The successive industrial revolutions since the 18th Century and the worker movements around the world are responsible for the labour laws we have in place today, but the history of labour and compensation for labour and labour law compliance is as old as civilization itself.
It could date back to the time of the Babylonian Civilization and Hammurabi’s code of law or much older to scriptures from Ancient India. But the modern and now accepted employment laws in modern India originated more than a century ago in as early as the 19th Century. In subsequent years, several laws have been added and amendments made to existing laws too.
Labour law compliance in India involves ensuring that the labour laws instituted by the governing body, either centre or state, collective for the tripartite, employees, employers and unions, is accepted and followed. It also ensures that individual labour laws are followed, which safeguard the employee’s rights at the workplace and a better work environment is maintained throughout the duration of work.
There are several concepts under labour law. The most important among them are discussed below with the questions that you must ask for each concept:
What is the remuneration you are offering an employee? What other benefits does it include? What are the total deductions from it? These questions will help you arrive at an ideal salary for the first important step in labour law compliance.
What is the shift timing in the company? Is it a night shift and how convenient is it for an employee? You must also look at whether the working hours are considered favourable by the employee.
Occupational safety is also very important in labour law compliance. How safe is the work environment? Are there any hazards that the employees should know about? Also, look at how you can make the work environment safer for employees.
What is the minimum duration an employee must serve as notice period before leaving the company? Why was the employee terminated, if he/she was? You must also look at the policies governing the notice period and the exit interview process itself. All of this will ensure compliance with labour laws in India even when the employee is leaving the company.
Is there any compensation for unemployment in the country and what are the requirements for it? If anyone has been unemployed for a while, what is the compensation due from the government to help keep the search active and how long will the compensation be provided?
Are there proper laws in place in the company to help protect against harassment? How do these laws fit in with the laws instituted by the centre and the state? What is the compensation to be provided to the victims of such harassment?
Is suitable compensation provided to an employee, in line with this salary and stature, for any work done overtime? How is the quantum of work calculated? Is it pro rata as per the salary provided to the employee?
Expectant mothers must be provided the benefits that are due to them. This is another crucial point for compliance with labour laws in India. Have you, as an employer, provided them with the leave and minimum salary that is due to them and for the specified duration? What can you do to better the paternity and maternity benefits that you offer?
And many more…
If there is something a business can’t do without, then that’s its people. To ensure that the people are all happy and work goes on without any interruptions, the rights of individuals must be safeguarded at the workplace. This is governed by labour laws in the country of employment and how well they are implemented in your business. Labour law compliance needn’t be difficult to manage.
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