India's OSH Code, 2020: A Single Safety Law for All Workers

European Labour Authority (ELA) [New Guide] Detecting and addressing labour exploitation A guide for labour inspectors [10 October 2025] https://lnkd.in/gKvdQE2X and [Infographic] Quick reference: Basic rights according to status of the worker https://lnkd.in/gaD57sPb   Press Release New guide empowers workplace inspectors to combat labour exploitation in the EU [10 October 2025] https://lnkd.in/gdPW4_zU   The EU Agency for Fundamental Rights (FRA) and the European Labour Authority (ELA) have jointly launched a new practical guide to help workplace inspectors to identify and address labour exploitation. The guide will also help workers to claim and enjoy their rights across the European Union. News The guide – and the quick reference – focuses on protecting EU nationals working outside their home country and non-EU nationals employed within the EU. It provides inspectors with clear and practical tools, including: explanations about different forms of labour exploitation; overview of foreign workers’ rights under EU law; guidance on how to speak with workers; indicators for spotting potential exploitation; and advice for supporting victims of labour exploitation. This new resource builds on FRA’s earlier work, which includes a training manual for labour inspectors and reports on labour exploitation, and on ELA’s Training Manual on Labour Exploitation and Labour Law Violations. These resources help to protect the fundamental rights of workers and ensure they can move and work freely across the EU.

Labour Laws are important and are actually everyone's concern irrespective of the role assumed in industry, whether employer, employee, trade union or regulation agency. Labour Laws benefit all industry players as a legal framework for industry interaction is provided for fair and safe workplaces, protection of rights, and ensuring legal compliance. This includes among many other things, knowing rights to minimum wages, safe conditions, protection from discrimination, collective bargaining, industrial relations, health and safety regulations, social security, individual employment relationships, fair pay, proper termination processes, avoiding legal risks, financial penalties, and reputational damage. We invite you to join us on this mentorship journey as we embark on a new series where various Zambian Labour Laws are elucidated. In discussion: Employee Welfare - Section 92 to Section 106 of the ECA No.3 of 2019. ☆ Housing of employees ☆ Water and sanitation for employees ☆ Medical attention ☆ Employment polices, procedures and codes ☆ Non compliance with Division ☆ Regulations on polices, procedures and codes ☆ Category of employees ☆ Constitution of Labour Advisory Committee ☆ Composition of Labour Advisory Committee ☆ Functions of Labour Advisory Committee ☆ Powers of Labour Advisory Committee ☆ Secretariate of Labour Advisory Committee ☆ Application of minimum standards ☆ Duties of employer ☆ Regulation of wages and conditions of employment Save the date and see you there.

What is Labour Law Meaning: Labour law, also known as employment law or industrial law, is a body of rules and regulations that governs the relationship between employers, employees, and trade unions. It aims to protect workers’ rights, ensure fair treatment, and promote harmonious industrial relations. Objectives: 1)To safeguard the interests and rights of workers. 2)To regulate working conditions, wages, and hours of work. 3)To provide mechanisms for resolving industrial disputes. 4)To ensure social justice and industrial peace. 5)To promote the welfare of labour and enhance productivity. Scope: Labour law covers a wide range of areas, including: 1) Employment contracts and conditions of service. 2) Wages and remuneration (e.g., Minimum Wages Act). 3) Industrial relations (e.g., Industrial Disputes Act). 4) Social security (e.g., Employees’ Provident Fund Act, Employees’ State Insurance Act). 5) Health, safety, and welfare of workers. 6) Trade unions and collective bargaining. Types of Labour Law: 1) Individual Labour Law – Governs the relationship between an employer and an individual employee (e.g., employment contracts, dismissal). 2) Collective Labour Law – Deals with the relationship between employers, trade unions, and employees collectively (e.g., industrial disputes, collective bargaining). 3) Social Security Law – Provides protection against economic risks such as illness, unemployment, or old age. Importance: Labour laws ensure a balance between the power of employers and the rights of workers. They contribute to social and economic development by promoting fair labour standards, preventing exploitation, and fostering a stable workforce. Regards , Sukhpreet Singh Resource Hub

