Statutory Compliance in India

There is one thing that underpins all the businesses together: its people. No company can work without a competent staff employed in diverse capacities to achieve its goals.

For an organization to operate properly, it has to be structured and streamlined with proper rules and regulations in place. These laws address all aspects, including the relationship of the organization with its staff and finances.

How can statutory compliance be defined?

By the definition of human resources, statutory compliance in India is the legislative framework under which a corporation must perform itself as per the care of its workers.

How is it important?

Statutory compliance applies to the numerous labor and taxation laws in effect in India. These rules change at the national and state level, and businesses must comply with them. Failing to comply with these regulations can create legal difficulties for a corporation, such as damages, fines, or worse. That is why businesses invest a large deal of money to stay updated regarding these laws.

Thanks to the complexity and frequency of changes, companies must have a clear knowledge of myriad labor and taxation laws in India to stay on track regarding any reforms.

Advantages

The most critical advantage of statutory compliance for employers is that it guarantees workers fair treatment. It protects workers from being abused or forced to work for unmanly hours or in inhumane conditions. Also, it ensures that they are paid equally for the completed job and that employers adhere to the minimum rate.

A direct benefit for companies is the early tax payment, which prevents a lot of regulatory problems, such as fees and fines. A multitude of predetermined rules makes it easy for the Government to raise taxes and also for corporations to organize their finances. Compliance with the law is necessary in order to escape legal difficulties.

How can we help?

As the labor laws keep evolving every day, it is necessary to get a better understanding of HR compliance in India to make sure that the interest and regulations of your company are updated accordingly.

The first step in the path of growth and development is specialization. It is by specialization that we accomplish what others have not. Thus, one needs to remain mindful of the value of statutory compliance control.

However, to do this, you need to procure expert advice and become capable of delivering related services. That is where we step in. Today, we can help you receive statutory services wherein you can have the specific regulations to ensure all the requirements are covered.

Some of the services we offer related to:

  • Shops and Commercial Establishment Compliances
  • Factories Act Compliances
  • Payroll Compliances (PF/ ESI/ PT etc.)
  • HR Compliance Audit
  • Implementing Manpower Cost optimization tools offered by various government schemes
  • Setting up / tying up for Crèches in the organization
  • POSH / POSCO training/ representing in POSH committees

If you are from India and are looking for an India entry advisory companies to take care of your legislative framework, Procure HR is the best HR Solutions Company and place to go. Call at 91-124-493-0777 to know more.

If you are ever in need of reliable statutory services, contact Procure HR at 124-493 0777.

Statutory Compliances

As per the Indian constitution, the HR statutory compliances are a set of legal rules that any business organization needs to comply with when handling its employees.

Here is a list of frequently asked questions regarding the HR statutory compliances, along with answers.

What is compliance in HR?

Typically, compliance means to adhere to a rule, order, or setup. However, in HR, compliance means that the workplace practices of an organization are within the statutory laws laid by the constitution.

What are the statutory compliances in India?

Every labor law in India comes under statutory compliances. Every company is mandated to adhere to these laws strictly.

What are the HR policies in India?

HR policies are a set of rules that edifice the entire functioning and management of employees in an organization.

Types of HR policies in India are non-discrimination policies, termination policies, work culture policy, communication policy, maternity leave policies, workplace harassment policies, PF policies, leave policies, wage policy, appreciation policy, contract policy, and policies regarding the code of conduct.

What are the Labour laws in HR?

Statutory compliance includes the following labor laws in India:

The Workmen’s Compensation Act, 1923
The Child Labour (Prohibition & Regulation Act), 1986
The Trade Unions Act, 1926
Inter-State Migrant Workmen (Regulation of Employment & conditions Of Service) Act, 1979
The Payment of Wages Act, 1936
The Equal Remuneration Act, 1976
The Industrial Employment Standing Orders Act, 1946
The Payment of Gratuity Act, 1972
The Industrial Disputes Act, 1946
The Contract Labour (Regulation & Abolition) Act, 1970
The Employees’ State Insurance Act, 1948
The Payment of Bonus Act, 1965
The Minimum Wages Act, 1948
The Apprentices Act, 1961
The Factories Act, 1948
The Employees Provident Fund & Miscellaneous Provisions Act, 1952
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959

What laws should HR know?

The laws that every HR should know are:
The Factories Act, 1948
Sexual Harassment (Prevention, Prohibition and Redressal) Act, 2013
The Apprentices Act, 1961
The Employees Provident Fund Act, 1947
The Payment of Gratuity Act, 1972
The Industrial Disputes Act, 1947
The Workmen’s Compensation Act, 1923
The Payment of Wages Act, 1936
State Wise Factories and Establishments (National, Festival and other Holidays) Act, read with State wise Factories and Establishments (National, Festival And Other Holidays) Rules
The Industrial Disputes Act, 1947
The Payment of Bonus Act, 1965
Child Labour Regulations (CLR)
The Employees State Insurance Act, 1948

What are the five major kinds of employment laws?

The five major kinds of employment laws in India are:
Code of Wages Act 2019
The Employees State Insurance Act, 1948
Payment of Bonus Act, 1965
Maternity Benefit (Amendment) Act, 2017
Equal Remuneration Act, 1976


What are the three basic employment rights for a worker?


The three basic employment rights every worker should know are the right to be paid equally, the right to be paid minimum wages under the Minimum Wages Act, right to get earned leave.

Labor laws are essential to prevent harassment and exploitation of employees and maintain a healthy work environment. To enforce such laws, you need an expert to step in and provide professional advice in these sensitive matters.

Today the domain of statutes of labor laws compliance is constantly evolving, and it takes special agility to keep abreast of all the latest developments and ensure compliance is in place. Human Resources Procurement is the Supply Chain function of any organization that can vary in size and scope based on an organization’s needs and priorities.

At ProcureHR, we offer HR Shared Services and HR Compliance in Delhi, Gurgaon, Mumbai, and other major cities of India that perfectly meet your organization’s requirements. It is mandatory to comply with all legal and statutory norms for businesses to operate successfully in India. This often involves a significant investment of resources, time, and continuous monitoring to be in the know of all the changes that are happening. So here we facilitate and provide advisory in order to make an organization compliant and penalty-free.

It is therefore essential is that organizations take a closer look at their HR Compliance practices and ensure that they remain aligned with changing HR Compliances scenarios at all times.

We at ProcureHR works as a partner to our customer’s and offer a gamut of services in the HR domain to our clients to make them compliant with various labor laws enabling them to do what they do best in their domain. We also offer cost optimization tools to save on the cost of HR Compliances in Bangalore.
We also support and help in representing the client at the time of any audit/inspection by any government body/ client.
We are present in major cities in India and are capable of serving our clients across the country.