In response to the changes in India’s economic landscape, the Government of India has taken crucial steps to reform labour laws.
The consolidation of 29 central labour laws into four comprehensive labour codes marks a monumental shift in the regulatory framework.
The Indian government has recently implemented significant amendments to labour laws to enhance the ease of doing business, improve employee working conditions, and foster economic growth.
Key changes include:
Industrial Employment (Standing Orders) Central Rules, 2021: These rules create a standardized model for drafting and implementing standing orders in industrial settings.
Maternity Benefit (Amendment) Act, 2017: This act increases maternity leave for women from 12 to 26 weeks and requires crèche facilities in establishments with over 50 employees.
Code on Wages, 2019: This code consolidates four laws on minimum wages and bonus payments, introducing a universal minimum wage across sectors and streamlining overtime calculations.
Occupational Safety, Health, and Working Conditions Code, 2020: This code simplifies regulations related to workplace safety by establishing requirements for registering establishments, forming safety committees, and mandating basic amenities for workers.
Industrial Relations Code, 2020: This code consolidates industrial relations laws, creating a single industrial tribunal for dispute resolution and requiring a grievance redressal mechanism for employees.
Code on Social Security, 2020: This code aims to establish a universal social security system that includes insurance, pensions, and provident fund schemes.
Apprenticeship (Amendment) Act, 2021: This amendment promotes apprenticeship training by enhancing registration flexibility and stipends for apprentices.
EPFO Reforms
In the past decade, the Employees’ Provident Fund Organization (EPFO) has implemented significant reforms.
These reforms are aimed at modernizing the social security framework for workers.
Key initiatives include digitization of services, allowing online access for employees and employers.
It also includes relaxation of withdrawal norms, changes in details, enabling employees to access their provident fund for specific needs.
The introduction of the Atal Pension Yojana in 2015 further expanded pension coverage for unorganized sector workers.
ESIC Reforms
Similarly, the Employees’ State Insurance Corporation (ESIC) has undergone notable reforms, focusing on expanding coverage and improving benefit structures.
The government revised minimum wage norms and simplified compliance processes for businesses, making it easier for them to adhere to labour laws.
The launch of the Pradhan Mantri Shram Yogi Maandhan Yojana in 2019 provided social security benefits to unorganized workers.
Indian Labour Laws: Existing Challenges and Loopholes
Despite approval from both houses of parliament, the final notification to make the codes effective has been pending. Businesses await clarity on enforcement timelines.
Labour codes being a concurrent subject, state governments must align with the central. Some states have already published draft rules, but uniform implementation remains a challenge.
Striking the right balance between worker protection and business competitiveness is critical. Ensuring fair treatment while maintaining economic growth requires careful calibration.
Summing Up!
Dr. B.R. Ambedkar, the architect of India’s Constitution, emphasized the need for social liberty alongside legal freedom: “So long as you do not achieve social liberty, whatever freedom is provided by the law is of no avail to you.”
In summary, India’s labour laws have evolved significantly over the past decade.
They aim to create a better working environment while fostering economic growth.
As businesses prepare for these changes, understanding the impact and embracing agility will be crucial for success.
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