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Shops and commercial establishments are businesses regulated by state-level Shop and Establishment Acts in India, ensuring fair labour practices and employee rights. These acts define the scope of what constitutes a "shop" (a place for retail or wholesale sale) and a "commercial establishment" (businesses like banking, trading, insurance, or administrative services).
Act was enacted mainly to regulate working hours, leave entitlements, Wage payment: Employment of children is prohibited in S and E, Record-keeping, Registration and compliance.
This Act is state specific, the state government regularizes the rules and regulations pertaining to this Act.
This aims to regulate the employment of contract labour in certain establishments and provides for its abolition in specific circumstances. It applies to establishments employing 20 or more contract labourers or contractors who employ 20 or more such workers. The Act ensures that contract labourers receive the same benefits and protections as regular employees, including fair wages, working conditions, and social security.
Act was enacted mainly to regulate Registration and Licensing, Working Conditions and welfare measure for the labourers, this act intends to Abolition of Contract Labor in certain circumstances, where the nature of work is such that it can be performed by regular employees.
This is a central law in India that aims to protect workers by ensuring they receive a minimum wage for their work. It empowers the Central and State governments to fix and revise minimum wages for various employments, preventing exploitation of labour. The Act also allows for exceptions for certain employees and provides for higher minimum wages for workers with disabilities. Main Purpose of the Act is to prevent exploitation of labour by establishing a minimum wage for scheduled employments.
Minimum wage rates vary from region to region, taking into account the cost of living and other factors.
The EPF Act is a law that provides for the institution of provident funds for employees in India. It establishes a system where both employers and employees contribute a portion of the employee's salary to a fund, which then provides benefits upon retirement or under specific circumstances. The EPF Act also governs the Employees' Pension Scheme (EPS) and the Employees' Deposit Linked Insurance Scheme (EDLI). The Act applies to establishments employing 20 or more persons, with the option for the Central Government to extend its applicability to establishments with fewer employees.
Both the employer and employee contribute a portion of the employee's basic salary + dearness allowance to the EPF fund. The employee's contribution is typically 12% of their basic salary, while the employer's contribution is also 12%, which is divided between the EPF and the EPS.
The POSH Act, or the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is a landmark piece of Indian legislation aimed at preventing and addressing sexual harassment in workplaces. It provides a framework for organizations to create safer, more respectful work environments and offers recourse for victims of sexual harassment.
Employers are mandated to establish an Internal Complaints Committee (ICC) in workplaces with 10 or more employees, and to address sexual harassment as "misconduct" under service rules.
Organizations are expected to conduct regular awareness and sensitization programs to educate employees about the Act and its provisions.
This is a social security scheme in India that provides financial and medical benefits to employees in case of sickness, maternity, and employment injury. It aims to provide economic security to workers and their dependents, helping them cope with financial hardship and medical needs due to various contingencies. The scheme applies to factories and other establishments (like shops, hotels, restaurants, cinemas, etc.) with 10 or more employees, in most states. Some states have a higher threshold (20 or more employees).
The main benefits provided under the ESI scheme include Sickness Benefit, Maternity Benefit, Disablement Benefit, Dependants' Benefit Medical Benefit:
Act in India provides benefits to women employees who are expecting, ensuring they can take paid leave before and after childbirth and receive financial support. This act aims to regulate employment of women during certain periods before and after childbirth and to provide maternity and other benefits. The Act applies to women employed in establishments with 10 or more employees. The main object of the Act is to provide Job Security for women during certain periods before and after child birth and also provides medical benefits.
This Act is a central Indian law that requires employers to pay bonus to their employees in certain establishments. It applies to factories and other establishments employing 20 or more persons. The Act mandates a minimum bonus of 8.33% of the employee's salary, with a maximum of 20%. Employees who have worked for at least 30 days in the accounting year and whose monthly salary or wages do not exceed a certain threshold are eligible for bonus.
This Act mandates employers to provide a lump sum payment, known as gratuity, to their employees upon retirement, resignation, or in cases of death or disability, as a form of compensation for their long-term service. This benefit is typically calculated based on the employee's last drawn salary and years of service, with a maximum limit for the amount payable. The Act applies to most establishments, including factories, mines, oil fields, plantations, ports, railways, motor transport undertakings, and companies, employing 10 or more workers. Employees are generally eligible for gratuity after completing a minimum of five years of continuous service. However, this requirement is waived in cases of death or disability.
This Act mandates that men and women receive equal pay for the same or similar work. It also prohibits discrimination against women in employment matters like recruitment, promotion, and training. The Act aims to prevent gender-based wage disparities and ensure fair and equal opportunities for all workers. The core principle of the Act is that no employer can pay different wages to men and women for the same work or work of similar nature. The Act prohibits discrimination against women in matters of recruitment, training, promotion, and other employment opportunities based on their gender.
This Act refers to laws in India that mandate national and festival holidays for employees in various establishments. These acts ensure that employees are granted paid holidays on specific dates, including national holidays like Republic Day, Independence Day, and Gandhi Jayanti, as well as festival holidays. These acts typically apply to employees in industrial establishments, factories, and other workplaces.
This Act is state specific, the state government regularizes the rules and regulations pertaining to this Act.
