Navigating Indian Labor Laws: What Statutory Obligations Should We Follow?

Hello Everyone, I represent an Indian private company, which is a subsidiary of a global company with a presence in around 30 countries worldwide and more than 1000 employees. In India, we have approximately 50 employees and an office in Mumbai (service sector).

Understanding Applicable Labor Laws

I wanted to understand which labor laws are applicable to us. We have coverage for PF and gratuity. Additionally, we have group mediclaim and personal accident policies. Are there any other statutory obligations that we need to follow?

Please provide your valuable advice.

Thank you,

Vaishali

Hi,

Yes, you may have to avail ESI Enrollment, PT Enrollment, and Shops & Commercial Establishment registration as it's the service sector. You may also have to obtain a trade license.

Thank you.

Miss Vaishali, you also need to take ESIC number if applicable to you.

DC Patel 9825147105. If the wages of your employee are up to 15000 per month, you need to cover them under ESIC as per the act.

Whether all the employees are directly on your payroll, or you have hired some employees from any contractor or taken a contract to deploy manpower at any site, if so, then you are covered under the CL (R&A) Act, 1970 as well.

As per your query, it seems you are asking only about the legal and statutory compliances and registration. But there are some more Acts, Policies, and Procedures that are being adopted/followed by big organizations. Some are of routine nature, and some arise at certain points in time.

- Maternity Benefits Act (If ESI is not applicable, then you have to provide the benefit). Ensure that the mediclaim policy obtained by you covers the Maternity Benefit.
- Payment of Bonus Act.
- Minimum Wages Act.
- Payment of Wages Act.
- Workmen Compensation Act (Now known as Employees Compensation Act).

There can be some policies defined by the company keeping in view welfare, discipline, and controlling aspects related to employees.

- Discipline Policy
- Loan Policy
- Leave Policy
- Reimbursement Policy (Conveyance, Telephone, other expenses)
- Recruitment Policy
- Staff Promotion
- Training Policy
- Travel Policy

Please review and ensure compliance with all relevant Acts and Policies.

Kind regards

Legal Compliance for Labour Laws

Our learned friends have given a lot of details above. I wish to add that your establishment needs to display effects by showing an abstract of Labour Laws as well, which is also a legal requirement. Ours is an organization that provides all support to clients like yours.

You may write to us for a copy of the Abstract of applicable Labour Laws in the Establishment at our address below:

RDS Yadav
Labour Law Adviser
Navtarang HR Services
Director - Future Institute of Engineering and Management Technology
Email: [Email Removed For Privacy Reasons]

Please let me know if you need any further assistance.

Thank you.

Regards,
RDS Yadav