THE ICFAI UNIVERSITY, DEHRADUN
ASSIGNMENT OF LABOUR LAW
TOPIC: A STUDY ON THE IMPLEMANTATION OF INTERNATIONAL LABOUR
STANDARDS IN INDIA, A SPECIFIC REFERENCE ON THE SCOPE EXTEND AND ITS
IMPACT
SUBMITTED TO: SUBMITTED BY:
DR.SUSHANTA KUMAR SADANGI PRIYA BHATNAGAR
PROFESSOR BALLB HONS
ILS 3RD YEAR
17FLICDDNO2093
SECTION B
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INDEX
1. ACKNOWLEDGEMENT....................................................................................................3
2. INTRODUCTION………………………………................................................................4-5
3. OBJECTIVES…………………………………..................................................................5-6
4. ORIGIN AND DEVELOPMENT OF ILO…………………………………………………6-9
5. INDIA AND INTERNATIONAL LABOUR ORGINATION……………………………..10
6. INTERNATIONAL LABOUR STANDERED- ILO CONVENTION…………………….11
7. ILO CONVENTIONS RATIFIED BY INDIA………………………………………......11-12
8. ANALYSIS OF INDIAN LAW ACCORDING TO ILS AND ILO……………………12-13
9. MAJOR IMPACT OF ILO ON LABOR LEGISLATIONS IN INDIA …………….…13-15
THE FACTORIES ACT 1881
MINES ACT 1923
TRADE UNION ACT AND PAYMENT OF WAGES ACT
THE WEEKLY HOLIDAYS ACT OF 1942
THE INDUSTRIAL DISPUTES ACT, 1947
THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946
10. CONCLUSION…………………......................................................................................16
11. RECOMENDATION.........................................................................................................17
12. BIBLIOGRAPHY..............................................................................................................18
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ACKNOWLEDGEMENT
The success and final outcome of this project required a lot of guidance and assistance from
many people and I am extremely privileged to have got this all along the completion of my
project. All that I have done is only due to such supervision and assistance and I would not forget
to thank them.
I respect and thank my teacher, for providing me an opportunity to do the project and giving us
all support and guidance which made me complete the project duly. I am extremely thankful to
her for providing such a nice support and guidance.
I am thankful and fortunate enough to get constant encouragement, support and guidance which
helped in completing the project work.
Thank you
Priya Bhatnagar
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INTRODUCTION
The International Labor Organization (ILO) was set up, with an aim to develop the conditions of
labors not only in India but around the world, in the year 1919. India was the instituting member
of ILO, which now expanded its primary membership to 145 countries. Indian Labor
Organization through its resolutions and recommendations supports countries to lure their own
set of labor legislations for the well conduct of the labor class, and the preservation of their
rights. The primary objective of action in the ILO is the creation of the International Labor
Standards in the form of Resolutions and Recommendations. Resolutions are international
treaties and instruments, which generate legally binding responsibilities on the nations that ratify
those nations. Recommendations are non-binding but better set out guidelines orienting
countrywide policies, procedure and help in developing actions.1 Labor Law controls matters,
such as, remuneration, labor employment, and conditions of employment, trade unions, industrial
and labor management relations. They also include social legislations regulating such
characteristics as reimbursement for accident triggered to a worker at work place, maternity
benefits fixation of minimum wages, and distribution of the company’s profit of the
organization’s workers, etc. Most of these acts regulate rights and the responsibilities of
employee. History of Indian labor legislation is obviously interlaced with the history of British
colonialism. British political economy was considered natural paramount in modeling some of
these early laws. In the initial phases it was very difficult to get adequate regular Indian workers
to run British organizations and hence labor laws became essential. This was obviously labor law
giving in order to protect the interests of British bosses.2 The outcome was the Factories Act. It is
well known fact that Indian textile goods offered unbending competition to British textiles in
textile market and hence in order to make Indian labor costlier. The Factories Act was first time
introduced in 1883 because of the pressure carried on the British parliament by the then textile
tycoons of Manchester and Lancashire. Thus we acknowledged the first requirement of eight
hours of work for labor, the abolition of child labor, and the rheostat of employment of women in
night, and inaction of overtime wages for labor who work beyond eight hours. Further the
1
Asia- Pacific Decent work decade (Mar26,2019, 6:00 AM) https://www.ilo.org/wcmsp5/groups/public/---asia/---
ro-bangkok/---sro-new_delhi/documents/publication/wcms_306006.pdf
2
Gerry Rodgers (Mar 26,2019 6:05) http://re.indiaenvironmentportal.org.in/files/social%20justice.pdf
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attitude of India with respect to International Labor Standards has always been very constructive.
