Hello Everyone,
I represent an Indian private company, which is a subsidiary of a global company with a presence in around 30 countries worldwide and more than 1000 employees. In India, we have approximately 50 employees and an office in Mumbai (service sector).
I wanted to understand which labor laws are applicable to us. We have coverage for PF and gratuity. Additionally, we have group mediclaim and personal accident policies. Are there any other statutory obligations that we need to follow?
Please provide your valuable advice.
Thank you,
Vaishali
From India, Thane
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1I represent an Indian private company, which is a subsidiary of a global company with a presence in around 30 countries worldwide and more than 1000 employees. In India, we have approximately 50 employees and an office in Mumbai (service sector).
I wanted to understand which labor laws are applicable to us. We have coverage for PF and gratuity. Additionally, we have group mediclaim and personal accident policies. Are there any other statutory obligations that we need to follow?
Please provide your valuable advice.
Thank you,
Vaishali
From India, Thane
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HI Yes you may have to avail ESI Enrolment, PT Enrolment and Shops & Commercial Establishment registration as its service sector You may also have to take trade licence
From India, Bangalore
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From India, Bangalore
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miss vaishali, you also need to take esic no.if applicable to u. dcpatel 9825147105 if the wages of your employee is up to 15000 per month you need to cover under esici as per the act
From India, Surat
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From India, Surat
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Dear Vaishali,
Whether all the employees are directly on your payroll, or you have hired some employees from any contractor or taken a contract to deploy manpower at any site.
If so, then you are covered under the CL (R&A) Act, 1970 as well.
As per your query, it seems you are asking only about the legal and statutory compliances, registration.
But there are some more Acts, Policies, and Procedures that are being adopted/followed by big organizations. Some are of routine nature, and some arise at certain points in time.
- Maternity Benefits Act (If ESI is not applicable, then you have to provide the benefit).
(Ensure that the mediclaim policy obtained by you covers the Maternity Benefit).
- Payment of Bonus Act.
- Minimum Wages Act.
- Payment of Wages Act.
- Workmen Compensation Act (Now known as Employees Compensation Act).
There can be some policies defined by the company keeping in view welfare, discipline, and controlling aspects related to employees.
- Discipline Policy
- Loan Policy
- Leave Policy
- Reimbursement Policy (Conveyance, Telephone, other expenses)
- Recruitment Policy
- Staff Promotion
- Training Policy
- Travel Policy
Please review and ensure compliance with all relevant Acts and Policies.
Kind regards,
[Your Name]
From India, Delhi
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Whether all the employees are directly on your payroll, or you have hired some employees from any contractor or taken a contract to deploy manpower at any site.
If so, then you are covered under the CL (R&A) Act, 1970 as well.
As per your query, it seems you are asking only about the legal and statutory compliances, registration.
But there are some more Acts, Policies, and Procedures that are being adopted/followed by big organizations. Some are of routine nature, and some arise at certain points in time.
- Maternity Benefits Act (If ESI is not applicable, then you have to provide the benefit).
(Ensure that the mediclaim policy obtained by you covers the Maternity Benefit).
- Payment of Bonus Act.
- Minimum Wages Act.
- Payment of Wages Act.
- Workmen Compensation Act (Now known as Employees Compensation Act).
There can be some policies defined by the company keeping in view welfare, discipline, and controlling aspects related to employees.
- Discipline Policy
- Loan Policy
- Leave Policy
- Reimbursement Policy (Conveyance, Telephone, other expenses)
- Recruitment Policy
- Staff Promotion
- Training Policy
- Travel Policy
Please review and ensure compliance with all relevant Acts and Policies.
Kind regards,
[Your Name]
From India, Delhi
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Miss Vaishali, Pl. Provide your mail id or Contact Number to enable you to apprise on the subject. members contribution on the subject is illustrative and not Exhaustive.
From India, Mumbai
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From India, Mumbai
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Ms. Vaishali,
Our learned friends have given a lot of details above. I wish to add that your establishment needs to display effects by showing an abstract of Labour Laws as well, which is also a legal requirement. Ours is an organization that provides all support to clients like yours.
You may write to us for a copy of the Abstract of applicable Labour Laws in the Establishment at our address below:
RDS Yadav
Labour Law Adviser
Navtarang HR Services
Director - Future Institute of Engineering and Management Technology
Email: navtaranghrs@gmail.com
Please let me know if you need any further assistance.
Thank you.
From India, Delhi
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Our learned friends have given a lot of details above. I wish to add that your establishment needs to display effects by showing an abstract of Labour Laws as well, which is also a legal requirement. Ours is an organization that provides all support to clients like yours.
You may write to us for a copy of the Abstract of applicable Labour Laws in the Establishment at our address below:
RDS Yadav
Labour Law Adviser
Navtarang HR Services
Director - Future Institute of Engineering and Management Technology
Email: navtaranghrs@gmail.com
Please let me know if you need any further assistance.
Thank you.
From India, Delhi
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Labr laws for Vendor compliance Management.pdf
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