SEMINAR PRESENTATION

ON

“MADHYA PRADESH LABOUR POLICY”

Submitted To: Submitted By:

DEPARTMENT OF LAW. AYUSHI GIDWANI
NEHA SHARMA
SUNDARAM MAHAJAN
TANISHA BHARANI
BBA LLB (H) 5th Sem.
2021-2026
 Declaration

We (Ayushi gidwani, Neha sharma, Sundaram mahajan, Tanisha bharani), declare that
the seminar presentation Report submitted by us in line of partial fulfillment of requirement
for the award of the Degree of Bachelor of Business Administration and Bachelor of
Legislative Law Honors from Prestige Institute of Management & Research, Gwalior
affiliated to Jiwaji University, Gwalior have accomplished topic name “MADHYA
PRADESH LABOUR POLICY”. We assure that this report is the result of our own efforts
and that any other institute for the award of any degree or diploma has never submitted this
report anywhere.

Date: 30/10/2023
Place: Gwalior AYUSHI GIDWANI
NEHA SHARMA
SUNDARAM MAHAJAN
TANISHA BHARANI
BBA LLB(H) 5th Sem. 2021-26
 Certificate

This is certify that, Ayushi gidwani, Neha sharma , Sundaram mahajan , Tanisha
bharani,Student of BBA LLB (H) 5th Sem. of Prestige Institute of Management &
Research, Gwalior have successfully completed their Film for Learning presentation report
on topic “Madhya Pradesh Labour Policy” under my guidance and supervision.

Date: 30/10/2023 Asst. Prof. Ashish Yadav

Place: Gwalior (Faculty Guide)

 Acknowledgement

“Gratitude is the hardest of all emotions to express. There is no word capable of conveying
all that one feels until we reach the world where thoughts can be adequately expressed in
words,” Thank you” will have to do.”

We would like to thank all the faculty members of Prestige Institute of Management and
Research Gwalior, for providing us the required knowledge, information and support.

We would also like to thank Prof. (Dr.) Nishant Joshi for his guidance and moral support in
our academic persuasion and providing insight to this topic. We would also like to thank my
college for supporting us with resources, which beyond any doubt have helped me.

It is a great pleasure for us to put on records my appreciation and gratitude towards Asst.
Prof. Ashish Yadav for his valuable support and suggestions for the improvement and
editing of this project report.

Let us also use this opportunity to thank our team members who have contributed to this
project with their invaluable opinions and suggestions, which has gone a long way in
soothing our rough edges as a teammate.
 CONTENT

S. No. Topic

1. Introduction of labour law

2. Who is labour

3. History of labour law

4. Labour law in Madhya Pradesh

5. Amendment in Labour policy Madhya Pradesh

6. Conclusion

7 Reference
Introduction of Labour Law

Labour Law Is A Branch Of Law That Deals With The Rights And Responsibilities Of Workers
Workplace. It Focuses On Establishing Legal Standards And Regulations To Ensure Fair And Safe
Employment Practices. Labour Law Also Known As Employment Law Is The Body Of Laws,
Administrative Rulings, And Precedents Which Address The Legal Rights Of, And Restrictions On,
Working People And Their Organizations. As Such, It Mediates Many Aspects Of The Relationship
Between Trade Unions. Employers And Employees. In Other Words, Labour Law Defines The
Rights And Obligations As Workers. Union Members And Employers In The Workplace. Generally,
Labour Law Covers
Industrial Relations – Certification Of Unions, Labour Management Relations, Collective Bargaining
And Unfair Labour Practices;
Workplace Health And Safety;
Employment Standards, Including General Holidays, Annual Leave, Working Hours, Unfair.
Dismissals, Minimum Wage, Layoff Procedures And Severance Pay.
There Are Two Broad Categories Of Labour Law. First, Collective Labour Law Relates To The
Tripartite Relationship Between Employee, Employer And Union. Second, Individual Labour Law
Concerns Employees’ Rights At Work And Through The Contract For Work
The Labour Movement Has Been Instrumental In The Enacting Of Laws Protecting Labour Rights In
The 19th And 20th Centuries Labour Nights Have Been Integral To The Social And Economic
Development Since The Industrial Revolution
Labour Laws Cover A Wide Range Of Issues, Including Wages, Working Hours, Employment
Contracts, Workplace Safety, Discrimination, Harassment, And Collective Bargaining. These Laws
Aim To Promote And Protect The Interests Of Workers While Also Providing A Framework For
Employers To Follow.
The Primary Objectives Of Labour Laws Are To:

