Save Big on Taxes with Expert Assisted ITR Filing from ₹799!

Got an ITR notice? Talk to our CA for the right response.
Labour Law

What Are the Major Principles of Labour Legislation

Know the major principles of labour legislation, encompassing social justice, equity, international standards, economic considerations, and the crucial aspect of social security, creating a framework for a just and thriving workforce.

Generally, when any labour union or any employer seeks to alter or amend the certification related to a bargaining unit to add or delete titles, it is known as an AC petition or Amendment of Certification. This petition is very helpful for changing titles, to delete titles that have become obsolete, and also for title accretion when there is a community of interest and the employees are already part of the bargaining unit. In India, several laws are related to labour working in various sectors and industries. It is all about fair wages and the types of working hours for which the labours work in the factories or industries. In our country, after independence, several amendments have been made to the labour laws and how they should contribute to the development of the labour. The AC petition seeks either to amend or to revoke the certification of one who acts as the bargaining representative. In this article we’ll know about major principles of Labour Legislation.

What Is Labour Legislation

Labour legislation refers to the laws and regulations that govern the relationship between employers and employees in the workplace. In India, labour legislation is designed to protect the rights of workers and ensure that they are treated fairly.

History and Development of Labour Legislation

Labour legislation in India has a long history, dating back to the early 20th century. The first labour law in India was the Trade Disputes Act of 1929, which provided for the settlement of industrial disputes. Since then, several other laws have been enacted to protect the rights of workers, including the Minimum Wages Act, the Factories Act, and the Industrial Disputes Act.

Empower your HR with expert India Labour Law Consultation. Dive in!

Objectives of Labour Legislation

The objectives of labour legislation in India include:

  1. Ensuring social and economic justice for workers
  2. Promoting the welfare of workers and their families
  3. Protecting workers from exploitation and abuse
  4. Ensuring safe and healthy working conditions
  5. Encouraging collective bargaining and the formation of trade unions

Principles of Labour Legislation

1. Principle of Social Justice

The foundation of labour legislation rests on the principle of social justice. It aims to ensure fairness in the employer-employee relationship, addressing issues such as wage disparity and working conditions to create a balanced and just workplace environment.

2. Social Equity

Labour laws emphasise social equity, promoting equal opportunities, and fair treatment for all workers. This principle aims to eliminate discrimination based on factors such as gender, race, or religion, fostering an inclusive and diverse workforce.

3. International Uniformity

Labour legislation often aligns with international standards to promote consistency and fairness on a global scale. Adhering to common principles helps in facilitating international cooperation, and protecting workers’ rights universally.

4. National Economy

Labour laws consider the economic well-being of a nation. Balancing the interests of both employers and employees, these laws aim to contribute to national economic development by fostering a productive and harmonious work environment.

5. Social Security

Ensuring the welfare of workers, the principle of social security is fundamental. Labour legislation includes provisions for benefits such as health insurance, pensions, and other safety nets, providing a sense of financial security to employees.

Factors Influencing Labour Legislation

Several factors have influenced the development of labour legislation in India, including:

  • The growth of trade unions and workers’ movements
  • The need to protect workers from exploitation by employers
  • The desire to promote social justice and economic equality
  • The influence of international labour standards and conventions
  • The changing nature of work and the workplace.

AC Petition

The legal rights of the labourers, what type of adversities they have to go through, wage and employment benefits, and the union role are several segments that address major labour benefit issues. For the AC petition, there is a specific form to be submitted. It contains the following significant portions:

  • First of all, the form states the purpose of the AC petition and that the petitioner is applying for it, as there is a need for amendment and alteration of any previous certification under NLRB.
  • Certain points are to be noted, like the name of the employer and the city, state and street address, the name and title of the employer’s representative, address, telephone, and fax number, along with other details like type of establishment (wholesale company, factory, or mine)
  • What the description of the certified unit is, talking about the included and the excluded varieties. In addition, as part of the AC petition, the description of the nature of the amendment should be there. The petition should also mention clearly why suddenly there is the need for an amendment of the title, at a particular working stage of the company. 
  • There is also a section that deals with the name and address of the bargaining agent, telephone, fax, mobile number, and e-mail i.d. Also, there is a space for marking the date of the current contract (the date, month, and year). There is a reference to organisations and individuals, who act as the representative of the employees who are going for the clarification or amendment. 
  • Finally, in the form, there is a segment for the petitioner’s representative who will do all kinds of paper processing. 

