Welcome to the official blog of the Law Offices of Kr. Vivek Tanwar Advocate and Associates, where we are dedicated to providing litigation support services for matters related to Labour law. In today’s blog post, we aim to shed light on the prevailing issues surrounding labour law, the legal framework in place for their protection, and the steps we can take as a society to combat these acts. Join us as we explore this critical subject and empower you with the knowledge to protect your rights and safety.

Labour laws in India are a set of regulations and provisions that govern the rights, responsibilities, and working conditions of both employers and employees. These laws aim to ensure fair treatment, social security, and protection for workers. As of my last knowledge update in September 2021, here are some key aspects of labour laws in India:

  1. Industrial Disputes Act, 1947: This act provides regulations for resolving disputes between employers and employees. It covers issues related to layoffs, retrenchment, strikes, lockouts, and the formation of trade unions.
  2. Minimum Wages Act, 1948: This act aims to ensure that workers are paid fair wages by setting minimum wage rates for different industries and regions.
  3. Payment of Wages Act, 1936: This act governs the timely and proper payment of wages to employees, ensuring they are paid regularly and without unauthorized deductions.
  4. Employees’ Provident Funds and Miscellaneous Provisions Act, 1952: This act establishes a compulsory savings scheme for employees, wherein both the employer and employee contribute to a provident fund. This fund provides financial security to employees after retirement.
  5. Employees’ State Insurance Act, 1948: This act establishes a social security system for workers in the organized sector, providing them with medical, maternity, disability, and other benefits.
  6. Factories Act, 1948: This act sets standards for health, safety, and working conditions in factories. It covers aspects like ventilation, lighting, cleanliness, and welfare facilities for workers.
  7. Maternity Benefit Act, 1961: This act mandates certain benefits and protections for pregnant women and new mothers, including paid maternity leave and other related provisions.
  8. Child Labor (Prohibition and Regulation) Act, 1986: This act prohibits the employment of children in certain hazardous industries and regulates the working conditions of children in non-hazardous industries.
  9. Equal Remuneration Act, 1976: This act prohibits discrimination in remuneration (wages and benefits) based on gender.
  10. Contract Labor (Regulation and Abolition) Act, 1970: This act regulates the employment of contract labour, ensuring their working conditions are on par with regular employees.
  11. Payment of Bonus Act, 1965: This act mandates payment of annual bonuses to eligible employees, based on their salary and tenure.
  12. Trade Unions Act, 1926: This act provides for the registration and regulation of trade unions, which represent the collective interests of workers.

We are a law firm in the name and style of Law Offices of Kr. Vivek Tanwar Advocate and Associates at Gurugram and Rewari. We are providing litigation support services for matters related to labour Law.

written by -Adv Arti Mudgil

Leave a Reply

Your email address will not be published. Required fields are marked *

This field is required.

This field is required.


The following disclaimer governs the use of this website (“Website”) and the services provided by the Law offices of Kr. Vivek Tanwar Advocate & Associates in accordance with the laws of India. By accessing or using this Website, you acknowledge and agree to the terms and conditions stated in this disclaimer.

The information provided on this Website is for general informational purposes only and should not be considered as legal advice or relied upon as such. The content of this Website is not intended to create, and receipt of it does not constitute, an attorney-client relationship between you and the Law Firm. Any reliance on the information provided on this Website is done at your own risk.

The Law Firm makes no representations or warranties of any kind, express or implied, regarding the accuracy, completeness, reliability, or suitability of the information contained on this Website.

The Law Firm disclaims all liability for any errors or omissions in the content of this Website or for any actions taken in reliance on the information provided herein. The information contained in this website, should not be construed as an act of solicitation of work or advertisement in any manner.