INTRODUCTION

In this catastrophe of pandemic COVID-19, we’ve got seen the fast of labour in the workplace is currently speedily transiting into work from home. The staff has to be compelled to leave the workplace house and currently functioning from their own homes or distant areas. The question within the mind of many of the employees is that whether or not the home-based work/ remote work is supported by Indian Labour laws or not. Amidst varied recommendations and initiatives, no specific policy or law is brought for the home-based staff.

The present condition raises a matter regarding the condition and availableness of specific labour laws for the Home-Based employee that additionally embraces the informal staff and freelancers. Labour law is for the protection of wages and providing smart operating conditions to the employee of the organized sector however, no law is intended if the geographical point is home.

According to Our Constitution, the word “Labour” falls beneath the coincident list which provides power to each State furthermore because the general assembly creates laws and amend identical.

Labour law additionally referred to as employment law is that the body of laws, body rulings, and precedents that address the legal rights of, and restrictions on, operating individuals and their organizations. As such, it mediates several aspects of the connection between trade unions, employers, and staff. In alternative words, Labour law defines the rights and obligations of staff, union members, and employers within the geographical point. The conception of labour law has been a dynamic field because it keeps on ever-changing with time and circumstances. The Parliament recently created an enormous change wherever labour law has been consolidated into 3 laws.

WHAT ACTUALLY IS LABOUR LAW?

Labour laws area unit the laws that regulate the utilization conditions in the Asian nation. It defines the rights and obligations of staff, employers, labour unions, etc. it’s an effect on billions of people operating within the formal sector however on none within the informal sector. Our country had forty central and quite one hundred state legislation that pertained to labour law, most of that was recently in Sept 2020, consolidated and statute into four laws; these laws with several remnant laws along represent our labour laws.

Employers additionally should follow specific rules once coping with union members. Example, leaders could solely discuss with selected union representatives and should fastidiously any agreement between the union and therefore the employer.

HISTORICAL BACKGROUND OF LABOUR LAWS

Labour law arose thanks to the stress of staff for higher conditions, the proper to prepare, and therefore the synchronous demands of employers to limit the powers of staff in several organizations and to stay labour prices low. Employers’ prices will increase thanks to staff organizing to win higher wages, or by laws imposing pricey necessities, like health and safety or equal opportunities conditions. They were developed because the results of the commercial revolution throughout the eighteenth century. It became essential to prevent the unfair treatment dispensed to the staff, because the rate at that the industries were going at the price of labour was a disaster, on the flip aspect with the French Revolution within the image, therefore society was moving towards social justice so because the accumulative results of conflict, labour laws were brought within the eighteenth century, however within the true sense, they received acceptance within the twentieth century. Workers’ organizations, like trade unions, may transcend strictly industrial disputes, and gain political power – that some employers could oppose. The state of labour law at anybody time is so each the merchandise of, and a part of struggles between totally different interests in society.

OBJECTIVE OF LABOUR LAW

Labour laws area unit on the coincident list; each Centre and States will enact on the topic. Labour laws area unit enacted to keep up peace and promote the welfare of labour. It regulates employment conditions and ascertains every individual’s rights.

The Code on Wages Act, 2019 envisages regulation wage and bonus payments altogether employments wherever any business, trade, business, or manufacture is administered. The Occupational Safety Code, 2020 pertains to safety, health, and dealing conditions. The Industrial Relation Code, 2020 seeks to interchange 3 labour laws and can regulate the relationship between employers and staff within the business and outline their role. Social Security and Welfare Code, 2020 expounds on the measures to supply people and families a financial gain once the regular sources area unit was non-continuous, or finished thanks to intensive expenditures. Social Security could also be given to a person in an exceedingly monetary crisis, in money or kind.

  • The Code on Wages, 2019

The Code on Wages, 2019 was introduced in Lok Sabha on 23rd of July 2019 and was passed on 30th of July 2019. The Bill was passed in Rajya Sabha on 2nd of August 2019. It received Presidential assent on 8th of August 2019.
Objective:

It aims to manage wage and bonus payments altogether employments (industry, business, trade, and manufacture).
Laws Replaced by it:

The Code on Wages replaces four existing Laws: (a) Minimum Wages Act, 1948 (b) Payment of Wages Act, 1936 (C) Payment of Bonus Act, 1965 (d) Equal Remuneration Act, 1976

  • The Occupational Safety, Health and Working Conditions Code, 2020

The Occupational Safety, Health, and working Conditions Code, 2020 was introduced in Lok Sabha on 19th September 2020 and was passed on 22nd September, 2020. The Bill was passed in Rajya Sabha on 23rd September 2020. It received Presidential assent on 28th September 2020.

The definition beneath section 2zf had been modified from what it had been within the 2019 Bill. Currently, it defines the term as once an individual from another volitionally involves another State in search of labour and has a financial gain that is Rupees eighteen, or less is going to be termed as interstate Migrant staff, this new bill additionally provides plenty of benefits to the interstate migrant staff furthermore.

