Just as India observes Labor Day on May 1, 2025, it is a critical moment to recognize the unremitting efforts of the labor force and reflect on its rights. This day commemorates the historical struggle for the practice of fair labor and also reminds people of the existing legal framework aimed at protecting workers. Understanding these labor laws is crucial for both employees and employers to ensure a fair and equitable working environment. This article will delve into India’s key labor laws, which everyone should realize in 2025.
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In the Covid-19 outbreak, many states have relaxed labor laws in favor of employers/investors so foreign investment can attract their states. This relaxation could lead to India’s labor laws violations. In this article, we explain some important labor laws and their provisions.
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As long as people hire others, the rules of work already exist. What we now call labor law (or employment law) is really just a formal system for workers to balance the needs of businesses.
Think about it – the entire protective frame can make our great-grandparents dream only when you clock each morning. These laws did not appear overnight. The staff fought for them and sometimes gave them blood and sweat in the process.
The core of labor law is to deal with the chaotic reality of workplace relations. It sets the boundaries between bosses and workers, defines what unions can do, and establishes basic standards of treatment in the work. Rules cover everything from safety issues (such as ensuring construction workers have the proper equipment) to daily concerns (such as ensuring you actually get overtime pay).
Most labor protection belongs to two major reservoirs. The first batch involved group rights – how workers organize, establish trade unions and bargain. The second focuses on personal protection – the individual rights of each worker regardless of union membership.
The Industrial Revolution completely changed the way people worked, often wearing down workers under terrible conditions. In the 1800s and 1900s, we believed that the workforce movement developed in response helped to drive this crucial protection. These rights not only protect individual workers—wherever they help build more stable and equitable economies.
Thanks to the Labor Movement next time you enjoy the weekend. These two days of rest are not always given!
List of major labor laws in India
1. Workers Compensation Act of 1923
2. Trade Unions Act 1926
3. The Wage Payment Act of 1936
4. Industrial Employment (Regular Order), 1946
5. India Industrial Disputes Act 1947
6. 1948, Minimum Wage Act
7. Factory Law, 1948
8. The Maternal Welfare Act of 1961
9. The Bonus Act of 1965
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10. MRTU and pulp method in 1971
11. The Tipping Act of 1972
12. Compliance rules for Labor Law
13. Employee Provident Fund
14. Employees’ national insurance
15. Collective negotiation
16. Unorganized Workers Social Security Act 2009
17. Sexual harassment by women in the Workplace Act 2013
Now, let us get a glimpse of some important labor laws in India.
1. Trade Unions Act 1926:
Trade unions are a very powerful medium to save employees’ rights. These unions have the power to force senior management to accept their reasonable demands.
Article 19(1)(c) of the Indian Constitution gives everyone the right to “establish associations or trade unions”. The Trade Unions Act 1926 was amended in 2001 and contains rules regarding the governance and general rights of trade unions.
2. “Wage Payment Act 1936”:
The bill ensures that workers must receive wages/salaries on time without any unauthorized deductions. Section 6 of the Wage Act of 1936 says that workers must be paid in money rather than in kind.
3. Industrial Disputes Act 1947:
The bill has provisions on fair dismissal of permanent employees. As in this law, workers who have been employed for more than one year can be dismissed only if appropriate government offices/appropriate authorities seek to grant and grant and grant.
Workers must be given a legitimate reason before they are fired. Employees of a permanent work nature can only be terminated to prove misconduct or are absent in the office.
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4. In 1948, the minimum wage law:
The bill ensures minimum wage/wage for workers in different sectors of the economy. State and central governments have the right to decide wages based on the type of work and location.
The salary may range from Rs 143 to Rs 1120. This minimum wage may vary from state to state.
Under MGNREGA, the average daily wage rate for unskilled jobs will rise by 11% from Rs. 182 to Rs. 2020-21.
MGNREGA workers received Rs 258 in Dadra and Nagar Haveli, while Rs 238 in Maharashtra and Rs 204 in West Bengal.
5. The Maternal Welfare Act of 1961:
The bill should be eligible for maternity leave for pregnant women employees, i.e., payment is still paid in full despite not attending work. Under the bill, female workers are entitled to maternity leave up to 12 weeks (84 days). All organized and unorganized offices with more than 10 employees should enforce this bill.
Therefore, the law protects the work of pregnant and post-delivery female workers. The bill was amended in 2017.
6. Sexual harassment of women employees in the Workplace Act of 2013:
The bill prohibits any sexual harassment of female workers in the workplace. The bill comes into effect on December 9, 2013.
What is sexual harassment:
a) Show pornography
b) Requirements for sex or requests
c) Sexual color speech
d) Physical contact and progress
e) any other unwelcome physical, verbal or nonverbal behavior of nature.
f) Horrible comment
The bill must be implemented by all public or private, organized or unorganized departments with more than 10 employees. The bill covers all women regardless of her age or employment status. Most Indian employers do not enforce this law.
Source: https://dinhtienhoang.edu.vn
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