Labour Law Questions
Browse labour law questions asked by people across India.
Questions in Labour Law are answered with reference to Section 25F of the Industrial Disputes Act, 1947 on retrenchment conditions, the Code on Wages, 2019, the Factories Act, 1948 and the Employees Provident Funds and Miscellaneous Provisions Act, 1952. Each answer states the section that applies, the forum that hears the matter and the limitation period, so the position can be checked against the official text at India Code before you act on it.
The forum depends on the facts rather than the label: a dispute described as a family matter may be heard by a family court, a magistrate or a civil judge depending on whether the relief sought is maintenance, custody, injunction or declaration. Where the law has been renumbered by the 2023 criminal law reforms, answers note both the old and the new section numbers.
What is the procedure for claiming employees' provident fund?
What is the procedure for claiming employees' provident fund?
What is the limitation period for trade union matters in 2026?
What is the limitation period for a Provident Fund (PF) claim in a criminal case?
What is the limitation period for overtime payment under Section 15 of the Payment of Wages Act?
What is the limitation period for overtime payment under Indian law?
What is the limitation period for overtime payment in India?
What is the limitation period for claiming minimum wage under the new criteria?
What is the limitation period for minimum wage claims under Indian law?
What is the limitation period for gratuity as per the Supreme Court?
What is the limitation period for gratuity as per the latest legislation?
What is the limitation period for ESI benefits for senior citizens?
What is the limitation period for contract labour as per the Supreme Court?
What is the limitation period for bonus payment for senior citizens?
What is the minimum wage after the BNS and BNSS implementation?
What is an industrial dispute under the new criminal laws?
What is an industrial dispute under Indian law?
What are the ESI benefits under Section 125 of the CrPC?
What evidence is needed for a trade union in a criminal case?
What documents are needed for a trade union in India?
What documents are needed for a trade union after the recent amendment?
What documents are needed for a PF claim during the pandemic?
What documents are needed for minimum wage as per the Supreme Court?
What documents are needed for an industrial dispute without a lawyer?
What documents are needed for gratuity with online filing?
What documents are needed for gratuity as per the Supreme Court?
What documents are needed for gratuity as per the latest legal provisions?
What documents are needed for contract labour in India?
What documents are needed for bonus payment in India?
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Frequently Asked Questions about Labour Law
What is labour law in India?
Labour law in India governs employer-employee relationships, covering wages, working hours, leave, termination, and workplace safety. Key laws include the Minimum Wages Act 1948, Payment of Gratuity Act 1972, and the new Labour Codes 2020 (pending implementation).
What is the minimum wage in India?
Minimum wages vary by state, skill level, and industry. Under the Minimum Wages Act 1948, state governments fix minimum rates. For example, unskilled workers may get ₹350-700 per day depending on the state. Check your state labour department website.
How much gratuity is an employee entitled to?
Under the Payment of Gratuity Act 1972, employees with 5+ years of service are entitled to gratuity of 15 days wages for each year of service (calculated as last drawn salary x 15/26 x years of service). Maximum limit is ₹20 lakh.
Can an employer terminate without notice in India?
Termination without notice is illegal unless for gross misconduct. Normal termination requires 1-3 months notice or pay in lieu. Retrenchment compensation is 15 days pay per year of service under the Industrial Disputes Act 1947.
What is provident fund (PF) in India?
Provident Fund is a retirement benefit scheme under the EPF Act 1952. Both employer and employee contribute 12% of basic salary. It is mandatory for organizations with 20+ employees. EPF can be withdrawn at retirement or for specific purposes like housing, education, or medical emergencies.