Should HR Grads Focus on Labor Laws if IT Companies Don't Follow Them? Let's Discuss!

Hi friends,

Should an HR grad know about labor laws and industrial relations during his course? I think it's not necessary because no organization is following the law, especially IT/ITES companies. I think these subjects are useful to a person who has aspirations towards joining government organizations and manufacturing industries.

Give me feedback and comment on this statement.

Regards,
Arun

Hello friend,

According to me, an HR graduate must have knowledge of labor and industrial law. You are right; these laws are very important in a manufacturing company, but they are also relevant in other sectors as well.

As an HR manager, you must be proactive and know the legal boundaries. Law is a subject that every person should know. Most IT organizations follow procedures that go beyond the rules stated in labor law. For example, they offer attractive packages, so minimum wage may not apply, and working conditions are good, etc.

At the same time, labor laws are outdated, and there is a need for drastic changes. It is certain that there will be amendments in this law, including the service sector, which has recently emerged.

Labor and industrial laws that are important to all sectors include:

1. Payment of Bonus Act
2. Payment of Gratuity Act
3. Leave Rules
4. Recruitment Law
5. Provident Fund Law
6. Payment of Wages Act
7. Contract Labor Law

As you know, with mergers and acquisitions on the rise, the role of HR managers is also increasing, and having knowledge of the law will be a plus point.

Best regards,
KULDEEP SINGH RATHORE

Hi Singh,

Thank you for your reply. You have clarified my doubt. This semester, I have Industrial Relations and Labour Law. Could you help me study in an easy manner that helps to get marks? Also, can you tell me how it increases the role of mergers and acquisitions?

Regards,
Arun