Please repost - 💼 **Key Areas Every HR & Compliance Professional Must Master (2025 Edition)** As HR professionals, compliance with **Employment & Labour Laws** is not just about staying lawful — it’s about maintaining ethical standards, minimizing risks, and safeguarding organizational credibility. Below are the **key Acts and Codes** every HR, Payroll & Compliance expert must stay updated with 👇 🧾 **Major Employment & Labour Acts (Still in Force):** 📘 Factories Act, 1948 📘 Shops & Establishment Act (State-Specific) 📘 Payment of Wages Act, 1936 📘 Minimum Wages Act, 1948 📘 Payment of Bonus Act, 1965 📘 Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 📘 Employees’ State Insurance Act, 1948 📘 Payment of Gratuity Act, 1972 📘 Maternity Benefit Act, 1961 📘 Equal Remuneration Act, 1976 📘 Contract Labour (Regulation and Abolition) Act, 1970 📘 Industrial Disputes Act, 1947 📘 Employment Exchange (Compulsory Notification of Vacancies) Act, 1959 📘 Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 📘 Apprentices Act, 1961 📘 Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 📘 Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996 ⚖️ **Upcoming Labour Law Consolidation – India (2025 Outlook):** The Government of India has consolidated **29 existing labour laws** into the following **4 Labour Codes** for ease of compliance and governance 👇 ✅ **Code on Wages, 2019** (Merging: Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, Equal Remuneration Act) ✅ **Industrial Relations Code, 2020** (Merging: Industrial Disputes Act, Trade Unions Act, Industrial Employment (Standing Orders) Act) ✅ **Social Security Code, 2020** (Merging: EPF Act, ESI Act, Maternity Benefit Act, Gratuity Act, and others) ✅ **Occupational Safety, Health and Working Conditions Code, 2020** (Merging: Factories Act, Contract Labour Act, Inter-State Migrant Workmen Act, BOCW Act, etc.) 📊 **Impact on HR & Payroll:** Once implemented, these codes will: - Simplify statutory compliance processes - Bring uniformity in definitions (wages, employee, worker) - Enable digital filings & self-certification - Strengthen employer-employee relations - Increase accountability through technology-driven inspections 💡 *Pro Tip:* ✅ Keep your **payroll structure**, **attendance policies**, and **digital registers (Form A–Z)** aligned with the new Codes. ✅ Conduct **monthly compliance audits** for PF, ESI, and Payment of Wages to avoid penalties. #HRCompliance #StatutoryCompliance #LabourLaws #LegalUpdates #ESI #EPF #PayrollCompliance #LabourCodes #WageCode #SocialSecurityCode #IndustrialRelations #OSHCode #EmploymentLaw #FactoriesAct #ContractLabourAct #GratuityAct #MinimumWagesAct #MaternityBenefitAct #HRIndia #HumanResources #LegalandCompliance #DigitalHR #HRStrategy #IndiaHR

Statutory Obligation to Strategic Edge... Labour laws as enablers of progress & Catalyst for Credibility....! Emerging enterprises, particularly in the SME sector, must comply with labour legislation not merely as a statutory formality, but as a strategic necessity for sustainable growth and credibility. Understanding these laws is equally important when drafting HR and employment policies, as key aspects such as wages, working hours, benefits, maternity provisions, and termination procedures are explicitly governed by law. Legally aligned policies protect organisations during employee disputes, inspections, or litigation while reinforcing fairness and transparency in workplace practices. Labour law compliance also plays a decisive role in due diligence for SME IPOs, private equity, or venture funding etc. Investors and funding agencies see statutory adherence as proof of sound governance and long-term viability. Labour legislations form the foundation of a fair, safe, and productive work environment, balancing employee rights and employer responsibilities. Every establishment, large or small, must comply to build an organisation rooted in justice, trust, and sustainability. Promoting Fair and Timely Remuneration The Minimum Wages Act, 1948, Payment of Wages Act, 1936, and Payment of Bonus Act, 1965 ensure fair, regular, and lawful payment of wages, boosting morale and strengthening the employer’s reputation. Ensuring Harmony The Industrial Disputes Act, 1947 & Trade Unions Act, 1926 provide mechanisms for dispute resolution, collective bargaining, and cordial employer-employee relations - ensuring stability and productivity. Regulating Working Conditions & Employment Practices The Shops and Establishments Act, Contract Labour (Regulation and Abolition) Act, 1970, and Equal Remuneration Act, 1976 govern working hours, leave, safety, and equality, fostering a disciplined and respectful workplace. Securing Employee Welfare and Social Protection Social security laws like the EPF Act, 1952, ESI Act, 1948, Maternity Benefit Act, 1961, Payment of Gratuity Act, 1972, and Employees’ Compensation Act, 1923 ensure financial and medical stability. The POSH Act, 2013 upholds dignity and safety for women at work. Building Organisational Credibility & Compliance Culture Adherence to labour laws enhances public image, prevents disputes, and demonstrates good governance, showing that the organisation values its people as much as its profits, a hallmark of sustainable growth.

