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Brief History of Labour Law

The document provides a brief history and evolution of labour laws in India. Under British rule, early factory acts of 1883 and 1893 stipulated 8-hour workdays and prohibited child labour. The Trade Dispute Act of 1929 regulated employer-employee relationships but lacked dispute resolution mechanisms. After independence, India's framework began with the Industrial Disputes Act of 1947, establishing a partnership between labour and capital. Key post-independence labour laws included the Factories Act of 1948 regulating work hours and safety, the Minimum Wages Act of 1948, and the Employment State Insurance Act providing health protections for employees.

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Aanchal Gupta
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254 views3 pages

Brief History of Labour Law

The document provides a brief history and evolution of labour laws in India. Under British rule, early factory acts of 1883 and 1893 stipulated 8-hour workdays and prohibited child labour. The Trade Dispute Act of 1929 regulated employer-employee relationships but lacked dispute resolution mechanisms. After independence, India's framework began with the Industrial Disputes Act of 1947, establishing a partnership between labour and capital. Key post-independence labour laws included the Factories Act of 1948 regulating work hours and safety, the Minimum Wages Act of 1948, and the Employment State Insurance Act providing health protections for employees.

Uploaded by

Aanchal Gupta
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Session : 2019 – 2024

Assignment

Submitted to : Submitted by :
Mr.Vijay Kumar Aanchal Kumari

(Professor) Enrollment no: A36021519001

Amity Law School Semester: 6th

Program: B.B.A LL.B

Brief History of Labour Law in India :


What are labour laws?

 Labour law is a body of laws and regulations which deals with the legal rights of, and
restrictions on, working people and their organizations.
 It mediates multifaceted aspects of the relationship between the stakeholders: trade
unions, employers, and employees. Labour law defines the rights and obligations of the
workers, union members, and employers in the workplace.
 Generally, labour law covers:
1. Industrial relations – certification of unions, labour-management relations, collective
bargaining and unfair labour practices;
2. Workplace health and safety;
3. Employment standards, including general holidays, annual leave, working hours, unfair
dismissals, minimum wage, layoff procedures, and severance pay.

Evolution of labour laws in India :

British Rule

I. The industrial labour legislation enacted by the British were primarily intended to protect
the interests of the British employers. Considerations of British economic interests were
the priorities in shaping some of these early laws.
II. The Factories Acts, 1883 and 1893- It was the first labour law by British which stipulated
eight hours of work, the abolition of child labour, and the restriction of women in night
employment, and the introduction of overtime wages for work beyond eight hours.
III. The earliest Indian statute to regulate the relationship between employer and his
workmen was the Trade Dispute Act, 1929 (Act 7 of 1929). Provisions were made in this
Act for restraining the rights of strike and lockout but no machinery was provided to take
care of disputes.

Post-independence labour laws

Free India’s labour law framework began with the Industrial disputes Act, 1947 as independent
India called for a clear partnership between labour and capital. The base of this partnership was
unanimously approved in a tripartite conference in December 1947. It was in this conference that
labour would be given a fair wage and working conditions and in return capital would receive the
harmonious co-operation of labour for uninterrupted production and higher productivity as part
of the strategy for national economic development.

I. There is an entire gamut of labour laws in India. Let us see some of the important ones.
II. The Factories Act, 1948– It deals with important provisions like working hours, Safety,
facilities and convenience of the workers, Employment conditions for women, etc.
III. The Minimum wages act, 1948– Stipulates minimum wages to be paid to the skilled and
unskilled labour.
The Industrial Disputes Act, 1947-The objective of the Industrial Disputes Act is to secure
industrial peace and harmony. It seeks achieve it through mechanism and procedure for the
investigation and settlement of industrial disputes by conciliation, arbitration, and adjudication
which is provided under the statute. This law applies only to the organized sector.

 Child Labour (Prohibition) Act- The act prohibits employing children below 14 years
of age in hazardous jobs.
 The Employment State Insurance Act– It covers the employees’ health protection
facilities against potential injuries, sickness at work and other issues

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