1. Payment of Wages Act, 1936
- Employees must be paid on time (before 7th of the next month).
- Wages to be paid in cheque/bank transfer (Not cash)
- Salary Slips Are Mandatory!
- All employees must receive monthly salary slips.
- No unauthorized deductions (only fines, absence, advances, etc. allowed).
2. Minimum Wages Act, 1948
- Employees must be paid at least
- the government-notified minimum wages.
- Minimum wages include basic pay + cost of living allowance (DA).
- Rates revised periodically to adjust for inflation.
3. Payment of Bonus Act, 1965
- Profit Sharing with Workers Applicable to establishments with 20+ employees.
- Bonus eligibility → employees earning ≤ ₹21,000/month.
- Minimum bonus = 8.33% of wages, Maximum = 20% of wages.
4. Equal Remuneration Act, 1976
- Equal Pay for Equal Work
- No gender-based discrimination in wages.
- Equal pay for men & women doing same/similar work.
- Prohibition on discrimination in recruitment, promotions, or training.
5. Shop & Establishment Act
Working Hours:
- Max 9 hours/day, 48 hours/week.
- Weekly off & public holidays must be provided.
- Overtime wages at twice the normal rate.
- Casual leave, sick leave, earned leave
- Maternity leave benefits for women employees.
- Maintain attendance, wage, and leave registers.
- Issue appointment letters to employees.
6. Maternity Benefit Act, 1961
- 26 weeks of paid maternity leave (for up to 2 children).
- 12 weeks of maternity leave (for 3rd child onwards).
- 12 weeks leave for adoptive & commissioning mothers.
- Up to 8 weeks leave can be taken before delivery.
- No termination during maternity leave.
- Nursing breaks allowed till child is 15 months old.
- Work from home option (depending on role & agreement).
7. Employees' Provident Funds (EPF) Act, 1952
- Mandatory for companies with 20+ employees.
- Employer & Employee contribute 12% each.
- Employee can contribute more through Voluntary PF (VPF).
- PF amount earns annual interest (declared by EPFO).
- Withdrawal allowed at retirement (58 years) or partial withdrawal for housing, education, illness, etc.UAN (Universal Account Number)ensures portability across jobs.
- EPF enjoys tax-free status
8. ESI Act, 1948
- Applicable to establishments with 10+ employees, covering workers earning up to ₹21,000/month.
- Contribution: Employee 0.75% + Employer 3.25% of wages.
- Provides medical, sickness, maternity, disablement, and dependents' benefits.
- Covers employee + family (dependents).
- Managed by Employees' State Insurance Corporation (ESIC).
9. Payment of Gratuity Act, 1972
- Applicable to establishments with 10 or more employees.
- Employee becomes eligible after 5 years of continuous service (except in case of death/disablement).
- Formula: (Last Salary x 15 days x No. of Years) / 26.
- Maximum gratuity payable = ₹20 lakhs (tax-free limit).
- Payable on retirement, resignation, death, or permanent disability.
- Must be paid within 30 days of resignation
10. Industrial Disputes Act, 1947
- No wrongful termination allowed.
- 1-month notice or compensation must be given to employees.
- Deals with settlement of industrial disputes.
- Covers strikes, lockouts, layoffs, retrenchment, closure.
- Mass layoffs or closure of large establishments need government approval.
- Aims to maintain industrial peace & protect worker rights.
11. Contract Labour Act, 1970
- Companies with 20+ contract workers must register.
- Contract employees must get minimum wages & benefits.
- Aims to regulate and prevent exploitation of contract workers.
12. POSH Act, 2013 (Prevention of Sexual Harassment at Workplace)
- Applicable to all workplaces (organized & unorganized, private & government).
- Covers all employees (permanent, temporary, interns, contract workers).
- Every organization with 10+ employees must form an Internal Complaints Committee (ICC).
- Defines sexual harassment → physical contact, unwelcome advances, requests for sexual favors, hostile work environment.
- Provides confidential complaint process, inquiry & action within 90 days.
- Employers must ensure awareness, training & safe workplace.
13. Workmen's Compensation Act, 1923
- Workplace Injury Compensation
- Provides compensation to workers for injury, disability, or death due to employment.
- Employer is liable to pay compensation → medical expenses + monetary benefit.
- Aims to ensure financial protection for workers & families.
14. Apprentices Act, 1961
- Companies can hire apprentices (trainees) to teach them skills.
- The apprentice signs a training contract with the employer.
- Apprentices get a stipend (pocket money), not full salary.
- The company must give them proper training and safety.
- After training, they get a certificate but the company is not bound to give a job.