1. The Factory Act- 1948. Factories are often identified with labour issues and inspector raj. So, whether it’s for numerous compliances or for or any regulations related to working conditions, the knowledge of this act is necessary for HR managers. More and more large companies, especially MNCs are now approaching consultants and training institutes to get trained their HR managers about Factories Act compliances. So, if you work in an organization that deals with manufacturing or has factories, then it is important for you to know about this act whether your organization takes the initiative or not. Individual HR managers who want to learn about Factories Act will be better off taking up a Certified Labour Law Certification course.2.

2. The Minimum Wages Act-1948. The Minimum Wages Act, 1948 is a Central legislation aimed at statutory fixation of minimum rates of wages in the employments where sweated labour is prevalent with possibility for exploitation of unorganized labour. The provisions of the Act are intended to achieve the object of doing social justice to workmen employed in the scheduled employments by prescribing minimum rates of wages for them. The Act aims at statutory fixation of minimum wages with a view to prevent exploitation of labour

3. The Payment of Bonus Act -1965 This act is focused to provide bonus to the employees of certain industries and establishments. If his salary is above 15,000 and he has worked for a minimum of 30 working days in a year. Irrespective of skilled or unskilled work every employee/worker is entitled to a bonus every accounting year.

4. The Payment of Wages Act -1936. The Payment of Wages Act, 1936 regulates the payment of wages of certain classes of employed persons. It extends to the whole of India and it came into force on 28th March 1937. The essential goal for the advent of the Payment of Wages Act, 1936, is to keep away from needless put off withinside the charge of wages and to save you unauthorized deductions from the wages. There are three kinds of wages minimum wage, fair wage & living wage covered under this Act.The Payment of Gratuity Act – 1972

Payment of Gratuity Act 1972 is a type of legislation in India that falls under labour laws. Companies must pay a one-time gratuity to retired employees or those who resign after at least five years of service. The law applies to all companies in India with at least ten workers.

The Act provides a lump sum payment to the employee or their nominee in case of death or disability. The amount payable is calculated based on 15 days' salary for each completed year of service.

Payment of Gratuity Act provides for the appointment of controlling authorities to settle disputes between employers and employees regarding gratuity payments. Employers must obtain insurance coverage for their gratuity liabilities, and failure to comply with the Act can result in penalties and legal action.

5. The Maternity Benefits Act – 1961 It is perhaps the most known act in this list. This act is aimed at providing full benefits and protection to the to be mother and her child during the time of maternity in the form of paid maternity leaves. However, let’s try to understand the provisions.

For an instance: If a pregnant woman has worked in your organization for a period of 80 days. Then she is entitled to maternity benefits under the act. The act also provides for provision of light work, up to a period of 10 weeks, after she resumes work.

6. The Equal Remuneration Act – 1976 Act provides for payment of equal wages for work of same and similar nature to male and female workers and for not making discrimination against female employees in the matters of transfers, training and promotion etc. Central Government is the appropriate Govt. in respect of industries/establishments for which it is appropriate Govt. under the Industrial Disputes Act. 1947.

7. The Maternity Benefits Act – 1961 The Maternity Benefit Act, 1961 is legislation that benefits the employment of women during the time of their maternity. It ensures the women employee of “maternity benefits,” which is getting their salary paid during their absence from work to take care of the new born child. This applies to any establishment employing more than 10 employees. This Act was further amended under the Maternity Amendment Bill, 2017.

The Act is an important piece of legislation that protects the dignity of motherhood. It also helps ensure that working women are able to provide proper care for their children. In addition to protecting the rights of women, maternity benefits also help women with their finances.

8. The Employee’s Provident and Miscellaneous Provision Act -1952 The Employees’ Provident Fund and Miscellaneous Provisions Act, 1952 is a social welfare scheme brought into force for the benefit of employees. Employees’ Provident Fund Scheme, 1952 hits three birds with one stone, namely:

• Provident Fund as accumulating savings;
• Post-retirement pension; and
• Life insurance for family in case of employee’s untimely death.

The EPF Scheme 1952 is administered under the Central Board of Trustees and Employee Provident Fund Organisation (EPFO) by the Ministry of Labour and Employment, Government of India. The scheme requires monetary contributions from employers and employees. However, the amount is deposited in PF accounts by the employers only. The concerned employee is entitled to the accumulated sum after a certain period in case of exigency, and the whole after maturity/ retirement from services

9. The Employees State Insurance Corporation Act -1948 Employees State Insurance is a self-financed comprehensive social security scheme that comes under Employees State Insurance Act 1948. The Ministry of Labour & Employment is responsible for the functioning of this Act.

• Social security provisions made in the ESI Act 1948 protect the employees against financial distress arising out of events of disablement, sickness, or death due to employment injury.
• Employees State Insurance provides cash compensation for the above cases.
• Employees’ State Insurance Corporation (ESIC) administers Employees State Insurance Act 1948.
• Employees’ State Insurance Corporation (ESIC) is a statutory corporate body that is established under the employee’s state insurance act in India.

10. Professional Tax The nomenclature ‘Professional tax’ could be one of those terms which do not completely convey the real meaning of the term. Unlike the name suggests, it is just not the tax levied only on professionals. 

Professional tax is a tax on all kinds of professions, trades, and employment and is levied based on the income of such profession, trade and employment. It is levied on employees, a person carrying on the business including freelancers, professionals, etc., subject to income exceeding the monetary threshold if any.

As per Article 246 of the Constitution of India, only Parliament has the exclusive power to make laws with respect to the Union List which includes taxes on income. The state has the power to make laws only with respect to the Concurrent and state list.

However, professional tax though is a kind of tax on income levied by the state government (not all states in the country chose to levy professional tax). The state government is also empowered to make laws with respect to professional tax though being a tax on income under Article 276 of the Constitution of India which deals with tax on professions, trades, callings and employment.

It may be noted that professional tax is a deductible amount for the purpose of the Income Tax Act, 1961 and can be deducted from taxable income.