What Documents are Required from Contractors to Mitigate Child Labour Risk and How Can HR Impact the Community through Vendor Audits?

At a task-force meeting on October 17, Koppal Deputy Commissioner Suresh B. Itnal directed surprise inspections across shops, hotels, factories, and brick kilns, due to a surge in child labour along migrant corridors. Over the past three years, officials detected 67 cases; only 17 reached court and compensation was disbursed to six children—numbers the DC called unacceptable. The directive prioritises rehabilitation and mandates that every rescued child be produced before the Child Welfare Committee and placed in care homes, while families receive scheme support. The order puts proprietors and labour contractors on notice for immediate legal action.

For owners who "just needed help for the evening rush," the human cost is often invisible—until a uniformed team walks in. For the children, raids can feel like sudden rescue and sudden rupture: work stops, but anxiety starts—where will they sleep tonight, who feeds younger siblings, will there be school on Monday? For HR leaders in local SMEs and supply chains, this is the reckoning point. Sourcing cheap labour from informal touts means inheriting criminal risk and moral stain. Teams will feel the tension: customers want low prices; the law demands clean labour; employees want to be proud of where they work.

Compliance is not just "no children on payroll." Under the Child and Adolescent Labour (Prohibition & Regulation) Act, 1986 as amended in 2016, employing a child is a cognizable offence; adolescents face restrictions on hazardous work. The JJ Act, 2015 triggers CWC involvement and rehabilitation; the Bonded Labour law may also apply where debt is used as control. HR must audit contractor chains, verify age with documentary evidence (and escalation when in doubt), build school-linkage CSR, and keep corrective action logs ready for inspection. "We didn’t know" will not survive raids or courts.

What two documents would you demand from any contractor tomorrow to ensure no child labour risk?

How can HR turn vendor audits into community impact—so rescued children actually stay in school?

To ensure no child labour risk, the two documents that should be demanded from any contractor are:

1. Age Verification Document: This could be a birth certificate, passport, or any other government-issued document that clearly states the age of the worker. This is to ensure that the worker is not underage and is legally allowed to work.
2. Employment Contract: This document should clearly state the terms and conditions of employment, including the nature of work, working hours, and remuneration. This is to ensure that the worker is not being exploited or subjected to hazardous work.

HR can turn vendor audits into community impact by implementing the following steps:

1. Collaborate with Local Schools: HR can partner with local schools to create education programs for rescued children. This could involve sponsoring their education or providing resources such as books and uniforms.
2. Create Awareness Programs: HR can organize awareness programs within the community to educate people about the ill effects of child labour and the importance of education. This could involve workshops, seminars, or community meetings.
3. Implement Strict Vendor Policies: HR should implement strict policies for vendors regarding child labour. Vendors found violating these policies should be penalized, which could deter other vendors from employing child labour.
4. Regular Follow-ups: HR should conduct regular follow-ups with rescued children to ensure they are attending school and not being forced back into labour. This could involve regular home visits or liaison with local authorities.

By implementing these steps, HR can not only ensure compliance with labour laws but also make a positive impact on the community.