Once a company has more than 10 employees, what compliance or labor law matters do we need to ensure are in place, like ESI and gratuity? If someone could provide more details on this, it would be helpful. Thank you.
From India, Chennai
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From India, Chennai
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Apart from ESI and Gratuity, the following might be applicable:
- Payment of Bonus if more than 5 years of service in the company
- Minimum Wages Act
- Payment of Wages Act
- Shops and Commercial Establishment / Factory regulations based on the nature of your industry
- Equal Remuneration Act
- Prevention of Sexual Harassment (POSH)
- etc.
From India, Bangalore
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653- Payment of Bonus if more than 5 years of service in the company
- Minimum Wages Act
- Payment of Wages Act
- Shops and Commercial Establishment / Factory regulations based on the nature of your industry
- Equal Remuneration Act
- Prevention of Sexual Harassment (POSH)
- etc.
From India, Bangalore
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Labour Law Compliance
Labour law compliance or statutory compliance is mandatory for any organization. An establishment has to comply as below:
- License availability.
- EPF and ESIC applicability.
- Professional tax applicability.
- WC policy as applicable.
- LWF applicability.
- Maternity laws if applicable.
- Overtime under Contract Labour Act if applicable.
- Payment of Wages Act.
- Bonus Act.
- Leave with Wages Act.
- Contract Labour Act if applicable.
- And any other specific applicable law under the type of business and employment schedule.
Important Compliance Areas
Important, however, is to ensure:
- Minimum wages and Payment of Wages Act.
- Professional tax act and all social welfare acts like EPF, ESIC, and Labour welfare.
- All returns are mandatory as per the schedules and applicable law.
For more details, please connect at [Email Removed For Privacy Reasons].
From India, Vadodara
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Labour law compliance or statutory compliance is mandatory for any organization. An establishment has to comply as below:
- License availability.
- EPF and ESIC applicability.
- Professional tax applicability.
- WC policy as applicable.
- LWF applicability.
- Maternity laws if applicable.
- Overtime under Contract Labour Act if applicable.
- Payment of Wages Act.
- Bonus Act.
- Leave with Wages Act.
- Contract Labour Act if applicable.
- And any other specific applicable law under the type of business and employment schedule.
Important Compliance Areas
Important, however, is to ensure:
- Minimum wages and Payment of Wages Act.
- Professional tax act and all social welfare acts like EPF, ESIC, and Labour welfare.
- All returns are mandatory as per the schedules and applicable law.
For more details, please connect at [Email Removed For Privacy Reasons].
From India, Vadodara
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Statutory Compliance of a Industrial or Commercial Unit.xls
Statutory-compl iance.pdf
Statutory Compliance.zip