Labour laws - Is not there any law/rule for existing contract labour compensation on termination?

Sir, If contract labour is engaged in a PSU company for more than 5 years. now a new contractor has been appointed and he wants to terminate the existing labours and put in his own persons. Is not there any law/rule regarding their compensation on termination? it is so easy for a contractor to terminate an existing contract labour who has been working for years.

As the contract has come to an end, the contract labour engaged by the contractor also ceases to be employed. Against contract labour the PSU is not obliged to pay any compensation. The labour has to make a claim against the contractor if the party is unable to deploy elsewhere. This is the position if the engagement of contract labour was through a proper and legal process, otherwise, the contract labour can press for continuing them with the new contractor or press for compensation in lieu of retrenchment & gratuity, notice period etc.

Hi Kunal Kumar,

I can try to provide some general guidance. In situations like this, it's important to consult with a legal professional who is familiar with the specific labor laws in your jurisdiction.
. The specific rights and protections can vary widely depending on the state. Here are some general points to consider:

Contract Terms and Conditions: The terms and conditions of the original contract between the labourer and the contracting company should be reviewed. This may include provisions related to termination, notice periods, and compensation in case of termination.

Applicable Labour Laws: There may be specific labour laws or regulations in your jurisdiction that govern the rights of contract workers. These laws can address issues like termination, compensation, and benefits.

Contractor's Responsibility: The new contractor may have certain legal obligations when taking over an existing contract. They may need to honour the terms of the existing contracts, including any provisions related to termination and compensation.

Consult a Legal Professional: If the existing contract laborers feel their rights are being violated, they should consult with a legal professional who is knowledgeable about labour laws in your jurisdiction. They can provide specific advice and may be able to help take appropriate action.

Union Representation: If the contract labourers are part of a union, the union may be able to provide support and advice in this situation.

Laws can vary significantly from place to place, so it's crucial to seek advice from a legal professional who is familiar with the labour laws in your specific jurisdiction. They will be able to provide guidance based on the specific circumstances and applicable laws in your area.
Thanks

From the post it could be easily understood that the Contract (with the previous contractor) was just a sham contract. had it been a genuine contract, the workers of that contractor would never have continued in the unit and that the new contractor had to terminate them. When the contract came to an end, the contractor should have withdrawn his workers from the plant and either retrenched them by paying whatever dues are applicable or deployed them elsewhere. The management of the Unit also kept silent but allowed the workers to continue. That silence will cost the management as lot if the workers prefer a litigation for gratuity, compensation or regularisation.

The new contractor should not interfere in this subject because he has no legal relationship with the workers. The management also cannot interfere but they can ask the contractor (old) to withdraw the workers from the Unit. This will be objected by the workers, anyway and the only solution is a settlement.

Yes, there are laws and rules in India for contract labour compensation on termination. The main law governing contract labour is the Contract Labour (Regulation & Abolition) Act, 1970 (CLRA).

The CLRA provides that the wages earned by a contract worker must be paid before the expiry of the second working day from the day on which his employment is terminated.

In addition to this, the CLRA also provides for the following compensation on termination of contract labour:

Notice pay: If the contract is terminated without notice, the contractor must pay the contract worker notice pay for one month.
Retrenchment compensation: If the contract is terminated due to retrenchment, the contractor must pay the contract worker retrenchment compensation equal to 15 days' average pay for each completed year of continuous service or any part thereof in excess of six months.
The CLRA also provides for the following protections for contract labour:

Contract workers must be paid the same wages as regular workers for the same work.
Contract workers must be provided with the same benefits as regular workers, such as provident fund, gratuity, and leave.
Contract workers cannot be discriminated against on the basis of their status as contract workers.
It is important to note that the CLRA does not apply to all contract workers. It only applies to contract workers who are employed in establishments that are covered by the Act. Some of the establishments that are covered by the CLRA include:

Factories
Mines
Plantations
Construction sites
Ports
Warehouses
Shops and commercial establishments
If you are a contract worker and you have been terminated from your job, you should check to see if you are entitled to any compensation under the CLRA. You can get more information about the CLRA from the website of the Ministry of Labour and Employment, Government of India.