The Indian Labor Organization tools have provided procedures and useful framework for the
development of legislative and administrative procedures for the protection and progression in
the interest of labor.3 To that point the impact of ILO Resolutions as a regular for reference for
both labor legislation and practices in India, rather than legally binding norm, has been
substantial. Ratification of a Resolution enforces legally binding responsibilities on the nation
concerned and, consequently, India has been very careful in ratifying Resolutions. It has always
been in the exercise in India that we ratify a Resolution when we are entirely satisfied that these
laws and practices are in conformity with the appropriate ILO Resolution. It is now measured
that a better course of action is to proceed with progressive implementation of the standards,
leave the formal ratification for consideration at a later stage when it becomes practicable. India
have so far ratified 39 Conventions of the ILO, which is much better than the position obtaining
in many other countries. Even where for special reasons, India may not be in a position to ratify a
Convention, India has generally voted in favor of the Conventions reserving its position as far as
its future ratification is concerned
OBJECTIVES
The objectives of the I.L.O are enunciated in the preamble to its Constitution, supplemented by
Article 427 of the Peace Treaty of Versailles, 1919; as well as by the Philadelphia Declaration of
1944.The Declaration of Philadelphia set for 10 objectives, which the International Labour
Organisation was to further promote among the Nations of the world. 4 The theme underlying
these objectives is social justice. The objectives are as follows :
1. Full employment and the revising of standards of living,
3
Gerry Rodgers, J Krishnamurty, Sabyasachi Bhattacharya Vol. 46, Issue No. 10,( 05 Mar, 2011)
https://www.epw.in/journal/2011/10/india-and-ilo-special-issues/india-and-ilo-historical-perspective.html
4 Smriti Chand International Labour Organisation (ILO) in India: Definition, Objectives and Membership
http://www.yourarticlelibrary.com/organization/international-labour-organisation-ilo-in-india-definition-objectives-
and-membership/35427
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2. The employment of workers in the occupation in which they can have the satisfaction of
giving the fullest measure of their skill and make their contribution to the common well
being,
3. The provision, as means to the attainment of this end, and under adequate guarantees for
all concerned, of facilities for training and the transfer of labour, including migration for
employment and settlement
4. Policies in regard to wages and earning forms and other conditions of work. Calculate to
ensure a just share of the fruits of progress to all, and a minimum living wage to all
employed and in need of protection.
5. The effective recognition of the right of collective bargaining, the co-operation of
management and labour in the continuous improvement of productive efficiency and the
collaboration of workers and employers in social and economic measures,
6. The extension of social security measures to provide a basic income to all in need of such
protection and comprehensive medical care,
7. Adequate protection for the life and health of workers in all occupations,
8. Provision for child welfare and maternity protection
Origins and Development of the ILO
The ILO was born in the wake of the first world war. It arose out of two major concerns. First, at
the beginning of the 20th century there were increasing demands for effective social policies to
counter the visible and evident evils of unregulated capitalist development, including excessive
working hours for miserable wages, intolerable, often dangerous conditions of work, lack of
respect for human rights and extensive exploitation of labour. Such policies needed to be
coordinated across countries if competition in international trade were not to undermine national
attempts to raise standards.5 The first steps towards common international standards were taken
in the early 20th century, but they needed a stronger institutional framework to be effective.
