Among the integral parts of socio-economic development in every country across the globe are the labor rights. For the protection of these rights, every country passed certain laws, called labor laws, for their labors and organizations that would address the restrictions and legal benefits.
The legal structure or administrative ruling of the government that deals with the rights and restrictions imposed on the labor and their organizations is referred to as labor law. Usually, the law covers the demands of the employees for a better working conditions, the right to form trade union, to work independently without joining the union, and other safety rights of the employee. Other coverage of the law would be on the demand of the employers for control over the use of power by the workers union, the cost of labor, their costly health and safety requirements, and so forth.
In India, the labor laws both regulate employment terms and the provision of labor rights to their employees. The target of the India labor laws is specifically directed towards the relationship between employer and employees, would guarantee legal rights to the workers and promote their interests. Thus, the main objective of labor laws revolves around the needs and demands of employees, and actually in working towards bringing the specific improvement in areas like working conditions, wages, working hours, protection rights, and so forth to the employees.
Like in any other nations, there is the same coverage in labor laws for the fundamental labor rights that would maintain a harmonious relationship between employers and employees and trade unions, although in India, with culture, society and constitution differ, certain amendments are made on these laws.
Note that in India, all commercial establishments have the requirement to recognize organizations to be legally authorized under the Central and State Government Labor law. The Central Government in India has these enactments to be followed, and among these are the Employees Provident Fund Act of 1952, Employees State Insurance Act of 1948, Minimum Wages Act of 1948, Contract Labor Act of 1970, Payment Bonus Act of 1965, Maternity Benefit Act of 1961, Payment of Wages Act of 1936, and Equal Remuneration Act of 1976.
The companies in India are to adhere to these mentioned enactments and other allied laws, and if a company will not follow to the rules listed will be subjected to punishment by the government of India.
Thus, these organizations in India are either outsource their legal work or hire labor law consultant to take care of the rights of workers. There are comprehensive services that these consultancies would offer. The aim therefore of these services is in the maintenance of a healthy relationship between employer and employees.