Human Resource and Social Welfare Law

Human Resource (HR) and Social Welfare Law refers to the legal framework that governs the rights, responsibilities, and welfare of employees, employers, and vulnerable sections of society. These laws aim to regulate employment relationships, promote social justice, and provide safeguards for marginalized and disadvantaged groups.

Key Areas of HR and Social Welfare Law

  • Labour and Employment Laws
  • Social Welfare and Protection Laws
  • Welfare of Marginalized Communities
  • Workplace Safety and Anti-Discrimination
  • Social Security and Welfare Schemes
  • Rights of Migrant and Gig Workers

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Importance of HR and Social Welfare Laws

  • Ensures Dignity of Labor: Protects employees from exploitation and ensures fair treatment in workplaces.
  • Promotes Social Equity: Addresses inequalities by providing legal support to disadvantaged groups.
  • Enhances Productivity: A safe and equitable workplace fosters employee satisfaction and productivity.
  • Encourages Social Security: Protects individuals against risks like unemployment, illness, and old age.
  • Supports Economic Growth: A healthy and skilled workforce contributes to national development.These laws form the backbone of a just and equitable society, balancing economic growth with social justice.
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FAQ and Importance of HR and Social Welfare Laws

These laws regulate employment relationships, protect workers’ rights, and ensure the welfare of vulnerable sections of society. They cover aspects like wages, working conditions, social security, workplace safety, and welfare programs for disadvantaged groups.

The minimum wage differs from state to state and is revised periodically.

Employees are entitled to:

    • Fair wages.
    • Safe working conditions.
    • Social security benefits like provident funds, pensions and insurance. 

Yes. The type and number of paid leaves vary depending on the employer’s policies and the nature of work.

The Employees’ Provident Fund (EPF) is a savings scheme where both the employee and employer contribute a percentage of the salary. It provides financial security during retirement or in emergencies.

  • Free medical care.
  • Maternity benefits.
  • Sickness and disability benefits.
  • Financial support to dependents in case of the employee’s death.
  • 26 weeks of paid maternity leave for the first two children.
  • 12 weeks for subsequent children.
  • Leave for adopting a child (up to 12 weeks).
  • Benefits like crèche facilities at the workplace.
  • Also, it vary on individual company policies.

Employees who work beyond the standard 8-hour workday or 48-hour workweek are entitled to overtime pay, typically at double their regular hourly rate.

  • Old-age pensions.
  • Subsidized healthcare.
  • Concessions in travel and housing.

Yes. Employing children under 14 years of age in any occupation is prohibited.

  • Approach the labor commissioner.
  • File complaints with labor courts.
  • Utilize workplace grievance committees (e.g., Internal Complaints Committee under the POSH Act).
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