Second, growing social unrest both during and after the war was leading to increasingly radical
political movements, and there were great fears among political leaders of the time that the
Bolshevik Revolution would spread. Workers on both sides of the conflict had contributed to the
5
Gerry Rodgers (Mar 26,2019 6:05) http://re.indiaenvironmentportal.org.in/files/social%20justice.pdf
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national war effort, and once it was over, they were expecting that promises made to them of
better living standards and improved working conditions would be respected. There was
widespread support for the idea that peace had to be built on social justice, and that this called
for an international organisation that could channel and respond to the demands of workers. The
Paris Peace Conference of 1919 took up this challenge. In creating the ILO, it adopted a series of
radical and innovative ideas. First, the new organisation had the power to develop inter-national
labour standards, and to supervise their implementation by sovereign countries once those
countries had ratified them – and even to some extent in the absence of ratification. There was no
precedent for such an organisation – before that date, the few existing international organisations
had been much more limited in character. Second, it gave workers and employers representatives
equal decision-making power with governments in the new organisation, a remarkable model
that has not been replicated in any other major intergovernmental body since. Third, the new
organisation was built on a principle of achieving progress and overcoming conflicts of interest
through dialogue and cooperation, in a model of harmonious capitalist development that
attempted to counter the appeal of socialist revolution. The new organisation rapidly started to
build a framework of standards. In its first 10 years, it adopted 28 conventions covering hours of
work, safety and health, protection of vulnerable groups, social insurance and other labour
issues. The organisation also started to build a base of knowledge and statistics, and pursued an
active political agenda with strong support from workers and much more prudent and selective
support from employers. Al-though global in scope, in practice, the ILO was centred on a
European policy agenda; the US did not join until 1934, and most of Asia and Africa was still
under colonial rule or domination.
The international context changed radically in the 1930s. The pace of ratification of international
labour standards dropped sharply in the face of the Great Depression. But the ILO emerged as an
important player in promoting active economic policy to counter the growth of unemployment,
including internationally coordinated programmes of public works, and opposing cuts in wages
on the grounds that these would adversely affect growth. The capacity of the organisation was
sharply diminished by second world war, and its survival was in doubt. But as was the case after
first world war, in the wake of the second world war there was wide-spread belief in the urgency
of action in favour of social justice. In a major declaration in 1944, the Declaration of
Philadelphia, the ILO positioned itself as the guardian of universal human rights in the world of
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work and a key actor in ensuring that international economic policy was directed to social ends,
in particular to the reduction of poverty. The ILO still had to overcome an attempt by the USSR
to deal with international social and labour policy through the Economic and Social Council of
the newly created United Nations (UN), by-passing it; and responsibility for international
economic policy, where the ILO claimed a role, was largely assigned to the Bretton Woods
institutions. But in the post-war world, the ILO retained the core of its work as a specialized
agency of the UN. Before the war, the ILO had not been an active participant in the debate on
decolonization, for it was largely controlled by the colonial powers, but as membership expanded
after the war, it became an important platform for independence movements, first in Asia and
later in Africa. The renewed emphasis on human rights led to the adoption of a series of
international labour standards on key rights at work, including freedom of association and
collective bargaining, as well as freedom from discrimination, from forced labour and from child
labour. Today these are the most widely ratified ILO conventions. But this apart, the ILO
devoted less attention to the development of new standards and more to providing assistance to
the newly independent nations through an expanding programme of technical cooperation. This
had begun with social insurance in Latin America before the war, but it rapidly grew to cover
occupational safety and health, management development, training, cooperatives and a variety of
actions at the sectoral level. Assistance was also provided in the development of labour codes
and legislation, with the result that in many countries today the national legislative framework is
