As India observes Labour Day on May 1st, 2025, it's a crucial moment to acknowledge the tireless efforts of the workforce and reflect on their rights. This day, commemorating the historical struggles for fair labour practices, also serves as a reminder of the existing legal framework designed to protect workers. Understanding these labour laws is paramount for both employees and employers to ensure a just and equitable working environment. This article will delve into the key labour laws in India that everyone should be aware of in 2025.

 Indian labour laws are made to define clear-cut relations between employees and employers. Indian labour laws are made to safeguard the interests of the workers.

In the outbreak of COVID-19, many states have relaxed the labour laws in favour of the employers/investors so that foreign investment can be attracted to their states. This relaxation may cause violation of labour laws in India. In this article, we have explained some important labour laws and their provisions.

About Labour Law: Protecting Workers in the Workplace

Work rules have been around as long as people have been hiring other people. What we now call labour law (or employment law) is really just the formal system that safeguards workers while balancing the needs of businesses.

Think about it – when you clock in each morning, a whole framework of protections kicks in that our great-grandparents could only dream about. These laws didn't appear overnight. Working folks fought hard for them, sometimes literally giving their blood and sweat in the process.

At its core, labour law handles the messy reality of workplace relationships. It sets boundaries between bosses and workers, defines what unions can do, and establishes basic standards for treatment on the job. The rules cover everything from safety issues (like making sure construction workers have proper equipment) to everyday concerns (like ensuring you actually get paid your overtime).

Most labour protections fall into two main buckets. The first deals with group rights – how workers can organise, form unions, and bargain together. The second focuses on individual protections – the personal rights each worker deserves regardless of union membership.

The industrial revolution completely transformed how people work, often grinding workers down in terrible conditions. The labour movement that grew in response helped push through crucial protections during the 1800s and 1900s that we now take for granted. These rights haven't just protected individual workers – they've helped build more stable and fair economies wherever they've been implemented.

Next time you enjoy a weekend, thank the labour movement. Those two days off weren't always a given!

List of major Labour law Acts in India

1. Worker’s Compensation Act, 1923

2. The Trade Unions Act, 1926

3. Payment of Wages Act, 1936 

4. Industrial Employment (Standing Orders) Act, 1946

5. Indian Industrial Disputes Act, 1947

6. Minimum Wages Act, 1948

7. Factories Act, 1948

8. Maternity Benefits Act, 1961

9. Payment of Bonus Act, 1965

10. MRTU and PULP Act, 1971

11. The Payments of Gratuity Act, 1972

12. Labour Law Compliance Rules

13. Employees Provident Fund

14. Employees’ State Insurance

15. Collective Bargaining

16. Unorganised Workers' Social Security Act, 2009

17. Sexual Harassment of Women at Workplace Act, 2013

Now let us have a glimpse of the provisions of some important labour laws in India.

1. The Trade Unions Act, 1926:

Trade unions are a very strong medium to save the rights of the employees. These unions have the power to compel higher management to accept their reasonable demands.

Article 19(1)(c) of the Indian Constitution gives everyone the right "to form associations or unions". The Trade Unions Act 1926, amended in 2001 and contains rules on governance and general rights of trade unions.

2. The Payment of Wages Act 1936:

This act ensures that workers must get wages/salaries on time and without any unauthorised deductions. Section 6 of the Wages Act 1936 says that workers must be paid in money rather than in kind.

3. Industrial Disputes Act 1947:

This act has the provisions regarding the fair dismissal of permanent employees.
As per this law, a worker who has been employed for more than a year can only be dismissed if permission is sought from and granted by the appropriate government office/concerned authority.

A worker must be given valid reasons before dismissal. An employee of permanent job nature can only be terminated for proven misconduct or for habitual absence from the office.

4. Minimum Wages Act, 1948:

This act ensures minimum wage/salary to workers of different economic sectors. State and Central governments have the power to decide wages according to the kind of work and location.

This wage may range between as much as Rs 143 to 1120/ day. This minimum wage can be different from state to state.

The average per day wage rate for unskilled work under the MGNREGA is set to rise by 11% from Rs. 182 to Rs. 202 for 2020-21.

An MGNREGA worker gets Rs 258/day in Dadra and Nagar Haveli while Rs 238 in Maharashtra and Rs 204 in West Bengal.

5. Maternity Benefits Act, 1961:

This Act entitles maternity leave for pregnant women employees, i.e. full payment despite absence from work. As per this act, female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave. All the organised and unorganised offices that have more than 10 employees shall implement this act.

So this law protects the jobs of the female workers during pregnancy and post-delivery. This act was amended in 2017.

6. Sexual Harassment of Women employees at Workplace Act, 2013:

This act prohibits any kind of sexual harassment of the women workers at the workplace. This Act came into force from 9 December 2013.

What comes under sexual harassment:

a) Showing pornography

b) A demand or request for sexual favours

c) Sexually coloured remarks

d) Physical contact and advances

e) Any other unwelcome physical, verbal or non-verbal behaviour of sexual nature.

f) lewd comment

This act must be implemented by all public or private and organised or unorganised sectors that have more than 10 employees. This act covers all women, irrespective of her age or employment status. Most Indian employers did not implement this law.

So these were some important labour laws in India which are made to protect the employment and ensure good working conditions, fixed working hours, fair payment, bonuses, maternity leaves, etc. This article is very important for various competitive exams like UPSC/PSC/SSC etc.

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