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The Trade Unions Act, 1926 covers "Class or group actions” in the mechanism of collective bargaining, in India, while dealing with questions of labor standards. This write-up highlights how employees can resort to Collective Bargaining in India and how the legislation is structured to manage Trade Union Disputes.
India’s labour and employment laws are not applied outside India, but are applied solely within the territorial jurisdiction of the country.
There exist no specific rules for the application of other countries’ labour and employment laws in India because these are not generally considered in deciding Indian lawsuits. Indian courts have opined that Indian labour laws have been enacted to suit the conditions of the country and the legislature has therefore, enacted provisions that are not parallel with those in other countries.
Unless there is a bilateral agreement with a country, the question of application of that foreign country’s law on Indian labourers does not arise.
In India, the labour laws are enacted primarily in keeping with the interest of labourers and their welfare. If the workers of a foreign employer in India were given more beneficial interest than their Indian counterparts, it could be difficult to question that or insist that the foreign company adhere to the norms prescribed by Indian labour law.
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