What are the labour law compliances for a media company having more than 20 employees in the state of Maharashtra?
Could someone list the same and help me out as in what compliances now affect us? We initially had less than 10 employees for 3 years and recently expanded our team and we have been told that we now would have certain labour laws that would apply to us. Our average salary is around 25k INR
From India, Mumbai
Could someone list the same and help me out as in what compliances now affect us? We initially had less than 10 employees for 3 years and recently expanded our team and we have been told that we now would have certain labour laws that would apply to us. Our average salary is around 25k INR
From India, Mumbai
Almost all labour laws are applicable to a company having 20 employees. Exceptions are like you need not have a Standing Oder of your own, and you need not go for permission to retrench, lay off or close down the unit. Salary is not a constraint for coverage of the establishment, but you can keep some employees from registration based on wages. That again depends on how you have bifurcated your salary.
From India, Kannur
4250From India, Kannur
Following Act will applicable to your establishment.
Below are the monetary acts for which you will have to remit challans and returns submission on a monthly or half-yearly basis.
1. PF - Registration required
2. ESIC - Registration required
3. PT (Applicable even if you employed one employee) - Registration required
4. LWF - Registration Required
The following are other important acts under which you are required to fulfill compliance obligations. (1. Displaying abstracts and notices, 2. Submission of forms 3. Submission of annual returns, 4. Framing policies )
Act List
5. Maharashtra Shops & Establishment Act - Registration Required
6. The Maternity Benefit Act, 1961
7. The Minimum Wages Act, 1948
8. The Payment of Bonus Act, 1965
9. The Payment of Gratuity Act, 1972 - Notice of opening to be sent to authority
10.The Payment of Wages Act, 1936
11.The Sexual Harassment of Women at Workplace Act, 2014
12.The Employment Exchange Act, 1959 - If employed more than 25 employees
13.The Equal Remuneration Act, 1976
14.The Maharashtra Workmen’s Minimum House Rent Allowance Act, 1983
From India, Mumbai
Below are the monetary acts for which you will have to remit challans and returns submission on a monthly or half-yearly basis.
1. PF - Registration required
2. ESIC - Registration required
3. PT (Applicable even if you employed one employee) - Registration required
4. LWF - Registration Required
The following are other important acts under which you are required to fulfill compliance obligations. (1. Displaying abstracts and notices, 2. Submission of forms 3. Submission of annual returns, 4. Framing policies )
Act List
5. Maharashtra Shops & Establishment Act - Registration Required
6. The Maternity Benefit Act, 1961
7. The Minimum Wages Act, 1948
8. The Payment of Bonus Act, 1965
9. The Payment of Gratuity Act, 1972 - Notice of opening to be sent to authority
10.The Payment of Wages Act, 1936
11.The Sexual Harassment of Women at Workplace Act, 2014
12.The Employment Exchange Act, 1959 - If employed more than 25 employees
13.The Equal Remuneration Act, 1976
14.The Maharashtra Workmen’s Minimum House Rent Allowance Act, 1983
From India, Mumbai
Hi,
Expanding your team means you'll need to adhere to additional labour laws. In Maharashtra, if your media company has more than 20 employees, you'll need to comply with several regulations. Here are some key labour law compliance applicable to your situation:
Shops and Establishment Act:
Register your establishment under the Maharashtra Shops and Establishment Act, which regulates working conditions, employment of children, and opening/closing hours of your establishment.
Minimum Wages Act:
Ensure that you pay your employees at least the minimum wage prescribed by the Maharashtra government. The minimum wage varies based on the category of employment and location.
Payment of Wages Act:
Timely payment of wages to employees is mandatory. Salaries must be paid on time, either monthly, weekly, or bi-weekly as per company policy.
Employees' Provident Fund (EPF) Act: If you have more than 20 employees, you need to register for EPF and deduct a portion of the employee's salary (12%) towards provident fund contribution, along with the employer's contribution.
Employees' State Insurance (ESI) Act:
Register under the ESI Act if you have more than 20 employees. It provides medical and cash benefits to employees and their families in case of sickness, maternity, and employment injury.
Payment of Bonus Act:
Ensure compliance with the Payment of Bonus Act, which mandates the payment of annual bonuses to eligible employees.
Gratuity Act:
Once you have 10 or more employees, you need to comply with the Payment of Gratuity Act. Gratuity is payable to employees who have completed five years of continuous service.
Contract Labour (Regulation and Abolition) Act:
If you engage contract labor, ensure compliance with this act, which regulates the working conditions of contract laborers.
Maternity Benefit Act:
Provide maternity leave and benefits to female employees as per the Maternity Benefit Act.
Workmen’s Compensation Act: Provide compensation to employees in case of any injury or accident arising during the course of employment.
Equal Remuneration Act:
Ensure that there is no discrimination in remuneration between male and female employees for the same work or work of similar nature.
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act:
Establish a committee to address complaints of sexual harassment at the workplace.
It's crucial to review these laws in detail and ensure full compliance to avoid legal repercussions.
Thanks
From India, Bangalore
Expanding your team means you'll need to adhere to additional labour laws. In Maharashtra, if your media company has more than 20 employees, you'll need to comply with several regulations. Here are some key labour law compliance applicable to your situation:
Shops and Establishment Act:
Register your establishment under the Maharashtra Shops and Establishment Act, which regulates working conditions, employment of children, and opening/closing hours of your establishment.
Minimum Wages Act:
Ensure that you pay your employees at least the minimum wage prescribed by the Maharashtra government. The minimum wage varies based on the category of employment and location.
Payment of Wages Act:
Timely payment of wages to employees is mandatory. Salaries must be paid on time, either monthly, weekly, or bi-weekly as per company policy.
Employees' Provident Fund (EPF) Act: If you have more than 20 employees, you need to register for EPF and deduct a portion of the employee's salary (12%) towards provident fund contribution, along with the employer's contribution.
Employees' State Insurance (ESI) Act:
Register under the ESI Act if you have more than 20 employees. It provides medical and cash benefits to employees and their families in case of sickness, maternity, and employment injury.
Payment of Bonus Act:
Ensure compliance with the Payment of Bonus Act, which mandates the payment of annual bonuses to eligible employees.
Gratuity Act:
Once you have 10 or more employees, you need to comply with the Payment of Gratuity Act. Gratuity is payable to employees who have completed five years of continuous service.
Contract Labour (Regulation and Abolition) Act:
If you engage contract labor, ensure compliance with this act, which regulates the working conditions of contract laborers.
Maternity Benefit Act:
Provide maternity leave and benefits to female employees as per the Maternity Benefit Act.
Workmen’s Compensation Act: Provide compensation to employees in case of any injury or accident arising during the course of employment.
Equal Remuneration Act:
Ensure that there is no discrimination in remuneration between male and female employees for the same work or work of similar nature.
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act:
Establish a committee to address complaints of sexual harassment at the workplace.
It's crucial to review these laws in detail and ensure full compliance to avoid legal repercussions.
Thanks
From India, Bangalore
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