Follow Us :

The labour laws derive their origin, authority and strength from the provisions of the Constitution of India. The relevance of the dignity of human labour and the need for protecting and safeguarding the interest of labour as human beings has been enshrined in Chapter-III and Chapter IV  of the Constitution of India keeping in line with Fundamental Rights and Directive Principles of State Policy. Labour Laws are imposed by the State as well as Central Government. It regulates the companies, workers, traders, apprentices, establishments etc. Non-compliance with the laws can lead to punitive action towards the organization.

Labour law

Following are the list of applicability of Labour Laws on different organizations:



The Employees’ Compensation Act, 1923 (i) It applies to employees working in factories, mines, docks, construction establishments, plantations, oilfields and other establishments listed in Schedule II of the Employee’s Compensation Act.

(ii) It also applies to persons recruited for working abroad and who is employed outside India as in Schedule II of the Act.

(iii) It also applies to a person recruited as the driver, helper, mechanic, cleaner or any other in connection with a motor vehicle and to a captain or other member of the crew of an aircraft.


The Trade Unions Act, 1926 It applies on the Union of Workers and Association of Employees


The Payment of Wages Act, 1936 This Act is applicable to all persons employed, whether directly or through contractors, in a factory, upon railways or certain specified industrial or other establishments.


The Industrial Employment (Standing Orders) Act, 1946. It applies to every industrial establishment wherein 100 or more workmen are employed.


The Industrial Disputes Act, 1947 It applies to every Industry and its various industrial establishment carrying on any business, trade, manufacture or distribution of goods and services irrespective of the number of workmen employed there in.


The Minimum Wages Act, 1948 It applies to every employer that employs 1000 or more employees in the respective state.


The Employees’ State Insurance Act, 1948 It applies to all factories and other establishments in such where 10 or more persons employed and the beneficiaries’ monthly wage does not exceed Rs. 21,000/- are covered under the scheme.


The Factories Act, 1948 It applies in the Factory using power & employing 10 or more workers and if not using power, employing 20 or more workers on any day of the preceding twelve months


The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 It applies to  establishments who employ a minimum of 20 employees


The Maternity Benefit Act, 1961 (i) The Maternity Benefit Act, 1961 is applicable to mines, factories, circus industry, plantations, shops and establishments engaged in the exhibition of equestrian, acrobatic and other performances, irrespective of the no of employees.

(ii) Every shop or establishment wherein employing ten or more persons


The Payment of Bonus Act, 1965 Every factory and every other establishment in which twenty or more persons are employed on any day during an accounting year.


The Contract Labour (Regulation and Abolition) Act, 1970. It applies to any establishment in which twenty or more workmen are employed on any day of the accounting year as contract labour.


The Payment of Gratuity Act, 1972 Every factory, mines, oilfields, plantations, ports, railway companies, shops or and every other establishment in which ten or more persons are employed on any day during an accounting


The Equal Remuneration Act, 1976 It applies to all employees working in mines, factories, plantations, construction establishments, oilfields, etc.


The Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 It applies to an establishment or a class of establishments in which, where child labour are involved.


 Sexual Harassment of Women at Workplace Act, 2013 It is applicable to every workplace, establishment, company or organization employing 10 or more employees (full time, part time, interns or consultants included) irrespective of its location or nature of industry.


 The Apprentices Act, 1961 The Act is applicable to engineering, non-engineering, technology or any vocational course. The employer is required to provide training facilities to apprentices.

Disclaimer: –The above mentioned article has been based on relevant provisions of various acts as mentioned above. Under no circumstance, the author shall not liable for any direct, indirect, special or incidental damage resulting from, arising out of or in connection with the use of the information.

Join Taxguru’s Network for Latest updates on Income Tax, GST, Company Law, Corporate Laws and other related subjects.


  1. sachingurav says:

    Good Article. pls can u allign this with Labour codes and then say the implications. Since we dont have clarity on that in this.

Leave a Comment

Your email address will not be published. Required fields are marked *

Search Post by Date
April 2024