What Are the Different Terminology Used in Labor Law?

The different terminology that is used in labour law include the following:

  • Accretion in labour law which has new employees are made part of an already existing unit.
  • There is also something called the advisory arbitration where a report gets issued for any kind of problems or disputes that might arise. 
  • There are agency fees and agency employees.
  • For arbitration of any kind, there is always a kind of formal hearing among the parties who are in dispute. Evidence and legal precedence along with testimony get produced.
  • There is also attrition which means that the number of employees in any unit might get reduced due to death, disease, or retirement. In that case, there is attrition in the labour force.
  • There is also the bargaining unit, which consists of employees with similar demands and who can bargain with the employer owing to the same grounds. 
  • There are also terms like blocking charge, the base rate and the benefits cafeteria plan.
  • There are also two interesting terms called the bumping and the business agent. Bumping deals with efficient employees sometimes replacing less senior ones where the employees are qualified for the jobs. The business agent is actually one who organizes the labour union. 
  • Card check and certification are also two terms that are in use in the industry. 
  • There is something called collective bargaining that is also used in labour law. It is when the collective demands of the employees are placed in front of the board, to talk about the wages act, the working hours and other facilities that are to be provided to the employees.
  • There is also the term confidential employee used, where the employee’s job is to look after, store and not divulge confidential information. They are not part of the bargaining unit directly and cannot even take an active part in the bargaining process. 


The submission of any online petition is always hassle-free and it does not give rise to a waste of time. It is convenient to reach out to a large number of the public within a short time. It depends on the authority whether they will accept or reject a petition. If the petition gets declined, the petitioner is informed of further updates.

There are multiple ways to promote the petition, and signing and closing the petition is yet another deal one must look forward to.

There are cases related to employee stock ownership, change of title of the concern, employee benefits on a large scale etc. that allow the petitions to develop. What form of arbitration is necessary, why that arbitration etc., need to be considered while applying for the AC petition. One can look up the information in Vakilsearch to get a consummate idea about an AC petition and how to get the best updates about AC petitions. 

Frequently Asked Questions

What is the concept of Labour Legislation?

The concept of labour legislation is to ensure that workers are treated fairly and that their rights are protected. It includes laws and regulations related to wages, working hours, safety and health, social security, and other aspects of employment

What are the three principles of Labour Legislation?

The three principles of labour legislation are: Protection of Workers' Rights Promotion of social justice and prevention of exploitation Economic development

What are the issues of Labour legislation in India?

There are several issues related to labour legislation in India, including: Lack of enforcement: Despite the existence of labour laws, they are not always enforced effectively, leading to the exploitation of workers. Informal sector: A large proportion of the workforce in India is employed in the informal sector, where labour laws are not always applicable. Outdated laws: Some of the labour laws in India are outdated and do not reflect the current needs of the workforce. Contract labour: Contract labour is widely used in India, and there are concerns about the exploitation of contract workers.

Why do we need Labour Legislation?

Labour legislation is necessary to protect the rights of workers and ensure that they are treated fairly by their employers. It is also important for promoting social justice and economic development. Without labour legislation, workers may be exploited and their rights may be violated.

What are unfair Labour practices in Labour Legislation?

Unfair labour practices refer to actions by employers that violate the rights of workers or interfere with their ability to organize and bargain collectively. Some examples of unfair labour practices include discrimination, harassment, retaliation, and interference with union activities.

What is Labour Legislation also known as?

Labour legislation is also known as labour law or employment law.

What are the four legislation in Labour law?

There are several laws related to labour in India, including: The Factories Act, 1948: This law regulates the working conditions in factories, including safety, health, and welfare measures. The Minimum Wages Act, 1948: This law sets minimum wages for workers in various industries. The Employees' Provident Funds and Miscellaneous Provisions Act, 1952: This law provides for the establishment of a provident fund for employees and other social security measures. The Industrial Disputes Act, 1947: This law provides for the settlement of industrial disputes between employers and employees

Other Related Articles

Subscribe to our newsletter blogs

Back to top button


Remove Adblocker Extension