Under the Equal Remuneration Act, 1976, contractors are legally required to pay equal wages to men and women workers for the same or similar work, and must not discriminate during recruitment. Contractor obligations under the Equal Remuneration Act, 1976: --- ⚖️ Key Obligations of Contractors 1. Equal Pay for Equal Work - Contractors must ensure equal remuneration to male and female workers performing the same work or work of similar nature. - “Similar nature” means jobs requiring similar skill, effort, and responsibility under similar working conditions. 2. No Discrimination in Recruitment - Contractors cannot discriminate against women during hiring, promotions, training, or transfers. - Exceptions are allowed only if laws prohibit women from performing certain jobs (e.g., night shifts in hazardous industries). 3. Maintenance of Records - Contractors must maintain registers showing: - Details of employees - Nature of work - Wages paid - Gender of workers - These records help verify compliance during inspections. 4. Cooperation with Inspectors - Labour Inspectors appointed under the Act have the authority to: - Examine wage records - Interview workers - Ensure compliance - Contractors must cooperate and provide access to relevant documents. 5. Penalties for Non-Compliance - Violations such as unequal pay or discriminatory hiring can result in: - Fines - Imprisonment (up to 1 year) - Legal proceedings initiated by aggrieved workers or labour authorities 6. Offences by Companies - If the contractor is a company, directors and managers responsible for the conduct of business may also be held liable. --- 📋 Practical Tips for Contractors - Conduct regular wage audits to ensure parity. - Use gender-neutral job descriptions and recruitment practices. - Train HR and site supervisors on compliance. - Display posters at worksites informing workers of their rights under the Act.

Important Judgement of Supreme Court on Employer-Employee Relationship Factors to be taken into consideration to ascertain employer/employee relationship :- (a) who appoints the workers; (b) who pays the salaries/remuneration; (3) who has the authority to dismiss; (4) who can take disciplinary action; (5) whether there is continuity of service; and (6) extent of control and supervision. Test to determine whether a person is a workman or an independent contractor :- If the person has agreed to work personally, then he is a workman and the fact that he gets the assistance from other persons would not affect his status. Circumstances under which contract labour could be held to be the workmen of the principal employer :- (a) where contract labour is engaged in or in connection with the work of an establishment and employment of contract labour is prohibited either because the industrial adjudicator/court ordered abolition of contract labour or because the appropriate Government issued notification u/s 10(1) of the CLRA Act, no automatic absorption of the contract labour working in the establishment was ordered. (b) where the contract was found to be a sham and nominal, rather a camouflage, in which case the contract labour working in the establishment of the principal employer were held, in fact and in reality, the employees of the principal employer himself. (c) where in discharge of a statutory obligation of maintaining a canteen in an establishment the principal employer availed the services of a contractor the courts have held that the contract labour would indeed be the employees of the principal employer. Supreme Court judgment dated 11.09.2025 in the case of General Manager, U.P. Cooperative Bank Ltd. v/s Achchey Lal & Anr

