A company is generally required to comply with certain employment laws based on nature of activities, number of employees, type of products, etc. Following are some of the labour laws and regulations in India:
(a) Industrial Disputes Act, 1947;
(b) Factories Act, 1948
(c) Industrial Employment (Standing Orders) Act, 1946;
(d) Shops and Establishments Act, 1954;
(e) Trade Unions Act, 1926
(f) Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013;
(g) Equal Remuneration Act, 1976;
(h) Minimum Wages Act, 1948;
(i) Payment of Bonus Act, 1965;
(j) Payment of Wages Act, 1936;
(k) Employee’s Compensation Act, 1923;
(l) Employees Provident Fund and Miscellaneous Provisions Act, 1952;
(m) Employees State Insurance Act, 1948;
(n) Maternity Benefit Act, 1961;
(o) Payment of Gratuity Act,1972;
(p) Apprentices Act, 1961;
(q) Child and Adolescent Labour (Prohibition and Regulation) Act, 1986;
(r) Contract Labour (Regulation and Abolition) Act, 1970;
(s) Environment (Protection) Act, 1986; and
(t) Rights of Persons with Disabilities Act, 2016;
In India, laws pertaining to social security benefits such as employees provident fund, gratuity, pension fund, employment termination related laws, and change in conditions of service of employees are the most critical aspects and hence highly regulated.