In areas not directly connected to the core activities of business contract labour can be employed. Since housekeeping and work in canteen are not considered as core business activities there in nothing wrong in engaging contract labour for that functions. On the other hand, if you engage contract labour in production areas the concerned authorities can take steps to abolish it by order.
Permanancy of contract labour is not depended on how many days they work but it is mainly depended on whether the contract between the principal employer and the contractor is genuine or sham. If it is genuine and the contractor has obtained licence to engage contract labour then there is no question of contractor’s employees working with you claiming permanent employment with you. But on the otherhand, if the principal employer has complete supervision over the contractor’s employees in all respect and he has participated in any discussion related them like wage settlement or signed any agreement of settlement as one of the parties to it, the contract will be deemed to be sham and the employees of contractor will be eligible for permanancy.
This has been discussed earlier also. Please follow the link.
https://www.citehr.com/232682-break-...ml#post1042923
Regards,
Madhu.T.K