1. Protect The Rights And Interests Of Workers: Labour Laws Establish Minimum Wage
Standards, Regulate Working Hours, Mandate Safe Work Environments, And Prohibit Unfair
Treatment Or Exploitation Of Workers.
2. Create A Balance Between Workers And Employers: Labour Laws Provide A Framework For
Negotiation And Dispute Resolution, Allowing Workers To Collectively Bargain For
Workplaces.
3. Promote Social Justice And Equality: Labour Laws Aim To Eliminate Discrimination And
Ensure Equal Opportunities For All Workers, Or Other Protected Characteristics.
4. Encourage Economic Growth: By Regulating Employment Practices, Labour Laws Help Create
Stable And Predictable Working Conditions, Which Can Contribute To A More Efficient And
Productive Workforce.
It’s Important To Note That Labour Laws Can Vary From Country To Country, And Even Within
Different Regions Or States Of A Country. These Laws Are Typically Enforced And Administered
By Government Agencies, Such As Labor Departments Or Ministries, And Violations Can Result In
Penalties Or Legal Action.

Who Is Labour
Labour Refers To The Physical Or Mental Effort Exerted By Individuals In Order To Produce Goods
Or Services. In The Context Of Employment And Labour Laws, "Labour" Often Refers To The
Working Class Or Individuals Who Participate In The Workforce. Labour Can Include A Wide
Range Of Occupations And Professions.

History Of Labour Laws In India

In India, The History Of Labour Laws Dates Back To The British Era Before Independence. The
British Administration Enacted These Laws To Safeguard The Interests Of British Employers And
Industrialists.
The Introduction Of The Factories Act In 1883 By The British Parliament Aimed To Raise The
Costs Of Indian Labour, Favoring British Textile Magnates. This Act Introduced Regulations Such
As An 8-Hour Workday, Overtime Wages, The Abolition Of Child Labour And Restrictions On
Women Working At Night. While These Provisions Benefited The Labour Market, Their True
Motivation Was To Serve Vested Interests.
Following World War I And The International Discussions On Labour Reforms, India Witnessed
The Introduction Of The Trade Union Act Of 1923 And The Industrial Disputes Act Of 1929. These
Acts Aimed To Regulate The Relationship Between Employees And Employers. They Included
Provisions To Protect Workers’ Rights To Form Unions For Collective Bargaining And Engage In
Protests Through Strikes And Lockouts.
Amidst The Worldwide Economic Depression, Rising Unemployment And Continued Agitation For
Independence, The British Government Established The Royal Commission On Labour In 1929. The
Commission Faced Significant Resistance And Boycott From The Indian Labour Movement.
Nonetheless, It Issued A Report That Paved The Way For A Series Of Labour Legislations Between
1932 And 1937. Key Legislations During This Period Included The Payment Of Wages Act Of 1936,
Which Empowered Employers To Deduct Wages For Unexcused Absences And The Trade Disputes
(Amendment) Act Of 1938, Which Authorized The Government To Appoint Conciliation Officers
To Settle Disputes.
The Labour Laws Of Independent India Derive Inspiration From The Views Expressed By
Nationalist Leaders During The Freedom Struggle, Debates In The Constituent Assembly, Provisions
Of The Constitution And International Conventions And Recommendations. The Constitution Of
India, In Alignment With Fundamental Rights And Directive Principles Of State Policy, Emphasises
The Dignity Of Human Labour And The Need To Protect And Safeguard The Interests Of Workers.

