The central labour and industrial laws of India set the floor for every workplace — wages and hours, social security, safety in factories, and the machinery for resolving disputes between employers and workmen.
Labour is a concurrent subject: the central statutes collected here apply across India alongside state shops-and-establishments and factory rules. The social-security spine is the pair of the Employees’ Provident Funds Act and the Employees’ State Insurance Act; the dispute machinery rests on the Industrial Disputes Act. The four labour codes of 2019–20 have been enacted but their commencement dates are still awaited, so these statutes remain the law in force.
This page lists the principal central labour and industrial statutes, what each covers, and links to authoritative texts. All acts here are central laws enacted by Parliament — state-enacted laws are covered separately.
Contents
Wages and Social Security
| Act | What it covers |
|---|---|
| Industrial Disputes Act, 1947 (14 of 1947) | Prevention and settlement of industrial disputes, regulation of strikes and lockouts, retrenchment, lay-off and closure compensation. |
| Factories Act, 1948 (63 of 1948) | Health, safety, welfare, working hours, and employment of women and young persons in factories. |
| Minimum Wages Act, 1948 (11 of 1948) | Statutory minimum wages for scheduled employments and the claim machinery for short payment. |
| Payment of Wages Act, 1936 (4 of 1936) | Time-limit for payment of wages and the deductions an employer may lawfully make. |
| Payment of Bonus Act, 1965 (21 of 1965) | Statutory minimum and maximum bonus linked to productivity and profits. |
| Payment of Gratuity Act, 1972 (39 of 1972) | Gratuity payable on superannuation, retirement, resignation or death after five years’ continuous service. |
| Employees' Provident Funds and Miscellaneous Provisions Act, 1952 (19 of 1952) | Provident fund, pension (EPS) and employees’ deposit-linked insurance schemes for establishments above the threshold. |
| Employees' State Insurance Act, 1948 (34 of 1948) | The ESI scheme: sickness, maternity, disablement and dependent benefits funded by employer and employee contributions. |
Conditions, Contract Labour and Disputes
| Act | What it covers |
|---|---|
| Contract Labour (Regulation and Abolition) Act, 1970 (37 of 1970) | Licensing of contractors and welfare conditions for contract labour in covered establishments. |
| Trade Unions Act, 1926 (16 of 1926) | Registration of trade unions, their funds and their immunities in industrial action. |
| Maternity Benefit Act, 1961 (53 of 1961) | Paid maternity leave, medical bonus and protection against dismissal during maternity. |
| Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 (61 of 1986) | Prohibits employment of children below fourteen and regulates the hours and conditions of adolescent workers. |
| Industrial Employment (Standing Orders) Act, 1946 (20 of 1946) | Certified standing orders defining conditions of recruitment, discipline and discharge in industrial establishments. |
| Equal Remuneration Act, 1976 (25 of 1976) | Equal pay for men and women for the same or similar work and non-discrimination in recruitment. |
| Employees' Compensation Act, 1923 (8 of 1923) | Compensation to employees injured in employment accidents or contracting occupational disease (formerly the Workmen’s Compensation Act). |
| Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 (30 of 1979) | Registration of employers, wages, journey allowance and conditions for workers who migrate between states for work. |
For service contracts and commercial employment terms, see our central civil and commercial laws library; for industrial accidents in public life, the central criminal laws library.
Frequently Asked Questions
Do the new labour codes replace these acts?
The four codes of 2019–20 are enacted but their commencement notifications are awaited; until then the Industrial Disputes Act, the EPF Act, the ESI Act and their companions remain the law in force.
Who is covered by the ESI scheme?
Employees of covered factories and establishments earning up to the wage ceiling (currently ₹21,000 a month) are insured, with medical care through ESI hospitals and cash benefits during sickness and maternity.
Is gratuity payable after five years of service?
Yes — under the Payment of Gratuity Act, 1972, gratuity is payable on termination of employment after five years’ continuous service, calculated at fifteen days’ wages for every completed year.
This page is a general library guide published for the Knowledge Centre and is not legal advice. For advice on a specific matter, please contact the firm.