As part of the Government of India’s efforts to increase the ‘ease of doing business’, it has proposed several amendments to the current labour laws. This article deals with the implications of the Labour Code on Industrial Relations Bill, 2015 for labour and is part of a set of three. The other two articles deal with the Factories Act (Draft Amendment Proposals), 2015 (http://www.slideshare.net/WinnuDas/implications-of-the-factories-act-draft-amendment-proposals-2015-for-labour) and the Labour Code on Wages Bill, 2015(http://www.slideshare.net/WinnuDas/implications-of-the-labour-code-on-wages-bill-2015-for-labour).
The Factories Act (Draft Amendment Proposals), 2015 (uploaded on the Ministry of Labour and Employment website on 16th September, 2015) seeks to amend the Factories Act, 1948. As of 2nd November, 2015, it has not been introduced as a bill in parliament and is available as a draft on the Ministry of Labour and Employment website till 31st December, 2015.
The Labour Code on Wages Bill, 2015 (as modified on 19 March, 2015) has been proposed to amend and consolidate the Acts that relate to wages, namely the Minimum Wages Act, 1948, Payment of Wages Act, 1936, Payment of Bonus Act, 1965 and the Equal Remuneration Act, 1976.
The Labour Code on Industrial Relations Bill, 2015 proposes to amend and consolidate the existing Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947. These Acts govern the regulation of trade unions and their activities, standing orders and dispute resolution in industries respectively.
These articles were put together in November, 2015. The purpose of these articles is to provide information about the proposed changes in labour law and briefly describe their impact from a labour perspective. They are intended to be used as material to base other arguments on and detailed contextual analysis or alternate recommendations fall outside their scope.
I would like to thank D. Thankappan (NTUI), Openspace (http://openspace.org.in/), Garment Labour Union (http://glu.org.in/), Jonne Bosselaar (https://nl.linkedin.com/in/jonne-bosselaar-750a61a2) and Cividep-India (http://cividep.org/) for their comments and input on previous versions of these notes. However, any opinions expressed and errors in these notes are mine alone.