Important Human Rights Conventions And Standards From The United Nations Have Also
Influenced Labour Laws In India. These Include The Right To Work Of One’s Choice, Protection
Against Discrimination, Prohibition Of Child Labour, Just And Humane Working Conditions, Social
Security, Wage Protection, Grievance Redressal, The Right To Form Trade Unions, Collective
Bargaining And Participation In Management.

Labour Law In Madhya Pradesh

Ensuring Compliance With Labour Laws In Madhya Pradesh Is Essential, Whether You Are
Starting A New Business Or Have Already Started. It Is Important To Adhere To All The
Regulations And Guidelines Set Forth By The Law To Prevent Legal Issues.

The Labour Laws In Madhya Pradesh Are Governed By The Various Labor Acts And
Regulations Implemented By The State Government. Some Of The Key Labor Laws
Applicable In Madhya Pradesh Include:

1. The Industrial Disputes Act, 1947: This Act Governs The Settlement Of Disputes
Between Employers And Employees In Industrial Establishments.
2. The Factories Act, 1948: This Act Regulates The Working Conditions, Health, Safety,
And Welfare Measures For Workers Employed In Factories.
3. The Minimum Wages Act, 1948: This Act Ensures That Workers Receive A
Minimum Wage For Their Work, Based On The Nature Of Employment And
Location.
4. The Payment Of Wages Act, 1936: This Act Governs The Payment Of Wages To
Workers And Ensures Timely And Accurate Payment.
5. The Employees’ Compensation Act, 1923: This Act Provides Compensation To
Employees For Injuries Or Accidents That Occur During The Course Of
Employment.
6. The Contract Labour (Regulation And Abolition) Act, 1970: This Act Regulates The
Employment Of Contract Laborers And Ensures Their Welfare And Rights.
These Are Just A Few Examples Of The Labor Laws In Madhya Pradesh. It Is Important For
Employers And Employees To Be Familiar With These Laws To Ensure Compliance And
Protect Their Rights.
Amendment In Labour policy Madhya Pradesh

Labour Reforms Initiative

Initiatives Of Central Government
Madhya Pradesh
Amendments In Labour Laws

Amendment In The Industrial Disputes Act 1947:

For Applicability Of Chapter V-B Regarding “Pre-Condition Of Permission From The

Appropriate Government, Notices, Compensation For Lay-Off, Retrenchment, Closure”, The
Minimum Number Of Workmen In The Industrial Establishment Is Increased From 100 To
300 Workmen.
In Case Of Retrenchment, The Workman Will Be Given Three Months’ Notice In Writing
Specifying The Reasons For Retrenchment And The Notice Period Has Expired. Otherwise,
The Workman Has Been Paid Wages For The Period Of The Notice.
In Case Of Retrenchment, The Workman Has Been Given Compensation Corresponding To
Fifteen Days’ Average Pay For Every Completed Year Of Continuous Service Or Any Part
Thereof In Excess Of Six Months; Or An Amount Equivalent To His Three Months’ Average
Pay, Whichever Is Higher.

Amendments in the Factories Act 1948:

A Male Adult Worker Has Been Allowed To Work In A Factory For More Than 48 Hours In
A Week Subject To The Following:-
 The Total Number Of Hours Of Work In Any Day Will Not Exceed Twelve
 The Spread Over, Inclusive Of Intervals For Rest, Will Not Exceed Thirteen Hours In
Any One Day
 The Total Number Of Hours Of Work In Any Week, Including Overtime, Shall Not
Exceed Sixty;l
 No Worker Will Be Allowed To Work Overtime, For More Than Seven Days At A
Stretch And The Total Number Of Hours Of Overtime Work In Any Quarter Shall
Not Exceed One Hundred And Twenty Five
 Such Overtime Work Shall Not Be Made Compulsory Or Obligatory For Any
Worker.
 The State Government May, By Order, Specify Conditions For Ensuring Safety Or
Women Who Are Required Or Allowed To Work In Any Factory Or Manufacturing
Process Between The Hours Of 8 P.M. And 6 A.M.
 Entitlement, Regarding ‘Annual Leave With Wages’, For The Worker Who Has
Worked For A Period Of 180 Days Or More In A Factory During A Calendar Year.

