Casual Labor in Seasonal Industries: Does the 60-Day Rule Still Apply?

A manpower working for less than 60 days without any pattern involved can be considered as casual labor. Does the same apply to seasonal industries as well?

Your question is not clear. But if you want to ask about casual labor, I would say that any employee engaged to meet work of a purely casual nature is a casual employee. It may include work directly connected with the core objective of the business, but in a very strict sense, the engagement of such labor to meet a business exigency shall be termed as 'temporary' employment and not casual employment.

Employees casually engaged are not employed following the recruitment policies of the company, and as such, no formal appointment order will be served to them, though all statutory benefits as mandated by the law in force will be extended to them. Normally, temporary appointment for a fixed period will be after following the HR policies with regard to such employment.

In seasonal employment, the engagement of workers during a 'season' will not fall under casual employment. They are regular employees only.

What is the significance of 60 days, I don't know. In seasonal employment, 75% attendance in each season would probably make the employee eligible for gratuity and other benefits. Therefore, it is not the number of exact days but the percentage of attendance that matters.

If you have certified standing orders, normally define the same. Even in the absence of standing orders, we can consider engagement for casual work as casual labor, such as painting and sanitation work for visits, etc. Individuals can be engaged in any type of work without specific duties, but not for a particular or regular period. The rest has been well explained by Mr. Madhu above.