Corporate Law : India’s Social Security Code consolidates multiple labour welfare laws into a unified framework covering organised, unorganised,...
Corporate Law : The Code on Wages and the 2026 Rules introduce a uniform wage definition and cap exclusions at 50% of total remuneration. Employer...
Corporate Law : India’s new Labour Codes introduce a uniform wage definition and 50% cap on exclusions, affecting PF, gratuity, bonus, and salar...
Corporate Law : The paper examines whether recent labour law reforms deliver real gender equality or merely formal compliance. It concludes that d...
Corporate Law : Dhara Verma Abstract The labour welfare laws in India provide essential maternity and paternity benefits to workers which demonstr...
Corporate Law : The ruling clarifies that digital processes are encouraged but not mandatory, ensuring workers rights are protected even through p...
Company Law : The law removes sector-based exclusions and extends minimum wage protection to all employees. It confirms universal coverage acros...
Corporate Law : The FAQs explain the uniform wage definition and the 50% allowance cap across all Codes. Gratuity applies prospectively from 21 No...
Corporate Law : The Code retains trade union rights, collective bargaining, and strike provisions with notice requirements. It confirms continued ...
Corporate Law : Raising factory and licensing thresholds does not remove safety and welfare protections. All establishments with 10 or more worker...
Corporate Law : The Supreme Court held that compensatory allowances form part of “ordinary wages” for overtime calculation. Executive circular...
Corporate Law : The Karnataka High Court has set aside a prosecution order against Natural Remedies Private Limited. The court found that the Comm...
Corporate Law : Punjab & Haryana High Court directs that temporary employees cannot be replaced by another set of temporary staff but can be repla...
Corporate Law : The Telangana High Court addressed jurisdiction and employment status in Godrej Agrovet Ltd. Vs Presiding Officer. Key aspects of ...
Corporate Law : The Bombay High Court sets aside the Industrial Court's interim relief, reinstating employer rights to transfer and discipline emp...
Corporate Law : The Industrial Relations Code (Amendment) Bill, 2026 (Bill No. 33 of 2026), introduced in the Lok Sabha, seeks to amend section 10...
Corporate Law : The government has notified a clear wage ceiling for supervisory roles. Earnings above this limit remove such employees from worke...
Corporate Law : The Government has issued draft Coal Mines Safety Regulations, 2026 under the OSHWC Code, detailing safety standards, certificatio...
Corporate Law : The draft Central Rules lay down detailed procedures to operationalised the Industrial Relations Code, replacing older dispute and...
Corporate Law : The notification introduces draft rules under the OSH Code to unify and modernise labour regulation. The key takeaway is a shift t...
Management of KSRTC Vs Sri K. Shivaram (Karnataka High Court) Section 33C(2) of the I.D. Act refers to any amount due to workman. Section 33C(1) of the Industrial Dispute Act (I.D. Act) speaks of any amount due to workman under the settlement or award under the provision of Chapter 5-A or 5-B of the I.D. […]
(i) These rules may be called the Industrial Relations (Tamil Nadu ) Rules, 2022. (ii) They extend to whole of the State of Tamil Nadu. (iii) They shall come into force after the date of their publication in the Tamil Nadu Government Gazette.
(1) These rules may be called the Code on Wages (Tamil Nadu) Rules, 2022. (2) They extend to the whole of the State of Tamil Nadu. (3) They shall come into force after the date of their final publication in the Official Gazette, on the date of the commencement of the Code on Wages, 2019 (Central Act 29 of 2019).
Employees Provident Fund and Employees State Insurance are two social security scheme availably to the working class in India. These are the central government schemes, comes under the jurisdiction of The Ministry of Labour and Employment. Both the schemes introduced with the objective to improve the working class condition. It’s the employer’s duty to register […]
Only those Pensioners/Family Pensioners who are residing in an area not covered by CGHS, and specifically opt for not availing of OPD facilities in the nearest CGHS dispensary, are entitled medical allowance. An option is required to be exercised by a retiree at the time of retirement for availing OPD medical facility or FMA. Only one change in option in the life-time of a Pensioner/Family Pensioner is allowed.
The main object of the Payment of Bonus Act, 1965 is to maintain peace and harmony between labour and capital by allowing the employees to share the prosperity of the establishment, prescribing the minimum and maximum rates of Bonus together with the scheme of ‘Set on’ and ‘Set off’.
Provided also that in case of an insured woman who is in receipt of maternity benefit and due to reason of which a shorter contribution period is available to her in the contribution period in which the maternity benefit falls, she shall be qualified to claim sickness benefit in the corresponding benefit period if the contribution in respect of her was payable for not less than half the number of days available for working in such contribution period
The law related to labour’s minimum wages, safety, health and working Conditions and the Social Security are very complex in India. Many provisions of Labour Laws trace their origin to the time of the British Raj. However, with changing times, many of them either became ineffective or did not have any contemporary relevance. Rather than […]
Government of National Capital Territory of Delhi after adjustment of the average All India Consumer Price Index Number of the period from January 2021 to June 2021 which is 345.21, an increase of 4.26 points, hereby declares the following Dearness Allowances, which shall be payable for all categories w.e.f 01.10.2021. 4. The following revised rates of minimum wages shall be applicable in respect of unskilled, semiskilled and skilled categories in all schedules employment:-
Civil court lacks jurisdiction to entertain a suit structured on the provisions of the Industrial Disputes Ac. The decree favouring the plaintiff is a legal nullity and the finding of the High Court to this extent is upheld.
