legal adherence
Chemical & Hazardous Units	Factories handling hazardous substances	Any size with hazardous activity	Special health, safety & environment compliance rules

 

What is Included in the Factory Compliance Checklist?

The factory compliance checklist under the Factories Act 1948 consists of the following:

1. Obtaining the Factory Licence

As the new occupant of the factory, they must obtain a licence following section 6 of the Act. And that notice must be sent 15 days prior as per section 7.

Some of the important requirements under the same are-

• Name and address of the occupier

• Name and address of the factory

• Name and owner of the premises

• Address for communication

• Nature of the manufacturing process

• Total horsepower to be installed

• Name of the manager of the factory

• Number of workers likely to be employed
• Others as described

2. Health Provisions

• Cleanliness:  Every factory must be clean, and there should be no accumulation of dirt. All the surface areas of the factory, including the floor, windows, passages, benches of workrooms, staircase, etc., should be cleaned regularly with disinfectant.

• Disposal of wastes and harmful chemicals: Factories must incorporate proper procedures and arrangements for the treatment of wastes and effluents.

• Temperature: It’s a must to have adequate ventilation in the factory and circulation of fresh air. The quality of walls and roofs must be such that the temperature doesn’t rise beyond the reasonable conditions of comfort.

• Dust and Fume: Ensure that effective measures are taken if dust and fumes are released in substantial quantities to prevent their accumulation in any workroom.

• Artificial Humidification: If the humidity in any factory is increased artificially, the water used for this purpose should be taken from a public water supply or should be purified before it is used.

• Overcrowding: There should be no overcrowding in the premises beyond a certain level where it could be injurious to the health of the workers employed in the factory.

• Lighting:  The working area for the workers and the passage must have adequate light, natural or artificial, or both.

• Drinking Water: Provision of sufficient supply of drinking water and the ‘drinking water’ is a must and shall be mentioned in the language understood by the workers.

• Latrines and Urinals: Sufficient latrine and urinal accommodation should be there in every factory and should be accessible to the workers at all times while they are present in the factory. The accommodation so provided should be separate for males and females.
• Spittoons: Every factory shall have enough spittoons placed at a convenient place. The spittoons should be cleaned regularly.

3. Safety Provisions

• Fencing of Machinery:  Every moving part of a prime mover and every flywheel should be fenced securely unless they are safe to be used otherwise.

• Work on Near Machinery in Motion: To examine any part of the machinery while in motion, only a specially trained worker wearing tight-fitted clothes must attend.

• Employment of Young Persons around complex machinery:  Only a fully instructed person about the dangers associated with the machine and precautions to be observed shall be allowed to work on dangerous machines under the supervision of a senior with knowledge and experience.

• Self-Acting Machines: No self-acting machine shall be kept in such a space over which any person is liable to pass.

• The Casing of New Machinery: Every set, screw, bolt, or key in all machinery installed in a factory should be encased effectively to prevent danger.

• Prohibition of Employment of Women and Children near Cotton-openers: No woman or child should be employed for pressing cotton in such work.

• Hoists and Lifts: Every hoist and lift should be sound, adequately strong, and properly maintained.

• Lifting Machines, Chains, Ropes, and Lifting Tackles: All parts mentioned should be of good construction, sound material, and free from defects.

• Pressure Plant: If a factory is using any machinery that is operated at a pressure above the atmospheric pressure, then the pressure should be kept under check.

• Floors, Stairs, and Means of Access: All floors, stairs, and passages should be properly constructed and maintained.

• Pits, Sumps, and openings in floors:  If there is any vessel, tank, or pit in the floor that may be a source of danger shall be securely covered or fenced.

• Excessive Weight: No worker employed in the factory shall be made to carry or move any load that might cause any injury to him.

• Protection of Eyes: If any process is carried out in the factory that involves a risk of eye injuries, suitable goggles or effective screens should be provided to the workers who are working in such circumstances.

• Precautions Against Dangerous Fumes, Gases, etc: No person should be allowed to enter any confined space until precautionary measures have been taken to remove such fumes and gases.

