Abstract

Labour laws, or employment laws, concern the relationships among trade unions, employers, and employees. They outline the key areas of interaction between the parties involved, including working conditions, wages, safety standards, and mechanisms for resolving complaints. In India, labour law tends to branch into protective and regulative laws. Protective labour laws, as implied by the term, protect the worker with regard to health, safety, welfare and rights; while regulative laws deal with matters of conduct of trade unions industrial relations and conflict moderation. Within this framework, the governing mechanisms are experienced through acts such as the Industrial Disputes Act 1947, Minimum Wages Act 1948 and Factories Act 1948. The Emergence of Labour law in India can be traced to the colonial period, when various legislations were enacted like the “Apprentice Act, of 1850, the Factories Act, of 1883,” etc and then back ceased all these through the Code of Social Security. It is also important to note that, there is a different distribution of responsibilities in enforcement of labour laws by state and central government, which also constitutes the intricate nature of Indian labour law. Additionally, organizations in the Public Sector such as ONGC, SAIL, and SBI are subjected to certain legislative provisions and in-house committees in dealing with issues of discipline and employment and adhere to laws governing manpower.

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