to a great extent inspired by their corresponding international standards. In the 1970s, the World
Employment Programme highlighted the central role of employment in the development agenda,
and the ILO developed a substantial programme of research and action to help define and
implement employment strategies. During this period, the ILO became a truly global
organisation, with an infrastructure of staff and offices on all continents. The ILO’s model could
be characterized as a social market economy, based on dialogue, social protection and the
sharing of the benefits of growth, a perspective that was widely shared in both industrialized and
developing countries. However, politically the ILO was hampered by the cold war, which led to
bitter debates in its governing organs, a temporary withdrawal of the US from it in the late
1970s, and difficulties for the organisation to intervene in some fields, such as European
integration or international economic policy. The increasing influence of neoliberal economics
after 1980, the collapse of Soviet communism and accelerating globalization generated new
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challenges for the ILO. Neoliberal market models treated many labour standards as inefficient
intervention in efficient markets, and the demand for “labour market flexibility” came into
vogue. The forces promoting these models were powerful, and the ILO lost ground. It had little
influence over the design of the new economic systems that replaced the socialist economies in
central and eastern Europe, although it did support the emergence of independent organizations
of workers and employers such as Solidarity in Poland. In the 1980s, the revival of globalization
led to intensified efforts to promote a social clause in international trade. The connection
between social standards and international trade was an important reason for the creation of the
ILO in 1919, but in the ILO of the 1980s it was difficult to build a consensus on this issue. The
dividing lines in the ILO’s constituency separated developing countries and employers, who
were opposed to making trade dependent on social standards, from industrialized countries and
workers, who were in favour of such a tie-up. Efforts to build a social clause were in practice
concentrated not on the ILO but on the design and mandate of the new World Trade Organisation
(WTO). But these efforts failed, for the first ministerial meeting of the WTO in 1996 reasserted
the ILO’s primacy in the domain of labour standards; trade would not be conditional on social
standards. Instead, the ILO developed a universal declaration of fundamental principles and
rights at work which should be respected by all (ILO 1998), discussed by Sankaraninth is issue;
and in 2002 launched a World Commission to suggest ways to strengthen the social dimension of
the global economy. For, there was much controversy over the impact of globalisation, and
concern about the unequal distribution of its benefits. At the same time, the goal of “decent
work” was formulated, as an integrated objective that included adequate employment levels,
respect for rights at work, satisfactory conditions of work and social dialogue. The ILO has
proved to be an adaptable organisation. Some issues, such as the role of social standards in
international trade, are not greatly different in concept today from what they were in 1919, even
if the global economy is now much more complex. But in many other respects the world has
changed radically. There has been depression and development, war and cold war,
decolonization and globalisation, industrialisation and political upheaval, changes in class
structure and in gender relations. The ILO has sometimes thrived, sometimes suffered, but its
model of tripartite governance – workers, employers and governments – around a social agenda
has proved to be resilient. While the ILO has not always succeeded in imposing its view of the
world, it has frequently been an influential actor.
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INDIA AND INTERNATIONAL LABOUR ORGANIZATION
India is a founder member of ILO, which came into existence in 1919. At present ILO has 186
members. A unique feature of ILO is its tripartite character. The membership of ILO ensures the
growth of tripartite system in the member countries. At every level in the organization,
government is associated with the two other social partners, namely the workers and employers.
All the three groups are represented on almost all the deliberative organs of the ILO and shares
responsibility in conducting its work.6 The ILO is UN specialized agency dealing with work and
workplace issues and related rights and standards. Its overarching goal is to achieve decent work
for all so everyone benefits from working conditions that offers freedom, equity, security and
human dignity. In working towards this goal the ILO has four principles strategic objectives-
1. To promote and realize standard, and rights about fundamental things and right and
liabilities at work.
2. To make or made equal and new opportunities for men and women to secure good and
well decent employment.
