Indian HR & Labour Laws

Explain the objectives of the legacy acts governing wages: Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, and Equal Remuneration Act.

Describe how the Code on Wages, 2019 consolidates the four legacy acts and introduces a universal definition of 'wages'.

Describe employer obligations for minimum wage fixation, payment timelines, and permissible deductions under the new Code.

Calculate statutory bonus liability for an establishment based on the provisions integrated into the Code on Wages.

Analyze a pay-related case study to identify potential violations regarding wages, bonus, or gender-based pay discrimination and outline potential penalties.

Explain the purpose, applicability, and coverage of the Employees' Provident Funds (EPF) Act, 1952 and the Employees' State Insurance (ESI) Act, 1948.

Describe the three schemes under the EPF Act (EPF, EPS, EDLI) and the primary benefits provided by the ESI scheme.

Calculate the monthly statutory contributions for both employer and employee for EPF and ESI based on a given salary structure.

Outline the employer's registration and monthly compliance process (e.g., challan payments, returns) for EPF and ESI.

Analyze a case of non-compliance with EPF or ESI regulations to determine the potential legal and financial penalties.

Explain the eligibility criteria and calculation method for gratuity as per the Payment of Gratuity Act, 1972.

Describe an employer's obligations regarding leave, payment, and facilities under the Maternity Benefit Act, 1961, including recent amendments.

Explain an employer's liability to pay compensation for workplace injury or death under the Employees’ Compensation Act, 1923.

Analyze a complex employee exit scenario to correctly calculate the final settlement, including gratuity and other statutory dues.

Explain the objective of the Social Security Code, 2020, and identify the nine key legacy laws it consolidates.

Describe the significant structural changes proposed by the Code, including new definitions and social security organizations.

Explain the new provisions introduced for gig workers, platform workers, and unorganised sector workers.

Discuss the potential impact of the Social Security Code on employer compliance and employee benefits once fully implemented.

Explain the key provisions of the Factories Act, 1948 concerning worker health, safety, and welfare.

Describe how the Occupational Safety, Health and Working Conditions (OSH) Code, 2020 consolidates and expands upon legacy laws like the Factories Act.

Outline the general duties of employers and the rights of employees regarding workplace safety under the OSH Code.

Identify key provisions on working hours, leave, and welfare facilities for non-factory establishments under the OSH Code and state-specific Shops & Establishments Acts.

Analyze a workplace safety incident to determine employer liability under the OSH Code and identify potential penalties.

Explain the purpose, applicability, and key definitions of the Sexual Harassment of Women at Workplace (POSH) Act, 2013.

Describe the composition and duties of the Internal Committee (IC) and outline the procedure for handling a POSH complaint.

Identify an employer's key obligations under the POSH Act, such as policy formulation, training, and annual reporting.

Explain the purpose of the Child Labour (Prohibition & Regulation) Act, 1986, and identify prohibitions on the employment of children and adolescents.

Analyze a case study involving workplace misconduct to recommend corrective actions in line with the POSH Act.

Define key concepts from the Industrial Disputes Act, 1947: 'industrial dispute', 'strike', 'lockout', 'layoff', and 'retrenchment'.

Describe the dispute resolution mechanisms available under the Industrial Disputes Act, such as conciliation and adjudication.

Explain the key changes introduced by the Industrial Relations Code, 2020, regarding trade unions, standing orders, and dispute resolution thresholds.

Outline the legal procedure and compensation requirements for retrenching an employee under current law.

Analyze a workplace conflict scenario to identify the applicable legal provisions and recommend a compliant resolution pathway.

Explain the purpose of the Contract Labour (Regulation & Abolition) Act, 1970.

Distinguish between the legal obligations of a principal employer and a contractor regarding contract labour.

Explain the purpose of the Apprentices Act, 1961, and describe an employer's main obligations when engaging apprentices.

Evaluate a scenario to determine if an arrangement constitutes genuine contract labour or sham employment, and identify associated risks.

Develop a basic annual HR compliance calendar highlighting key statutory filing dates for a sample company.

Create an audit-ready HR documentation checklist covering key registers, returns, and policies required under major labour laws.

Identify the top 5 common HR compliance mistakes made by Indian companies and propose preventative strategies for each.

Conduct a high-level HR compliance gap analysis for a given company profile and prioritize corrective actions.

Formulate structured answers to common interview questions on Indian labour laws, citing relevant acts and practical examples.

Address frequently asked questions from employees on topics like PF withdrawal, ESI benefits, gratuity eligibility, and leave policies.

Analyze a complex HR scenario involving multiple legal aspects (e.g., wage dispute during maternity leave) and identify the applicable laws.

Draft a concise compliance advisory memo for management based on a given HR legal problem.