• Explosive or Inflammable Dust, Gas, etc: All precautionary measures should be taken to prevent an explosion of gases that are likely to explode on ignition.

• Precautions in Case of Fire: The factory should take all the practical measures to prevent the outbreak of fire and its spread, both inside and outside the factory. Safe means of escape should be in the factory for the personnel in case of a fire.

• Maintenance of Building:  The building of the factory should be maintained properly so that it does not cause any injury to the health of the workers.

• Appointment of Safety Officer: In a factory where the number of employees is more than 1000 then the factory is required to appoint a safety officer.

 

4. Welfare Provisions

• Washing Facilities: Separate and adequate facilities to be provided for male and female workers. The facilities should be clean and conveniently accessible.

• Facility for Storing and Drying Clothes: The factory should provide a suitable place for keeping the clothes not worn during working hours and for drying wet clothes.

• Seating arrangements: The workers who must work in a standing position should be given proper, suitable sitting arrangements during their rest hours.

• First-aid Appliances: Fully equipped first-aid boxes should be maintained and provided during all working hours.

• Canteens: If the factory has more than 250 workers, minimum one canteen should be provided and maintained.

• Shelters, Restrooms, and Lunchrooms: A factory having more than 150 workers should provide adequate and suitable restrooms and lunchrooms, with provision for drinking water.

• Creches: If the factory employs more than 30 women workers, it should provide a suitable room for the use of children under the age of 6 years of such women.
• Welfare Officers: If a factory has more than 500 employees, such number of welfare officers should be employed as may be prescribed.

5. Working Hours of Adults

• Weekly Hours: No adult worker should be allowed to work in a factory for more than 48 hours a week.

• Weekly Holidays: No worker should be made to work for 10 days without any holiday.

• Compensatory Holidays: If a worker is deprived of any of the weekly holidays, he should be allowed to take that holiday in that month or within the two months immediately following that month.

• Daily Hours: No worker should work more than 9 hours a day.

• Rest intervals: The working hours of an adult worker should be set in a way that he doesn’t work for more than 5 hours without taking an interval for rest of at least half an hour.

• Spread over: The working periods must be arranged in such a manner that they do not work for more than ten and a half hours a day, including the intervals for rest.

• Night Shifts: If a worker works on a night shift, the hours he has worked after midnight should be counted in the previous day.

• Prohibition of Overlapping Shifts: No more than one worker should be given work of the same kind at the same time.

• Extra Wages for Overtime: If any worker works for more than 48 hours in a week, they should be entitled to wages twice their ordinary rate of wages.

• Restriction on Double Employment: A worker should not be allowed to work in a factory if he is already doing work in another factory.

• Notice of Periods of Work for Adults: A notice should be put up every day, clearly showing the periods in which adult workers may be required to work that day.

• Register of Adult Workers: Every factory is required to maintain a register of adult workers showing the name and nature of the work of a worker.

• Hours of Work to Correspond with Notice and Register: No worker is allowed to work any work other than that mentioned in the notice and the register.

 

6. Employment for Younger Workers

• Prohibition of Employment of Young Children: Children less than 14 years of age must not be allowed to work in any factory.

• Non-adult Workers to Carry Tokens: An adolescent should not be allowed to work in a factory unless a certificate of fitness has been granted to him under section 69 of the Act.

• Certificate of Fitness: A certified doctor must issue a certificate of fitness to an adolescent, and the manager of the factory, or the guardian of the adolescent, is to sign a document stating that he will be employed in that particular factory.

• Register of Child Workers: A register should be maintained in the factory, mentioning the name of the child worker, the nature of his work, the group in which he is included, the shift of his group, and his certificate of fitness. No child worker should be allowed to work in the factory unless their name is entered in the register of child workers.

• Hours of Work to Correspond with Notice: No child should be employed in the factory otherwise than following the notice of periods of work for children displayed in the factory.
• A worker (both male and female) who has obtained a certificate of fitness can work in the factory only during the period of 6 A.M.- 7 P.M.