3. To increase and develop the coverage and reach of social protection for all.
4. The make health relationship between employers, workman, employees and government
for the benefit for social and healthy relation.
The ILO is creation of TREATY OF VERSAILLES, which establish the League of Nations. It
becomes the first specialized agency of the UN in 1946.7
Organs of ILO to implement the labour standards in signatory countries-
1. International labour conferences.
2. Governing body- executive council of ILO.
3. International labour office.
6
ILO in INDIA (Mar 26, 7:00 AM) https://www.ilo.org/newdelhi/aboutus/WCMS_166809/lang--en/index.htm
7
ILO & INDIA (Mar 26, 7:10 AM) https://labour.gov.in/sites/default/files/gyanesh.pdf
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4. The work of conference and governing body is supplemented by regional conferences,
regional advisory committees, committee of experts, panels of consultants, special
conference and meetings, etc.
INTERNATIONAL LABOUR STANDARDS- ILO CONVENTIONS
The principle means of action in the ILO is the setting up the international labour standards in
the form of conventions and recommendations. Conventions are international treaties and are
instruments, which create legally binding obligations on countries that ratified at first place.
CORE CONVETIONS OF THE ILO- (THE EIGHT CORE CONVETIONS OF THE ILO
ALSO CALLED FUNDAMENTAL/HUMAN RIGHTS CONVENTION)-
Forced labour convention (no.29)
Abolition of forced labour convention (no.105)
Equal remuneration convention (no.100)
Discrimination (employment occupation) convention (no.182)
[The above four have been ratified by India]
Freedom of association and protection of rights to organized convention (no.87)
Right to organize and collective bargaining convention (no.98)
Minimum age convention (no.138)
Worst forms of child labour convention (no.182)
[These four have not been ratified by India]
ILO CONVENTIONS RATIFIED BY INDIA
There are 43 ILO conventions and 1 protocol ratified by India. We had earlier ratified 45
conventions but we have since denounced convention no. 2 and convention no. 41. There are 8
core conventions of which we have ratified 4.8
List of international labour organization convention ratified by India.
1. No.1 hours of work (industry) convention, 1919
2. No.2 unemployment convention, 1919
8
ILO & INDIA (Mar 26, 7:10 AM) https://labour.gov.in/sites/default/files/gyanesh.pdf
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3. No.4 night work (women) convention, 1919
4. No.5 minimum age (industry) convention, 1919
5. No.6 Night work of young persons (industry) convention, 1919
6. 6. No.11 right of association (agriculture) convention, 1921
7. No. 14 weekly rest (industry) convention, 1921
8. No. 15 minimum age (trimmers and stokers ) convention, 1921
9. No. 16 medical examinations of young persons (sea) convention, 1921
10. No.18 workmen’s compensation (occupational disease) convention, 1925
11. No.19 equality of treatment (accident compensation) convention,1925
12. No. 174 prevention of major industrial accident, 2008
13. No.127 maximum weight, 2010
14. Maritime labour convention, 2006, 2015
15. P89 PROTOCOL OF 1990 TO THE NIGHT WORK (WOMEN)
CONVENTION (REVISED) 1948.
THERE IS TOTAL OF 43 CONVENTIONS RATIFIED BY INDIA IN WHICH SOME OF
THEM IS MENTIONED HERE AND 1 PROTOCOL IS SINGNED BY INDIA. THEYE ALL
ARE AFECTING OR INFLUENCING THE LAOUR POLICY IN INDIA.
Critical challenges to the application of ILS stem from the informal nature of the Indian labour
market. These include the need to strengthen labour law enforcement, payment of minimum
wages, increasing use of casual or contract labour, poor work conditioning, and low social
security coverage.
The main focus of ILO’S work in India is on technical support related to the ratification of
conventions- especially the four ungratified fundamental conventions (freedom of association
and protection of the right to organize convention, 1948 (no.87), Right to organize and collective
bargaining convention, 1949(no.98), minimum age convention, 1973 (no. 138) and worst forms
of child labour convention, 1999 (no.182) and promotion and application of the principles
underlying the ratified conventions.
