Labour law compliance
for every Indian business type

The Factories Act, 1948 requires every factory to maintain Form 25 (Register of adult workers), Form 12 (Register of overtime), and muster rolls for every shift. Handwritten registers that go missing during audits are a common source of penalties and litigation.

Section 59 of the Factories Act, 1948 mandates overtime pay at twice the ordinary rate for hours worked beyond 9 per day or 48 per week. Many employers pay 1.5x, not realising India's rate is 2x - under-payment is a criminal offence with up to 2 years imprisonment for the occupier.

The Maternity Benefit (Amendment) Act, 2017 extends maternity leave to 26 weeks for the first two children (12 weeks from the third child onwards) for establishments with 10+ employees. A creche facility is mandatory for 50+ employee establishments.

The Building and Other Construction Workers Act, 1996 mandates registration of construction workers with the state BOCW welfare board, payment of 1% cess on construction cost, and welfare benefits. Non-registration prevents workers from accessing safety nets.

Establishments employing 20+ contract workers, and contractors employing 20+ workers, must register under the Contract Labour Act. Principal employers bear liability for contractor compliance, with registers, muster rolls, and wage records maintained separately.

The Minimum Wages Act, 1948 sets state-specific minimum wages by occupation and skill category, revised periodically by state governments. Paying below the applicable minimum wage is a criminal offence, and with 36 state and UT schedules, manual tracking is impractical.