7. Annual Leave with Wages

• Annual Leave with Wages: Every worker who has worked for 240 days or more in a factory in a year should be allowed to have leave with wages in the subsequent year.

• Wage During Leave Period: A worker who has taken leave under section 79 or 80 of the act shall be entitled to wages at a rate equal to the daily average of his total earnings for the day during the month immediately preceding his leave.

• Payment in advance in Certain Cases: A worker who has been allowed leave for less than four days, in the case of an adult, and five days, in the case of a child, should, before his leave begins, be paid the wages due for the period of the leave allowed.

• In addition, the occupier is a Health Register in respect of persons employed in occupations declared to be dangerous operations under section 87 of the Act.

• Maintain a Bound Inspection Book.

• Annual return to be filed on time.

• Report from Health Officer.

 

What Are the Additional Health Provisions Under the Factory Compliance Checklist?

Here are the additional healthcare provisions that needed to be abided by companies to satisfy the mandates prescribed under the factory act compliance checklist discussed earlier:

1. Occupational Health Centre (OHC)

To satisfy the health care-related compliances for factory HR, companies must maintain a dedicated healing centre with medical equipment to manage hazardous processes, including certified personnel, & periodic doctor visits.

2. On-Site First-Aid Infrastructure

Factories must set up a designated first-aid room comprising stretchers, sterilised supplies, oxygen cylinders, & trained responders. These teams must be on their toes & ready to be dispatched for professional medical assistance during emergencies. Factory compliance audits must be done on these facilities from time to time for better governance.

3. Mandatory Health Surveillance

Workers dealing with chemicals, noise, radiation, or biological hazards daily must be monitored through regular medical tests, and records preserved for future or surprise compliance audits.

4. PPE Distribution & Accountability

Personal protective equipment or PPE, including helmets, gloves, respirators, safety footwear, & ear protection, should be issued to workers free of cost with usage tracking & replacement schedules.

5. Hazardous Substance Labelling

Containers, pipelines, & storage units holding gallons of chemicals or toxic materials must be labelled with hazard symbols, handling protocols, & first-aid instructions printed in the local language.

6. Noise Exposure Protection

Noise-prone areas must be acoustically treated, & noise meters must be installed. Additionally, shift rotation must be enforced to control long-duration exposure health risks.

7. Ergonomic Workstation Design

Workstations should reduce physical strain via adjustable seating (approved by ergonomic experts), anti-fatigue mats, conveyor layouts, & training on safe material handling and posture.

8. Emergency Medical Response Plan

Every factory must maintain a written medical response protocol covering evacuation maps, ambulance coordination, trauma care procedures, & staff drills.

9. Fire & Chemical Incident Readiness

Health-focused fire systems, eye-wash stations, safety showers, & toxin neutralisation facilities should be installed in factories that perform chemical-processing or heat-based operations.

 

What Are the Additional Safety Provisions Under the Factory Compliance Checklist?

Here are 5 additional safety provisions prescribed under the Factory Act compliance checklist:

1. Permit-to-Work System

High-risk activities like confined entry, electrical work, hot work, & maintenance necessitate authorised permits, supervision, risk controls, & post-completion clearance.

2. Lockout/Tagout (LOTO) Protocols

Energy-isolating devices must be locked & tagged during maintenance to negate the chances of accidental start-up, ensuring zero-energy conditions before intervention.

3. Incident & Near-Miss Reporting

Factories must document, investigate, & analyse incidents or near-misses in real-time, identifying root causes & implementing corrective actions on a priority basis to prevent recurrence.

4. Emergency Evacuation Drills

Periodic evacuation & mock-drill exercises must be deployed to train workers on alarm response, muster points, escape routes, & safe assembly procedures during emergencies.

5. Mandatory Machine Guard Audits

Scheduled inspections as a part of factory compliance audit should verify the presence, strength, & functionality of machine guards, interlocks, emergency stops, & fail-safes for continued safe operation.

