Compliance Management

Compliance means conforming to rules. Compliance strives to design the operative and administrative processes of a company in a manner that curbs the infringement of the company’s internal rules along with legal regulations as far as possible. In order to accomplish this objective, it is imperative that the company’s corporate structure and processes should be adequately designed and internal rules should be clearly established.

Statutory Compliance Management

The compliance environment is growing more complex and onerous due to which for any organization, it becomes very difficult to complete all the legal acquiescence related to Labour Law. The statutes of labour laws are constantly changing and evolving, and it is of utmost important to keep updated with of all the latest amendments and ensure compliance.

We have a good team of staff who perform to the higher standards to meet critical deadlines and ensure quality. We guarantee a holistic approach to labour law compliance, risk management, statutory compliance and their adherence.

Here is a quick compilation of the various Statutory Compliance In HR


  • The Apprentices Act, 1961

    As per the Apprentice Act 1961, for the industries and trades which were informed by the Central Government in the Official Gazette, the act is applicable. … For clearing the doubts, this act applies to those categories of apprenticeship where the practical education is necessary to the trade.

  • The Contract Labour (Regulation & Abolition) Act, 1970

    The Object of the Contract Labour Regulation and Abolition) Act, 1970 is to prevent exploitation of contract labour and also to introduce better conditions of work. A workman is deemed to be employed as Contract Labour when he is hired in connection with the work of an establishment by or through a Contractor.

  • The Child Labour (Prohibition & Regulation Act), 1986

    The Child Labour (Prohibition and Regulation) Act, 1986 is one the most debated acts regarding children in India. It outlines where and how children can work and where they can not. … Part III of the act outlines the conditions in which children may work in occupations/processes not listed in the schedule.

  • The Industrial Disputes Act, 1946

    As per Section 2(k) of Industrial Disputes Act, 1947, an industrial dispute is defined as any dispute or difference between employees and employers, or between employers and Page 3 workmen, or between workmen and which is connected with the employment or non- employment or the terms of employment or with the conditions.

  • The Minimum Wages Act, 1948

    The Minimum Wages Act 1948 is an Act of Parliament concerning Indian labour law that sets the minimum wages that must be paid to skilled and unskilled labours. … India introduced the Minimum Wages Act in 1948, giving both the Central government and State government jurisdiction in fixing wages.

  • The Payment Of Gratuity Act, 1972

    The Payment of Gratuity Act, 1972 (the Gratuity Act) is applicable to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments with ten or more employees.

  • The Industrial Employment Standing Orders Act, 1946

    This Act is to require employers in industrial establishments to formally define conditions of employment under them and submit draft standing orders to certifying Authority for its Certification.

  • The Employees Provident Fund & Miscellaneous Provisions Act, 1952

    This act is created for the social welfare of an employee. When one begins the employment, they are expected to contribute monthly to their PF funds. The employer is also expected to contribute to its employee retirement fund.

  • The Equal Remuneration Act, 1976

    This Act, 1976 provides for payment of equal remuneration to men and women and help prevent gender discrimination. … To give effect to this constitutional provisions, the Equal Remuneration Act, 1976 was introduced. Know more about Women Rights at Workplace and Prevention of Sexual Harassment.

  • The Employees’ State Insurance Act, 1948

    The promulgation of Employees’ State Insurance Act, 1948 envisaged an integrated need based social insurance scheme that would protect the interest of workers in contingencies such as sickness, maternity, temporary or permanent physical disablement, death due to employment injury resulting in loss of wages or earning capacity. The Act also guarantees reasonably good medical care to workers and their immediate dependents.

  • The Payment Of Bonus Act, 1965

    The minimum bonus of 8.33% is payable by every industry and establishment under section 10 of the Act. The maximum bonus including productivity linked bonus that can be paid in any accounting year shall not exceed 20% of the salary/wage of an employee under the section 31 A of the Act.

  • The Payment Of Wages Act, 1936

    The Payment of Wages Act, 1936 regulates payment of wages to employees (direct and indirect). The act is intended to be a remedy against unauthorized deductions made by employer and/or unjustified delay in payment of wages.

  • The Factories Act, 1948

    The Factories Act, 1948 (Act No. 63 of 1948), as amended by the Factories (Amendment) Act, 1987 (Act 20 of 1987)), serves to assist in formulating national policies in India with respect to occupational safety and health in factories and docks in India.

  • The Employment Exchanges(Compulsory Notification Of Vacancies) Act, 1959

    The Employment Exchanges (Compulsory Notification of Vacancies) Act was enacted in 1959 to provide for compulsory notification of vacancies to the Employment Exchanges and for the rendition of returns relating to Employment situation by the employers.

  • The Trade Unions Act, 1926

    The law relating to the registration and protection of the Trade Unions is contained in the Trade Unions Act, 1926 which came into force with effect from 1st June 1927. The Act extends to the whole of India except the State of Jammu and Kashmir.

  • The Workmen’s Compensation Act, 1923

    The workmen’s compensation act 1923. 2.  The Workmens Compensation Act, 1923 is one of the important social security legislations. It aims at providing financial protection to workmen and their dependants in case of accidental injury by means of payment of compensation by the employers.

  • Inter State Migrant Workmen( Regulation Of Employment & conditions Of service ) Act, 1979.

    The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 has been enacted to regulate the employment of inter-State migrant workmen and to provide for their conditions of service and for matters connected therewith.

Each one of these have to be filed at various parts of the year, under various forms.


  • Obtaining registrations and ensuring timely renewal of registrations, as required
  • Ensure display of Abstracts and Notices at all office locations
  • Timely depositions of statutory dues within stipulated time frame
  • Timely submissions of all returns as per frequency defined in different Acts
  • Ensure maintenance of statutory registers at local/regional level on regular basis
  • Provide support at the time of Departmental inspection, ensure reply of notices/summons from department
  • To conduct verification of Contractors’ Compliance on special assignment and submission of report thereof to management

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