ANALYSIS OF INDIAN LAW ACCORDING TO ILS AND ILO
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It is not disputed that India has not ratified 4 of the international convention. However much of
the debate is around whether or not India is correct in differing from the international standards.
The 2 subjects, which are different in India, as discussed, are freedom of association and child
labour. The local laws of India are customized according to needs of country’s labour policy and
need of labour policy condition in India. If India ratifies the conventions, then there can be no
restraint on right to the public sector employees to enter into unions and strike. When collective
bargaining is not seen as a fundamental right in India. There is a check on the power to strike of
the unions, however if unconstrained right to strike is given, the possible misuse becomes a
major concern. Strike would then be a weapon, rather than form of expression. According to the
data we analyze that India put a considerable thinking in ratifying the conventions and refusing
the conventions according to the need of the country’s situation.
Major impact of ILO on Labor legislations in India
With the evolution and expansion of small plants, factories and industries in the Indian
subcontinent starting in the mid of the nineteenth century, new possibilities for employment were
generated, resulting in a ongoing migration of the labor from poor rural areas to factories and
mills located basically in urban areas.9 During time, in the lack of any control on organization’s
labor by the state, the employers were very less concerned for the needs of their workers; wages
were very low, very long working hours, and unsatisfactory the employees’ employment
conditions. The situation led to the depiction of a large number of labor legislations beginning
since the year of 1881. These labor legislations includes, The Factories Act 1881, Workmen’s
Compensation Act -1923, Mines Act 1923, Trade Unions Act-1926, Trade Disputes Act -1929,
Payment of Wages Act -1936, Employment of children act- 1938 and Maternity Benefit Act in
1939
The Factories Act 1881
This act is the basis of all industrial and labor laws in India. It contained requirements for
working hours of women and workers with the minimum age of children for
employment. When International Labor Organization was established in 1919, this Act
was amended and subsequently retracted, resulting in the declaration of the Factories Act
9
Anurag Singh, IIDr. Amit Kumar Singh Impact of ILO on Indian Labor LawsVol. 1 Issue (1 Jan - March 2014)
http://ijrmbs.com/vol1issue1/2/amit.pdf
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1934. It makes provision for health, safety, and hygienic condition of the workers, special
provision for women and young workers. It also forbids child labor. It provides limits of
work for a child in factories, including seasonal factories.
Mines Act 1923
This Act make provisions for labors working in Indian mines. The working hours for
labor employed on surface were limited fifty per week and ten per day. According to
Mines Act periods of work shall not be more than 12 hours in any day, this also include
rest period. For workers who are employed underground, the daily limit for them is nine
hours per day. The Act does not cover provisions related to overtime work. No worker
can work more than six days in a week. The Act does not make any provision for wages
during the day of rest.
Trade Union Act and Payment of Wages Act
The Indian government under British set up an enquiry committee in 1926 to determine
the shortcomings for anomaly of payment of wages to industrial labors. As the result
Trade union act of 1926 come up. The Royal Commission on Labor was appointed in
1929, the commission considered the reports and suggestions of the enquiry committee
and recommended for implementing prevention of disorders relating to payment of
wages. The Payment of Wages Act 1936 was passed to regulate the payment of wages to
definite classes of people employed in industry. The object of the Act obviously was to
offer a low-priced and quick therapy for employees to whom the Act applied and to
recover wages due to these employees. For this purpose, a special tribunal was created,
but due to some integral imperfections in the statute the repossession of judgmental
wages remained difficult.
The Weekly Holidays Act of 1942
This act recommends one paid holiday in a week for people working in any restaurant,
shop, or theatre excluding position of management, and confidential positions. The
government is authorized to award additional paid half-day holiday in a week
The Industrial Disputes Act, 1947
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This act came into being on the 1st day of April 1947. The Act provided for
establishment of industrial tribunals by the appropriate government in British India. It
established a full-fledged industrial tribunal for adjudication of industrial disputes for the
first time.
