Businesses operating in India must adhere to a wide range of labour laws to ensure legal compliance and a safe, fair workplace. Below is a structured checklist covering key statutory requirements under major labour laws, including Labour Relations and Contract Labour Compliance:

1. Factories Act, 1948

• Factory licensing and renewals
• Implementation of safety measures
• Provision of welfare facilities (canteens, washrooms)
• Wage and overtime compliance
• Maintenance of records and timely reporting

2. Workmen’s Compensation Act, 1923

• Compensation for workplace accidents
• Timely reporting of incidents

3. Apprentices Act, 1961

• Appointment of apprentices in designated trades
• Record maintenance and reporting

4. Employees’ State Insurance Act, 1948

• Monthly contribution remittance
• Maintenance of statutory records and timely reporting

5. Contract Labour (Regulation & Abolition) Act, 1970

• Establishment of fair working conditions
• Provision of drinking water, canteens, and washrooms
• Special provisions for female workers

6. Employees’ Provident Fund & Miscellaneous Provisions Act, 1952

• Monthly PF contribution deposits
• Maintenance of records and submission of reports

7. Equal Remuneration Act, 1976

• Prohibition of gender-based wage discrimination

8. Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959

• Mandatory notification of vacancies to local employment exchanges

9. Minimum Wages Act, 1948

• Payment of wages as per state or central minimum wage standards

10. Payment of Wages Act, 1936

• Timely salary payments without unauthorised deductions
• Maintenance of wage, deduction, fine, and advance records
• Annual report submission

11. Trade Unions Act, 1926

• Compliance with trade union registration and regulations

12. Indian Boilers Act, 1923

• Safety protocols for boiler operations
• Appointment of trained boiler operators

13. Payment of Bonus Act, 1965

• Adherence to bonus payment requirements

14. Payment of Gratuity Act, 1972

• Gratuity payment to eligible employees after 5 years of service
• Intimation to authorities upon establishment opening
• Display of required notices and maintenance of records

15. Maternity Benefit Act, 1961

• Provision of leave and wages during maternity period

16. Industrial Disputes Act, 1947

• Prevention of unfair labour practices
• Permissions for layoffs, retrenchments, and closures
• Compensation for affected employees

17. Industrial Employment (Standing Orders) Act, 1946

• Drafting and approval of service rules
• Display of standing orders for employee awareness

Maintaining proper labour law compliance not only ensures legal protection but also promotes employee welfare and organisational reputation.