ILO and Canada launch project to strengthen Thailand’s rubber sector Three-year initiative will demonstrate how fundamental rights can benefit workers and businesses alike. An International Labour Organization project funded by the Government of Canada will seek to support labour rights and enhance competitiveness in Thailand’s rubber sector and supply chain. The “Strengthening Fundamental Principles and Rights at Work and Trade Readiness in Thailand” project was launched on 10 October 2025 at an event bringing together the Ministry of Labour, employers and workers’ organizations as well as representatives of Canada and the ILO. The three-year initiative aims to bring Thailand’s labour practices in line with international standards, a step that is increasingly important in the context of Free Trade Agreements (FTAs) and global supply chain demands. The project will strengthen core labour rights in Thailand’s rubber supply chain, focusing on freedom of association, collective bargaining and workplace safety and health. Through training, dialogue and legal reforms, government, employers and workers will gain tools to prevent child labour, protect rights and improve safety. The initiative will also promote fair pay and stronger employer and worker organizations while demonstrating how fair, safe work benefits workers and businesses alike. “Workers do more than contribute to our economies - they drive progress, support families, and strengthen communities. That’s why Canada is working with Thailand and partners through the ‘Strengthening Fundamental Principles and Rights at Work and Trade Readiness in Thailand’ project, to protect rights, uphold international labour standards, and build a future where all workers have a fair chance to succeed” said Patty Hajdu, Canada’s Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario. “Labour rights are fundamental human rights. It’s important we provide support to our trading partners like Thailand and others around the world to strengthen and uphold workplace protections. Each and every day, we’re working together to create work environments that are fair, safe, and equitable for everyone,” added John Zerucelli, Canada’s Secretary of State for Labour. Thailand is the top global producer and exporter of natural rubber, contributing roughly one-third of the world’s total output. Thanks to its warm, humid climate, the country supports the full rubber supply chain, from plantations in the southern provinces to industrial zones producing tyres, gloves, tubes and industrial parts. In 2024, exports of rubber and rubber products were valued at US$19.22 billion, according to the Ministry of Commerce. The industry provides livelihoods for over six million people, from smallholder farmers to workers in processing plants and factories.

In a statement Monday, MICSEA president YK Lai, 黎耀家. MHRM said the association supports fair and timely remuneration for all workers — both local and foreign — in line with Section 19 of the Employment Act 1955, which mandates prompt payment of wages. The ruling also reinforces Malaysia’s commitment to ethical labour standards, he said. https://lnkd.in/gpCKDYqR

Rs 46cr due to safai workers after 2 decades, HC asks #Gr #Noida to explain Authority Seeks Appointment & Termination Letters, Union Calls It Delaying Tactics As Employment Confirmed By Courts #Noida: The #Allahabad #High #Court has directed the deputy labour commissioner to explain why Rs 46 crore in pending wages has not yet been disbursed to 240 ad hoc sanitation and gardening workers of Greater Noida Industrial Development Authority (GNIDA), nearly two decades after they were removed from service while demanding permanent jobs. The court’s intervention underscores a long-standing labour dispute that has dragged on for years despite repeated directions from the Industrial Tribunal, the High Court, and the Supreme Court. The case dates back to April 1998, when the 240 workers had petitioned the assistant labour commissioner under Section 2-A of the UP Industrial Disputes Act, 1947, alleging that Greater Noida Authority had employed them continuously but denied them permanent status and associated benefits. The state govt subsequently referred their cases for adjudication to the industrial tribunal in Meerut, in Jan 2000 and again in Sept 2007. After years of hearings, the tribunal, on May 29, 2018, ruled in favour of the workers, holding that they had been directly appointed by Greater Noida Authority, performed permanent duties and hence were entitled to regularisation along with all consequential benefits. The tribunal directed GNIDA to regularise their services and pay the pending wages from 2000 to 2007. GNIDA, however, contested the ruling, filing 18 writ petitions before the Allahabad high court. The Authority claimed that the workers were hired through contractors and that no documentary evidence existed to prove continuous employment. The high court, in a landmark decision on Oct 16, 2024, dismissed all GNIDA petitions, terming the use of contractual employees for permanent duties an “unfair labour practice”. The court further instructed the district collector to ensure the recovery of over Rs 46 crore owed to the workers within three months. While a recovery certificate had already been issued by the labour department in Jan 2024, but GNIDA delayed the payout. The Authority instead approached Supreme Court, which, on May 5, refused to intervene, effectively making the high court’s order final. “The Supreme Court’s dismissal of GNIDA’s plea has ended our long fight. Many of our colleagues have died or retired waiting for justice,” Greater Noida Mali Evam Safai Kamgar Union (CITU) general secretary Ram Kishan said. Following the apex court order, the deputy labour commissioner issued directions on June 26 for GNIDA to deposit the Rs 46 crore so that it could be released to the workers. 46cr wages due to safai workers for 2 decades, HC asks UP to explain https://lnkd.in/gUwBp6yn