Amendment In The Contract Labour (Regulation & Abolition) Act, 1970:

Provision Of Deemed Registration If The Registering Officer Fails To Pass An Order Either
Granting Or Refusing Or Objecting To Grant Or Amend The Registration Within A Period
Of 30 Days After Submission Of An Application Complete In All Respects.
Provision Of Duly Licensed If The Registering Officer Fails To Pass An Order Either
Granting Or Refusing Or Objecting To Grant Or Renew Or Amend The Registration Within
A Period Of 30 Days After Submission Of An Application Complete In All Respects.

Amendment In The Building And Other Construction Workers Welfare Cess Act,1996:

 The State Government, By Notification, May Exclude Cost On Purchase And

Transportation Of Plant And Machinery To Be Used In A Factory And Such Other
Costs From The Cost Of Construction Incurred By An Employer.
 An Employer Aggrieved By An Order Of Assessment Made Under Section 5 Or By
An Order Imposing Penalty Under Section 9, May Appeal To The Appellate
Authority Against The Said Order In Such Manner As Prescribed.
Amendment In The Building And Other Construction Workers (Regulation Of Employment
And Conditions Of Service) Act,1996
The Registration Deemed To Be Duly Granted, If No Adverse Order Is Passed Within The
Prescribed Time From The Date Of Submission Of Application.

Amendment In The Inter State Migrant Workmen (Regulation Of Employment And

Conditions Of Service) Act,1979:
The Registration Deemed To Be Duly Granted, If No Adverse Order Is Passed Within Thirty
Days From The Date Of Submission Of Application.

Amendment In The Motor Transport Workers Act,1961:

The Registration Deemed To Be Duly Granted, If No Adverse Order Is Passed Within Thirty
Days From The Date Of Submission Of Application.
Part IX Of The Madhya Pradesh Labour Laws (Amendment) And Miscellaneous Provisions
Act, 2015
Composition Of Offences Under Certain Labour Laws (5 Acts).
An Officer can Compound Any Offence Punishable With Fine Under These Acts Committed
For The First Time Or After Expiry Of Two Years’ Period Of The Previous Offence, On
Realization Of Composition Fees Prescribed.
An Officer Can Compound Any Offence Punishable With Fine And Imprisonment Up To
Three Months Under These Acts Committed For The First Time, Either Before Or After
Institution Of The Prosecution, On Realization Of Composition Fee As Prescribed.
Part X Of The Madhya Pradesh Labour Laws (Amendment) And Miscellaneous Provisions
Act, 2015
Exempt From Maintaining Multiple Registers And Submission Of Multiple Returns Under
Certain Labour Laws (13 Acts).
The State Government, By Order, Notify Forms For Maintaining Registers And Records And
Furnishing Returns By An Employer/Establishments In Lieu Of The Forms Prescribed Under
The Said 13 Acts

There Have Been Several Amendments Made To The Labour Policy In Madhya Pradesh To
Ensure The Protection And Welfare Of Workers In The State. One Of The Key Amendments
Is Related To The Minimum Wage. The Government Has Increased The Minimum Wage For
Workers In Various Sectors, Ensuring That They Receive Fair Compensation For Their
Work. This Is Aimed At Improving The Standard Of Living For Workers And Reducing
Exploitation

Another Significant Amendment Is The Introduction Of The Fixed Term Employment Policy.
This Policy Allows Employers To Hire Workers For A Fixed Duration, Which Provides
Flexibility In Workforce Management. However, It Also Ensures That Workers Are Entitled
To All The Benefits And Social Security Measures Applicable To Regular Employees.

