The object of the employment laws in India is social welfare legislation protecting the employees, protecting their contentment and regulates situation of crisis. India adopted the core labour standards of ILO for welfare of workers and to protect their interests. India has enacted a number of labour laws addressing various issues such as resolution of industrial disputes, working conditions, labour compensation, insurance, child labour, equal remuneration etc. Labour is a subject in the concurrent list of the Indian Constitution and is therefore in the jurisdiction of both central and state governments. Both central and state governments have enacted laws on labour issues. Central laws grant powers to officers under central government in some cases and to the officers of the state governments in some cases. The labour laws cast upon the employer certain obligations for meticulous, impeccable and timely compliance.  A minor violation or an inadvertent delay in complying with the statutory requirements, not only result in levy of damages but also prosecutions that too, of the top executives.

Workmen’s Compensation Act 1923, Minimum Wages Act 1948, Payment of Wages Act 1936, Industrial Disputes Act 1947, Employees Provident Fund and Miscellaneous Provisions Act 1952, Payment of Bonus Act 1965, Payment of Gratuity Act 1972, Industrial Employment (Standing orders) Act 1946, The Working Journalists and other Newspaper Employees (Condition of Service) and Miscellaneous Provisions Act, 1955,The Motor Transport Workers Act, 1961, The Minimum Wages Act, 1948, The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979, The Factories Act, 1948, The Equal Remuneration Act, 1976, The Emigration Act, 1983, The Contract Labour (Regulation & Abolition) Act, 1970 and many 0thers.