According to core labor standard of ILO, India has legislated related law to protect the welfare and rights of workers. Series of laws and regulations commonly exist to solve labor related issues, like labor dispute, working environment, labor reward, insurance, child labor, and equal payment for equal work. According to the division of powers and function of federation and states in Constitution of India, labor belongs to the common power of both federation and states. Therefore, both of them have the right of jurisdiction over it, and they have both legislated on labor issue. The federal laws authorize the departments under central government to deal with some related fields of labor, and others have been distributed to departments under states.

印度政府勞工部網站

Official website of Ministry of Labor of India

http://labour.nic.in

處理勞工問題的相關聯邦法律：

《1923年工人賠償法》

《1948年最低工資法》

《1936年工資法》

《1947年勞資糾紛法》

《1952年勞工退休基金法》

《1965年獎金法》

《1972年撫恤金法》

《1961年產期津貼法》

《1946年就業（常規）法》

Federal Law related to labor issues:

The Workmen’s Compensation Act of 1923

Minimum Wages Act of 1948

The Payment of Wages Act of 1936

The Industrial Dispute Act of 1947

The Labor Pension Fund Act of 1952

The Payment of Bonus Act of 1965

The Payment of Gratuity of 1972

The Maternity Benefit Act of 1961

The IndustrialEmployment (Standing Orders) Act

聯邦勞動法列表

List of Federal Labor Law

http://labour.nic.in/act/welcome.html

《1923年工人賠償法》:

《1923年工人賠償法》規定，雇員在雇用期間受傷或死亡，其或其家屬應獲得賠償。該法令規定了雇員應獲得的賠償標準。

The Workmen’s Compensation Act of 1923

According to the act,if employee gets injured or died during the employment, the employee or the family of the employee should be compensated. The act prescribes the standard of the compensation.

《1923年工人賠償法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=192308

《1948年最低工資法》

《1948年最低工資法》用附錄的方式，列出了特定崗位員工在企業或在家工作的最低薪酬標準。聯邦政府和各邦政府有權對附錄中的最低薪酬規定進行修改。

Minimum Wages Act of 1948

The act, by means of appendix, lists the standard minimum wages of particular employee working in enterprises or at home. Governments of Federation and each state have the rights to amend the particular regulations on the minimum wages in appendix.

http://indiacode.nic.in/fullact1.asp?tfnm=194811

《1936年工資法》

《1936年工資法》規定了工資發放的時間期限，除非法律另有規定，否則雇傭方不得隨意減少雇員工資。

The Payment of Wages Act of 1936

The act specifies the time limit of payoff, and the amount of payment cannot be reduced unless the act clarifies.

《1936年工資法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=193604

《1947年勞資糾紛法》

《1947年勞資糾紛法》規定了工業企業中與停工、解雇及減薪有關的勞資糾紛的調查和解決。該法令為解決雇員和雇主之間的爭端提供了調解和裁決途徑。上述工業企業包括從事商業、貿易和製造等行業的企業。

該法令規定了解雇（或裁退）已連續為同一雇主工作一年以上的雇員的條件。在裁員之前，應提前一個月以書面形式通知雇員，陳述裁員的原因及通知截止日期及以及通告期內的員工工資水準。此外，員工還可按工齡獲得每一完成工作年份支付15天平均工資水準的報酬。雇主還須就此知會相關政府機構。

The Industrial Dispute Act of 1947

The act specifies the investigation and solution on issues of lockout, dismissal and pay cuts in industrial enterprises. This act provides ways like conciliation and arbitration to settle the disagreement between employers and employees. The mentioned industrial enterprises include commerce, business, and manufactures.

This act specifies the conditions of dismissing a worker successively working for one employer for over a year. A month before the dismissal, the employer should inform the worker in written form, stating the reason of dismissal, the deadline date and the payment during the notice. Besides, the worker can receive a payment according to his or her working age — the amount of 15 days of average payment for one working year. Employer should also inform related government institutions of the payment.

《1947年勞資糾紛法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=194714

《1952年勞工退休基金法》

本法令旨在通過在企業內建立強制性的儲蓄體制，為員工提供財政保障。該法令規定在企業內部建立分擔制的退休基金制度，雇員交納的金額至少應與雇主交納的金額相等。雇員交納的最低標準是工資的10-12%。這些基金將在員工退休後支付給員工，也可在某些特定情況下部分提取。

Labor Pension Fund Act of 1952

This act is legislated for establishing a mandatory saving system within enterprises to provide financial protect for workers.This act specifies that sharing system of pension funds within the enterprises, in which workers should at least pay as same as the amount paid by employers.The minimum amount of workers should be 10%-12% of wages. These funds would be paid or under particular circumstances, be withdrawn.

《1965年獎金法》

《1965年獎金法》規定企業員工有權在利潤、產量或生產率的基礎上獲得獎金。該法令適用于雇員在20人或20人以上的企業。即便雇主在該會計年度遭受虧損，其支付的獎金標準也不得低於薪水的8.33%。

The Payment of Bonus Act of 1965

The act specifies that workers have the right to receive bonus on the basis of profit, yield or productivity. This act applies to enterprises with 20 or more than 20 employees. The standard of bonus cannot be lower than 8.33% of wages, even though the employer encounters loss in that accounting year.

《1965年獎金法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=196521

《1972年撫恤金法》

《1972年撫恤金法》為所有雇員在10人或10人以上的企業規定了適用于所有工種雇員的撫恤金計畫。員工在退休/辭職時，可領取的撫恤金標準為每一完成工作年份支付15天薪酬，且最高不得超過35萬盧比（7778美元）。

The Payment of Gratuity of 1972

This act specifies the plan for gratuity suitable for all types of employees of enterprises with 10 or more than 10 employees. Evert worker can receive a payment with the amount of 15 days of average wages for one working year, and it should be less than 350,000 rupees (7,778 dollars).

http://indiacode.nic.in/fullact1.asp?tfnm=197239

《1961年產期津貼法》

《1961年產期津貼法》規定在特定企業內，婦女在產前和產後的規定時間內可獲得特定津貼。本法令不適用於使用《1948年邦員工保險法》(Employees State Insurance Act)的工廠或企業。根據本法令，所有在預計分娩期前12個月內在企業實際工作天數超過80天者都可獲得產期津貼。因此，雇主需要支付產期津貼和（或）醫療補貼，並允許女性員工在生產及哺育期間請假。

The Maternity Benefit Act of 1961

The act specifies that in certain enterprises, women could receive benefit during prenatal and postpartum period of time. This act does not apply to enterprises that apply Employees State Insurance Act of 1948. According to this act, every woman who has worked over 80 days a year before the predicted date of delivery could receive the benefit. Therefore, employers should pay the maternity benefit or medical subsides, and allow the leave of women during the delivery and feeding time.

《1961年產期津貼法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=196153

《1946年就業（常規）法》

《1946年就業法》規定工業企業雇主必須通過制定合適的常規規定，明確界定雇傭條件。本法令還提供了按員工、假期、換班及工資支付等分類的常規規定範例。

The IndustrialEmployment (Standing Orders) Act

This act specifies the owner of enterprise must clarify employment conditions by developing suitable standing orders. Also, this act provides examples of standing orders categorized by workers, vacation, shift and payment.

《1946年就業（常規）法》網站

http://indiacode.nic.in/fullact1.asp?tfnm=194620