 

What Are the Additional Welfare Provisions Under the Factory Compliance Checklist?

Here are the additional welfare provisions that employers must provide to improve the safety and well-being of the workers:

1. Health Insurance & ESI Assistance

Employers must facilitate medical insurance, ESI registration support, and claims assistance for eligible workers’ healthcare benefits as a part of fulfilling the requirements mandated under the factory compliance audit checklist.

2. Menstrual Hygiene Support

Factories must provide sanitary napkins, disposal units, private rest spaces, & awareness for women’s menstrual hygiene management.

3. Transport for Remote Locations

If factory premises are difficult to access, then employers must arrange safe transport facilities to ensure worker convenience & timely attendance.

4. Grievance Redressal System

A formal employee grievance cell with registers, response timelines, & resolution mechanisms must be maintained for welfare concerns.

5. Drinking Water Cooling & Purification Points

Factories must install multiple purified, cooled water dispensers with periodic testing & maintenance for comfort and disease prevention.

 

What Are the Working Hours and Leave Provisions Under Factory Compliance?

Here are the latest working hours and leave provisions mandated under the Factory Act based on the Occupational Safety, Health and Working Conditions (OSH) Code, 2020

Provision	Description	Notes / Compliance
Standard Working Hours (Daily)	Maximum of 8 hours per day under OSH Code; may extend to 9 hours as per transitional rules.	Worker consent is required for extended shifts beyond standard hours.
Standard Working Hours (Weekly)	Maximum of 48 hours per week, spread over six days.	6-day workweek with at least one weekly holiday.
Overtime Pay	Overtime beyond standard hours must be compensated at twice the ordinary wage rate.	Applies whether calculated on a daily or a weekly basis.
Rest Intervals	Workers must get sufficient rest breaks, typically at least 30 minutes after 5 hours of work.	Spread-over provisions ensure the total spread of work hours, including breaks, is compliant.
Annual Leave with Wages	Entitlement to paid annual leave: 1 day for every 20 days worked in a calendar year.	Leave encashment and carry-forward rules apply, subject to the Code’s conditions.

 

What Are the Employment Rules for Young Workers Under the Factory Act?

Here are the applicable rules specified under the Factory Act and Occupational Safety, Health and Working Conditions (OSH) Code, 2020, for employing young workers.

Provision	Key Rule / Standard	Notes / Compliance
Minimum Age for Employment	No one below 14 years may be employed in any factory or hazardous process.	The Constitution and labour laws prohibit child labour under 14 in factories.
Adolescents (14–18 years)	Factory employment is only if physically fit with a certified fitness certificate from a qualified surgeon.	The certificate must be carried by the adolescent while working.
Working Hours Limitation for Adolescents	Adolescents must not work more than 4.5 hours per day.	Night work for adolescents is generally prohibited.
Night Work Restriction	Adolescents are not permitted to work on night shifts (typically between 10 p.m.–6 a.m.).	Ensures rest and education opportunities for young workers.
Double Employment Restriction	A young worker employed in one factory must not be simultaneously employed in another factory on the same day.	Prevents excessive work hours and health risks.

 

What Are the Penalties for Non-Compliance Under the Factories Act?

The Factories Act non-compliance consequence can cause a serious headache for companies both in the short and long term. Here are the applicable penalties for non-compliance with the Factory Act as per the latest amendments.

