Statutory Compliance - Labour law

The scene of resolutions of employment laws is continually advancing & it takes an extraordinary adeptness to stay informed concerning every one of the most recent turns of events and guarantee compliance. At ECS, we offer compliance benefits that meet your company’s essentials.

It is essential to conform to all lawful and legal standards for a company to work effectively in India. It frequently includes critical venture of assets, time, and nonstop observing to be up to date of the relative multitude of changes occurring, be compliant and keep away from penalties/fines.

The always-changing labour laws turn into a test for a limited and medium-sized company to keep themselves compliant. What these associations need is dependable HR compliance guidance from an accomplished supplier.

To assure proper & beneficial lawful compliance in your company, the accompanying angles should be set up:

  • Unlimited admittance to nearby and provincial skill
  • Master support during all inspections and audits
  • Following moral practices
  • Information on courses of events for adherence to the numerous laws and guidelines
  • Refreshed reports and information in a unified area, and which are promptly accessible

As you can envision, this requires a great deal of exertion and interest related to cash and labour. Few out of every odd company can bear to or even need to spend such countless assets in guaranteeing compliance. Regardless, a business must be agreeable to every one of the laws that must be adhered to.

Deploying Legal compliance to an accomplished firm like ECS, you can ensure compliance without recruiting and keep a different office for it. Our clients find that our legal compliance services are an ideal answer for being consistent in all parts of rules and labour laws.

COMPREHENSIVE COVERAGE OF LABOR LAWS

  • Shops and Commercial Establishments Act (S&E)
  • The Employees Provident Funds and Miscellaneous Provision Act – 1952 (EPF)
  • The Employees State Insurance Corporation Act – 1948 (ESIC)
  • The Professional Tax Act (PT) 1975
  • The Labour Welfare Fund Act (LWF) 1965
  • The Contract Labour (Regulation & Abolition) Act – 1970 (CLRA)
  • The Child Labour (Prohibition & Regulation Act), 1986
  • The Minimum Wages Act-1948
  • The Payment of Wages Act-1936
  • The Payment of Bonus Act-1965
  • The Maternity Benefit Act-1961
  • The Payment of Gratuity Act-1972
  • The Equal Remuneration Act-1976
  • The Industrial Establishment (N&FH) ACT 1963
  • The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
  • Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
  • The Employees Compensation ACT-1923
  • The Industrial Employment (Standing Orders) ACT 1946 – Model Standing Order Only
  • The Industrial Disputes ACT 1947
  • The Apprentice ACT, 1961
  • The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) ACT, 1979
  • The Factories ACT, 1948
  • The Trade Unions Act, 1926

We Have Years of Experience and Expertise in the Following Areas

  • Statutory compliance audit
  • Statutory advisory services
  • Statutory benefits administration

BENEFITS OF OUTSOURCING COMPLIANCE

Our clients benefit from outsourcing statutory compliance management in many different ways.

    • Sound corporate governance
    • An increase in focus on strategic business areas
    • A reduction in the labour overheads
    • Timely compliance and adherence to all the different statutes and labour laws
    • Avoidance of all litigation and associated costs that may arise out of non-compliance
    • Complete and accurate maintenance all records that are relevant to compliance

OUR SCOPE OF WORK

We offer our services across India, covering all the following under the labour laws that are applicable to your factory of establishment:

  • Audit of Labour Law compliance
  • Licence application/amendment/renewal
  • Maintenance of statutory registers, records, notices and returns
  • Liaison with Factories, Labour, ESI and PF authorities
  • Remittance of statutory payments
  • Continuous monitoring of contractor compliances
  • Nominations under different legislations
  • Exemptions under labour legislations
  • Benefits under labour legislations
  • Accident coordination activities

Benefits of Statutory Compliance in HR for a Company

1) Improved business opportunities

2) Higher employee retention

3) Prevention of legal penalties

4) Improvement in quality

5) Improvement in business operations

6) Brand loyalty

7) Boosting employee morale

8) Improved public relations

9) Risk management

10) Competitive differentiation

At the point when a customer connects with us, we lead a one-time review before the task to evaluate the current status of legal compliance as indicated by the different Central and State Acts. At that point, we set up a definite review report which we submit to the customer. This review will uncover every one of the solid and feeble zones regarding compliance, and design an unmistakable arrangement on the most proficient method to push ahead. In view of the review discoveries and conference with the customer, we at that point continue with different exercises to ensure that the business is 100% agreeable with all resolutions and work laws.

Regardless of what the size of your association is – little, medium, or enormous – you no uncertainty face the developing test of conforming to the quickly advancing and profoundly complex compliance necessities.

To know how we can assist your association with our scope of Statuary and Compliance Outsourcing arrangements, plan a meeting with us immediately.

Have Any Questions?

FAQ's

Legal Compliances suggests to satisfaction of the commitments by an individual, organization or firm, as are endorsed under the law (authorizations, rules, guidelines, warnings like Shops& Establishment Act, CST/GST, Contract Labour(A&R) Act, Employees Provident Fund, ESI, and so forth, and so on)

Legal compliance in HR alludes to the legitimate structure inside which associations should work while managing their representatives. In this way, managing legal compliance needs organizations to be knowledgeable with the different work guidelines in their nation of activity.

It is a typical conviction that the extent of legal compliance in an association is restricted to deducting charges from workers and paying them to the public authority. While it is somewhat apparent, legal compliance likewise guarantees that the association gives satisfactory advantages to workers too.

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