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Arghadip Bisai

The document provides an overview of key Indian labor laws, including the Factory Act, Minimum Wages Act, and Industrial Employment (Standing Orders) Act, which aim to regulate working conditions and protect workers' rights. It highlights the importance of these laws for HR and operations in ensuring compliance, safety, and fair wages. The conclusion emphasizes the necessity for HR to maintain a safe work environment and clear employment rules for sustainable business operations.

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4 views11 pages

Arghadip Bisai

The document provides an overview of key Indian labor laws, including the Factory Act, Minimum Wages Act, and Industrial Employment (Standing Orders) Act, which aim to regulate working conditions and protect workers' rights. It highlights the importance of these laws for HR and operations in ensuring compliance, safety, and fair wages. The conclusion emphasizes the necessity for HR to maintain a safe work environment and clear employment rules for sustainable business operations.

Uploaded by

dasarkaprabha39
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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COLLEGE OF ENGINEERING AND

MANAGEMENT,
KOLAGHAT
NAME: ARKAPRABHA DAS
C O L L E G E ROLL: CSE/23/072
UNIVERSITY ROLL NO: 10700123026
STREAM: COMPUTER S C I E N C E & ENGINEERING
S E M : 5t h
YEAR: 2025-2026
SECTION: C S E - A
S U B J E C T: Introduction to
industrial
Management(Humanities III)
S U B J E C T CO D E : HSMC-501
Title: Overview of
Indian Labor Laws
Subtitle: Factory Act, Minimum Wages Act & Standing Orders Act
Introduction
•Indian labor laws aim to regulate working
conditions and protect workers’ rights.
•Key Acts:
• Factory Act (1948)
• Minimum Wages Act (1948)
• Industrial Employment (Standing Orders) Act
(1946)
•Importance for HR and operations in maintaining
compliance and workplace harmony.
 Factory Act, 1948 – Overview
•Ensures safety, health, and welfare of factory
workers.
•Applies to factories with:
• ≥10 workers (with power)
• ≥20 workers (without power)
•Covers working hours, leave, and safety norms.
 Factory Act – Key Provisions &
Examples
•Working hours: Max 48 hours/week, 9 hours/day
•Safety measures: Fencing of machinery,
protective gear
•Welfare: Canteens, restrooms, first-aid
•Example: Penalty for unsafe machine guards
leading to accidents.
•HR relevance: Ensures safe workplace, reduces
liability.
Minimum Wages Act, 1948
•Ensures fair wage to workers in scheduled
employment.
•Central & State governments fix minimum wages.
•Components: Basic pay + cost of living
allowance
•Example: State minimum wage for factory labor
= ₹350/day.
•HR relevance: Helps in payroll structuring and
avoiding legal disputes.
Industrial Employment (Standing
Orders) Act, 1946
•Requires employers to define conditions of
employment.
•Covers:
• Work classification (permanent, temporary)
• Leave rules, termination process
• Disciplinary procedures
•Example: IT company standing orders defining
probation period.
•HR relevance: Provides transparency, reduces
conflicts.
 Importance to HR and
Operations
•Compliance avoids penalties and legal action.
•Promotes employee safety and satisfaction.
•Helps in structured wage management and
workplace rules.
•Supports smooth operations and productivity.
Conclusion
•These Acts form the backbone of labor law
compliance in India.
•HR must ensure:
• Safe work environment
• Fair wages
• Clear employment rules
•Essential for sustainable and ethical business
operations.
References
•Factory Act, 1948 – Ministry of Labour
•Minimum Wages Act, 1948
•Industrial Employment (Standing
Orders) Act, 1946
•[Add textbooks or online resources]
THANK YOU

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