In every organisation, the need for people is inevitable since multiple operations require different individuals to manage them. To carry out deals successfully and to provide livelihoods to the employees https://wylliespears.com/services/labour-law/, only the organisation needs to hire people, train them, and deploy them to the job. Since modern states are welfare states, they have various policies related to employee benefits for various industries, with labour law being one of the best examples.
The purpose of labour laws is to benefit labourers in a way that can help them live more fulfilling lives. The benefits of labour laws are numerous, but some are important to employees and employers https://wylliespears.com/services/labour-law/. A job in a company can provide many benefits, and labour law encompasses almost all of those aspects.
In addition to addressing the industries that employ people in various positions and help them earn a living, it also takes care of the industries. Before we can discuss the types of labour laws, we must understand the benefits of labour laws. As many laws vary from state to state, the laws discussed here are based on central laws only.
Each organisation must have labour law compliance in India which guides the industry in the right direction. Noncompliance with the same can also lead to penalties and punishment. Those with more than 20 employees are required to register with the PF authorities as per the provisions of the law. EPF Act makes it mandatory.
The government has specifically provided that the working class is entitled to the benefits of labour laws. The PF registration of employees is the responsibility of the employer under whom they are directly employed, not the owner, as specified in these provisions.
The company owner does not have to register any PF workers if employed under a contract, as he has hired them. Their PF registration is the responsibility of the contractor for which they work, as they work under a contractor. Such an agreement with a contractor is mandatory as part of labour law compliance in India, and the owner is not held accountable for it.