Type of Non-Compliance / Offence	Penalty (Latest)	Notes / Reference
General contravention of the Act or rules	Fine up to Rs. 2,00,000 – Rs. 3,00,000 for establishments.	OSH Code imposes graded fines for general non-compliance with workplace regulations.
Failure to register or comply with safety standards	Fine up to Rs. 2 – 3 lakhs; compounded at 50 % max fine (first-time).	First-time fine-only offences can be compounded by paying 50 % of the maximum fine.
Offence causing employee death	Imprisonment up to 2 years, fine up to ₹5 lakh, or both.	Severe violations resulting in death attract enhanced penalties under the OSH Code.
Employee violation of safety provisions	Fine up to Rs 10,000 for individual employees.	Individuals (workers) failing to follow obligations may be penalised.
Obstruction of an Inspector or non-production of documents	Imprisonment up to 6 months and/or fine up to Rs 10,000.	Legacy Factories Act penalties retained until fully replaced by OSH Code rules.
False fitness certificate or misuse of documents	Imprisonment up to 2 months and/or fine up to Rs 1,000.	Specific penalty under earlier Factories Act sections still cited in compliance guidance.
Repeat contravention of the same provision.	Imprisonment up to 3 years and/or fine Rs. 10,000 –2 lakh.	For repeated offences involving the same compliance breach.
Contravention of hazardous process safety norms	Imprisonment up to 7 years and/or fine up to Rs. 2 lakhs (continued fines Rs. 5,000/day).	Section 96A legacy penalties for dangerous processes persist in enforcement.

 

How can Alp Consulting Help with Factory Compliance Management?

Alp Consulting Ltd helps companies achieve 100% factory compliance via end-to-end support across statutory audits, workforce documentation, safety standards, & labour law adherence. Our specialists streamline registrations, certifications, inspector coordination, & policy implementation aligned with the latest Factory Act and OSH Code 2020 amendments.

Using our 30 years of experience, we seamlessly manage recurring filings, build compliance calendars, conduct risk assessments, & deliver workforce training to prevent violations & penalties. With Alp, organizations enjoy a zero-deviation compliance ecosystem, improved governance, & peace of mind during inspections.

Conclusion

Factory compliance isn’t just a legal requirement; it’s an operational necessity that shapes workplace culture, safety, employee morale, and business continuity. With the OSH Code 2020 redefining inspection protocols and documentation standards, factories must adopt preventive compliance systems rather than reactive fixes. From overtime registers to factory compliance audits, employers need expert guidance to stay consistent, inspection-ready, and penalty-free.

Alp Consulting offers end-to-end factory compliance services: audit, documentation, training, filings, and risk management. Book a consultation and secure your factory’s compliance today.

Key Takeaways

• Factory compliance prevents legal penalties, improves workforce safety, and protects business reputation under evolving labour regulations.

• The Factory Act compliance checklist ensures structured control across licensing, health, safety, welfare, hours, and documentation.

• OSH Code 2020 modernizes Factory Act standards, demanding proactive audits, training, and inspector-ready records.

• Non-compliance invites fines, prosecution, business disruption, and loss of client trust, especially in export-focused industries.

• Expert compliance partners like Alp Consulting Ltd build zero-deviation factory compliance systems through audits, filings, and on-ground implementation.

 

FAQs

1. What Is Factory Compliance?

Factory compliance meaning is quite straightforward, and it is a government-moderated act that ensures factories meet legal standards for safety, health, welfare, working hours, documentation, inspections, & labour regulations mandated by law.

2. Is the Factories Act, 1948, replaced by the OSH Code in 2026?

Yes. From 2026, OSH Code 2020 will become the primary framework, subsuming most Factories Act provisions with modernised compliance rules & penalty structures.

3. How does the new 50% basic pay rule affect my factory overtime costs?

According to the Factory Act Overtime Compliance, basic equals 50% of CTC, with overtime calculated on a higher wage base that increases payouts, raising labour cost & payroll budgeting impacts.

4. How often should factory compliance be reviewed?

Compliance for factory HR must have monthly internal reviews, quarterly audits, and annual third-party assessments are recommended to maintain readiness, regulatory accuracy, and inspector-proof operations.

5. Is the Factory Compliance Checklist different from labour law compliance?

Yes. The factory compliance audit checklist is site-specific operations and safety rules; whereas labour law covers employment, wages, benefits, contracts, & workforce rights.

 6. What is a factory compliance audit checklist?

The Factory Act Compliance Checklist is a structured tool verifying statutory requirements: registrations, safety standards, welfare facilities, documentation, permits, equipment, training, inspections, and legal adherence.

Contact Us For Business Enquiry