The principal employer of an establishment who has not obtained the required registration under section 7 or whose registration has been revoked under section 8 is prohibited from employing any contract labour in his establishment Section 9.
Labour laws in India are complicated and not at all easy to understand, especially, for those who are not comfortable with the language used in drafting the provisions of the various Acts.
In this section of our website, we bring you an effective way of learning what you may not learn in B-Schools and Law Colleges about the complexities of Employee-Employer relations weaved around these Acts.
You can obtain a greater understanding and a deeper knowledge in translating the provisions of the Acts by learning the answers of frequently asked questions on Employee-Employer relations.
Indian labour law refer to laws regulating labour in India. Traditionally Indian governments at federal and state level have sought to ensure a high degree of protection for workers, but in practice, legislative rights only cover a minority of workers.
India is a federal form of government and because labour is a subject in the concurrent list of the Indian Constitution, labour matters are in the jurisdiction of both central and state governments. Both central and state governments have enacted laws on labour relations and employment issues.