Get the latest information about latest acts made for welfare of employees in India.
India, with its rich diversity of cultures and traditions, is also a land of diverse legal frameworks designed to protect the rights and well-being of its citizens. As we navigate through the complexities of the legal landscape, it is essential to have a comprehensive understanding of the key acts that shape our society. This parent page serves as a guiding light, shedding insights into pivotal legislations that impact the lives of millions.
There are various acts made by the government and the employee welfare association in India to protect the rights of employees and promote employee welfare in the long run.
Here is the list of certain acts which are passed to promote the employee welfare:
The Maternity Benefit Act, enacted on 12th December 1961, stands as a major legislation aimed at regulating the employment conditions of women across various sectors. Specifically, this Act applies to factories, organizations, and establishments with 10 or more employees. Its primary objective is to safeguard the rights of employed women, ensuring they receive adequate benefits and leaves before and after childbirth. This progressive law came into effect on 1st November 1963 and extends its jurisdiction over both government-controlled entities and private sector organizations. Through this Act, the government endeavors to create a supportive and secure work environment for female employees during the critical phase of maternity.
The Industrial Disputes Act of 1947 holds immense significance in Indian Labor Law. Enacted before the Indian Independence Act of 1947, this pivotal legislation regulates the rights of trade unions and individual workers in India. Its primary objective is to facilitate the resolution and investigation of industrial disputes, fostering harmony within the industrial sector by providing structured mechanisms for dispute settlement. The Industrial Disputes Act exemplifies India’s commitment to creating a conducive work environment, ensuring fairness and justice for employers and employees alike.
This act was enacted in 1923, aimed to streamline the process of providing financial aid to employees in the event of workplace accidents or mishaps. Prior to its implementation, employees faced the difficult task of seeking compensation through legal means. Workmen’s Compensation Act simplified the complexities associated with such claims, ensuring a more straightforward process for affected workers.
This legislation is applicable to employees regardless of their employment status, be it permanent, temporary, or contractual. Its provisions come into effect when an employee sustains an injury, experiences permanent disability, or unfortunately, succumbs to death while on the job.
POSH stands for Prevention of Sexual Harassment of Women in the Workplace. The cases of sexual harassment in the workplace were increasing rapidly in India. That’s why an act was needed to prevent it. That’s why this act was passed in 2013 with the major objective to safeguard the rights of women and prevent sexual harassment in the workplace. This act laid provisions for employers to prevent sexual harassment. In organizations with more than 10 employees, an ICC (Internal Complaint Committee) must be established. This committee is responsible for receiving and taking appropriate action on complaints.