The definition of “Factory” has been amended from what it had been within the 2019 Bill and consistent with this Bill, it excludes Mining from the definition. The opposite amendments embrace that the full operating hours of a workers are mounted to eight hours every day, and girls will add any geographical point, and if they’re needed to figure in any dangerous geographical point, the employer’s area unit guaranteed to take necessary precautions before.

Objective:

The code aims to consolidate and amend the laws regulating the activity safety, health, and dealing conditions of the persons used in an institution.

Laws Replaced by it:

The activity Safety, Health and dealing Conditions Code, 2020 replaces thirteen existing Laws: (a) The Factories Act, 1948 (b) The Mines Act, 1952 (c) The Dock staff (Safety, Health, and Welfare) Act, 1986 (d) The Building and alternative Construction staff (Regulation of Employment and Conditions of Service) Act, 1996 (e) The Plantations Labour Act, 1951 (f) The Contract Labour (Regulation and Abolition) Act, 1970 (g) The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 (h) The operating Journalist and alternative News Paper staff (Conditions of Service) and Miscellaneous Provisions Act, 1955 (i) The operating Journalists (Fixation of rates of wages) Act, 1958 (j) The Motor Transport staff Act, 1961 (k) The publicity staff (Condition of Service) Act, 1976 (l) The Beedi and smoke staff (Conditions of Employment) Act, 1966 (m) The Cine-Workers and Cinema Theatre staff Act, 1981.

  •  The Code on Social Security, 2020

The Code on Social Security, 2020 was introduced in Lok Sabha on 19th September 2020 and was passed on 22nd September, 2020. The Bill was passed in the Rajya Sabha on 23rd September, 2020. It received Presidential assent on 28th September, 2020.

A provision of this Bill beneath Section 6(1) states that a replacement board would be got wind of known as The National Social Security Board which might advise the govt on new schemes that might profit the staff within the unorganized sector or the staff WHO work on a brief basis.

Any employers WHO rent an individual on a brief basis, have to be compelled to contribute a minimum of one or two of their annual turnover for the Social Security of those gig staff.

Objective:

It aims to increase Social Security to any or all staff and staff either within the unionized or unorganized or the other sectors.

Laws Replaced by it:

The Code on Social Security, 2020 replaces nine existing laws: (a) The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 (b) Payment of Gratuity Act, 1972 (c) Employees’ Compensation Act, 1923 (d) Maternity profit Act, 1961 (e) Employees’ State Insurance Act, 1948 (f) staff Cess Act, 1996 (g) Cine staff Welfare Fund Act, 1981 (h) Building and alternative Construction and Unorganised Workers’ Social Security Act, 2008 (i) Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.

  • The Industrial Relations Code, 2020

The Industrial Relations Code, 2020 was introduced in Lok Sabha on 19 September 2020 and was passed on 22 September, 2020. The Bill was passed in Rajya Sabha on 23 September 2020. It received Presidential assent on 28 September, 2020.

According to it had been vital for geographical points hiring quite one hundred staff to own service rules developed specifically mentioning however the staff ought to conduct themselves furthermore as alternative rules and laws to be followed within the workplace and every one of those rules had to be famed to the staff obligatorily. Currently consistent with the new bill, it’s been inflated to workplaces having quite three hundred staff. Thereby creating it not necessary for employers to create these rules if they need but three hundred staff and thanks to this, it makes it easier for the businesses to rent and take away the staff.

Objective:

It aims to consolidate and amend the laws about Trade Unions, conditions of employment in industrial institutions or endeavours, investigation, and settlement of commercial disputes.

Laws Replaced by it:

The Industrial Relations Code, 2020 replaced three existing laws: (a) the Trade Unions Act, 1926 (b) the commercial Employment (Standing Orders) Act, 1946 (c) the commercial Disputes Act, 1947.

  •  The Code on Wages, 2019

The Code on Wages, 2019 was introduced in Lok Sabha on 23rd of July 2019 and was passed on 30th of July 2019. The Bill was passed in Rajya Sabha on 2nd of August 2019. It received Presidential assent on 8th of August 2019.
Objective:

It aims to manage wage and bonus payments altogether employments (industry, business, trade, and manufacture).
Laws Replaced by it:

The Code on Wages replaces four existing Laws: (a) Minimum Wages Act, 1948 (b) Payment of Wages Act, 1936 (C) Payment of Bonus Act, 1965 (d) Equal Remuneration Act, 1976

CONCLUSION

The government has introduced flexibility in our labour laws, in pursuance of that the staff area unit currently left at the mercy of the employers; from their operating condition to their wages everything is upon the employer’s discretion. The question remains what’s the guarantee this can attract investors as we tend to still lack mean laborers by an extended margin. Taking advantage of a weak moment within the national history, the government’s complete revamp of our labour laws and allowing the states to tweak their domestic laws to erupt legislations that may garner foreign investment, whereas undoubtedly compromising the nation’s own workers’ safety for a really while if not indefinitely, was a conniving move.

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