The Industrial Employment (Standing Orders) Act, 1946
This act came into force for the first time to employers in industrial establishments which
are employing hundred or more workers. This act provides the way to define the terms
and conditions of employment of worker in the form of standing orders. The Merchant
Shipping Act, 1923 provided for an agreement between the master of the ship and
seaman concerning their terms of service.
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RECOMMENDATION
Most of the labor legislations in India are before independence. The Fundamental Rights of the
Constitution for providing safeguards to labors. Although most of the pre – constitutional labor
legislations have been revoked or curtailed following the Doctrine of Severability and Doctrine
of Eclipse, but not a lot of changes had been made to the labor legislation which were came
before the adoption of Constitution. The achievement of these labor laws must be credited to the
ILO. The ILO guidelines provided basic principles on which most of labor legislations were
drawn. By observation on various amendments and enactments in labor laws it can be easily seen
that the ILO have a countless impact on the Indian Labor Laws. A large number of laws were
passed to incorporate the guidelines of the resolutions of the ILO. All these revised and ratified
legislations create provisions for the common welfare and protection of importance of the Indian
labors. The constructive effect of ILO is seen in form of appreciation of many new kinds of
rights that were previously not available for the Indian labor class, but were made available after
creation of ILO.
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CONCLUSION
The strength of the relationship between India and the ILO has varied over time, but has often
been productive on both sides. The ILO benefited when India pressed for a greater focus on
development, and has drawn extensively on Indian expertise; India has benefited from both
practical and analytical cooperation with the ILO, and has taken advantage of the ILO as a
platform to promote its international agenda.
The ILO and India continue to face common challenges. The social dimension of globalisation
is one, as global market forces weaken job creation, put pressure on labour standards and drive
increasing inequality. Another is the implementation of a universal social and labour policy in
economies where the bulk of workers are outside the formal sector. A third is a better integration
of social and economic policy across different arms of government – the ministries of labour that
mainly represent governments in the ILO often lack the resources or authority to implement
comprehensive policies to promote decent work, just as the ILO lacks instruments to ensure that
global economic policy serves social ends. These problems call for improved patterns of
organisation, influence and dialogue at the national level, but they also define an international
agenda for the ILO. And as this discussion suggests, progress is likely to be faster if national and
international agendas are pursued together.
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BIBLIOGRAPHY
BOOK REFERRED
Alcock, A. History of the International Labour Organization [1 ]. (London, 1971)
Dufty, N.F. “Organizational Growth and Goal Structure: [2 ]. The Case of the ILO,”
International Organization 1972 Vol. 26, pp 479–498
Endres, A.; Fleming, G. International Organizations and [3 ]. the Analysis of Economic Policy,
1919–1950 (Cambridge, 2002)
SITE REFERED
Ratification for India at www.ilo.org.
Equal remuneration rules, 1976
Gaurav jain v. union of India AIR 1997 SC 3201
NOTE by ministry of labour and employees on India at www.ilo.in
International labour organization, introduction to labour standards at www.ilo.org.
ILO; convention and recommendations at www.ilo.org.
Ratification by countries at www.ilo.org.
www.yourarticlelibrary.com
www.labour.gov.in official site of ministry of labour and employment government
of India, updated 14 December 2018.
Minimum age convention 1973 no. 138
Times of India news
India today news
www.ilo.org.
ILO ministry India, www.ilo.in
ILO information system on country wise ratification of treaties database at
www.ilo.org
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ARTICLE REFERED
Dr. Amit Kumar Singh, Impact of ILO on Indian Labor Laws, Vol. 1 Issue 1 Jan - March 2014
Gaynesh (INDIA & ILO) https://labour.gov.in/sites/default/files/gyanesh.pdf
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