Labour Law in India
EVOLUTION OF LABOUR LAWS IN INDIA
Labour law also known as employment law is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In other words, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally, labour law covers:
Industrial relations – certification of unions, labour-management relations, collective bargaining and unfair labour practices;
Workplace health and safety;
Employment standards, including general holidays, annual leave, working hours, unfair dismissals, minimum wage, layoff procedures and severance pay.
There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. Labour rights have been integral to the social and economic development since the industrial revolution.
Labour law in India is also known as the Industrial Law. The current labour law legislation in India is an event of British colonialism. The industrial or labour law that was enacted by the British was to protect the British employers. Thus came the Factories Act. It is well known that the Indian textile industry offered stiff competition with that of the British textiles in the export market in 1880. So the British imposed a law called the "The Factories Act, 1883". This was mainly done to protect the British Employers and to reduce the export rate of Indian Textiles.
It was then there was changes in the Labour system of India. A strict stipulation of eight hour work was implemented.
Labour law also known as employment law is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In other words, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally, labour law covers:
Industrial relations – certification of unions, labour-management relations, collective bargaining and unfair labour practices;
Workplace health and safety;
Employment standards, including general holidays, annual leave, working hours, unfair dismissals, minimum wage, layoff procedures and severance pay.
There are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. Labour rights have been integral to the social and economic development since the industrial revolution.
Labour law in India is also known as the Industrial Law. The current labour law legislation in India is an event of British colonialism. The industrial or labour law that was enacted by the British was to protect the British employers. Thus came the Factories Act. It is well known that the Indian textile industry offered stiff competition with that of the British textiles in the export market in 1880. So the British imposed a law called the "The Factories Act, 1883". This was mainly done to protect the British Employers and to reduce the export rate of Indian Textiles.
It was then there was changes in the Labour system of India. A strict stipulation of eight hour work was implemented.