Additionally, The Government Has Made Changes To The Rules Regarding Contract Labour.
These Amendments Aim To Regulate The Engagement Of Contract Labour And Ensure That
They Receive Fair Wages And Benefits, Similar To Regular Employees. This Helps In
Preventing The Exploitation Of Contract Workers And Promotes A More Equitable Work
Environment.
The Implementation Of Laws And Regulations For Employers And Employees Plays A
Crucial Role In Ensuring Fairness Equality In The Workplace. These Regulations Aim To An
Individuals Can Services Without Facing Prejudice Or Mistreatment. By Adhering To These
Laws, Employers Are Obliged To Treat Their Employees Equitably, Fostering An
Atmosphere Of Respect And Dignity.
In Addition To Promoting Equitable Treatment, These Laws Also Prioritize The Safety And
Security Of Individuals Within The Workplace. Employers Are Required To Implement
Measures That Safeguard The Well-Being Of Their Employees As Providing Proper Safety
Equipment, Maintaining A Secure Work Environment, And Enforcing Protocols To Prevent
Accidents And Injuries. This Not Only Protects The Physical And Mental Health Of Workers
But Also Instills Confidence And Peace Of Mind In The Workforce.
The Consistent Enforcement Of These Laws Is Essential In Paving The Way For A More
Prosperous Future. When Employees Are Confident That Their Rights Are Protected And
That They Will Be Treated Fairly And Respectfully, They Are More Likely To Be Motivated
And Productive. This Leads To Increased Efficiency And Innovation, Ultimately Benefiting
Both The Employees And The Employers. Moreover, A Work Environment Free From
Discrimination And Mistreatment Fost Culture Of Inclusivity And Diversity, Which Has
Been Proven To Enhance Creativity And Problem-Solving Abilities.
The Implementation And Enforcement Of Laws And Regulations In The Workplace Ensure
Equitable Treatment, Safety, And Both Employers And Employees. By Prioritizing Fairness
And Fostering A Work Environment, These Laws Contribute To Enhanced Prosperity,
Productivity, And Innovation. It Is Through These Measures That We Can Strive Towards A
More Promising And Prosperous Future For All
Labor Laws In Madhya Pradesh Govern The Rights And Responsibilities Of Workers And
Employers In The State. The Labor Laws In Madhya Pradesh Are Regulated By The Madhya
Pradesh Industrial Relations Act, 1960, The Madhya Pradesh Shops And Establishments Act,
1958, And Other Relevant Legislation.
The Madhya Pradesh Industrial Relations Act, 1960, Provides Regulations For Matters Such
As Trade Unions, Collective Bargaining, Dispute Resolution, And Industrial Relations. It
Aims To Promote Harmonious Relations Between Workers And Employers And Ensures The
Protection Of Workers’ Rights.
The Madhya Pradesh Shops And Establishments Act, 1958, Applies To Shops And
Commercial Establishments In The State. It Covers Aspects Such As Working Hours, Leave
Entitlements, Payment Of Wages, And Conditions Of Work. The Act Also Includes
Provisions For The Health, Safety, And Welfare Of Workers.
Additionally, There May Be Specific Amendments Or Notifications Issued By The Madhya
Pradesh Government From Time To Time That Modify Or Update The Existing Labor Laws.
It Is Advisable To Consult The Official Website Of The Madhya Pradesh Labor Department
Or Seek Legal Advice To Stay Updated On Any Recent Amendments Or Changes In Labor
Laws Specific To Madhya Pradesh.
Conclusion

In conclusion, the amendments made to the labour policy in Madhya Pradesh

have been instrumental in providing better protection and welfare for workers in
the state. These amendments have focused on increasing minimum wages,
introducing the Fixed Term Employment policy, regulating contract labour, and
enhancing the safety measures for workers engaged in hazardous industries.
These changes aim to create a more equitable and fair work environment, where
workers are adequately compensated and their rights are safeguarded. The
government’s efforts reflect a commitment to ensuring the well-being and rights
of workers in Madhya Pradesh.
 Reference

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