1-Central Legislation: To govern labor relations and working conditions throughout the nation, the Indian government has passed a number of central legislation. Among the important central legislation are:

• The Factories Act, 1948: Regulates the conditions of work in factories.
• The Minimum Wages Act, 1948: Provides for fixing minimum rates of wages in certain employments.
• The Payment of Wages Act, 1936: Regulates the payment of wages to certain classes of employed persons.
• The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952: Governs the provident fund, pension, and insurance schemes for industrial workers.
• The Employees’ State Insurance Act, 1948: Provides for certain benefits to employees in case of sickness, maternity, and employment injury.

2-State Legislation: Every Indian state has its own set of labor laws in addition to federal regulations, albeit these laws can differ slightly from state to state. These laws address things like working hours, working conditions, social programs, and labor conflicts.

3-Licensing and Registration: Certain industries and establishments in India require licenses or registrations to operate legally. For example:

• The Shops and Establishments Act: This act is enacted by individual states and governs the opening and closing hours of shops and commercial establishments. It also covers issues such as holidays, leave, and working conditions.
• Specific Industry Regulations: Some industries, such as pharmaceuticals, food processing, and hazardous industries, may require additional licenses or permits under specific laws such as the Drugs and Cosmetics Act, 1940, or the Environmental Protection Act, 1986.

4-Compliance: In India, employers are responsible for making sure that all labor laws—federal, state, and industry-specific—are followed. There may be fines, penalties, or legal action for noncompliance.