Is contract Labour legal in India?

The rights of contract workers in India are legally regulated by the Contract Labour (Regulation and Abolition) Act, 1970 (“CLA”). The premise of the CLA is to ensure that contract labour is accorded all benefits and protections that regular employees enjoy under Indian law.

What are rights of contract Labour?

The contract labours are entitled for the wages including overtime wages and allowances as stipulated for their work at the establishment. It must be paid without delay whenever the wage period is over. They are entitled for facilities like rest rooms, canteens, washing facility, first aid facilities and many more.

What is Labour contract in India?

In India, contract labourers are protected by the Contract Labour Regulation and Abolition Act, 1970. A contract labourer is defined in the Act as one who is hired in connection with the work of an establishment by a principal employer through a contractor. Contract workers need to be paid as per the minimum wage act.

What does the Labour law say about contract workers?

A contract of employment may be permanent or fixed term. A contract of employment must comply with labour law; however, if the terms and conditions contained in the contract of employment are more favourable to the employee than the law, the terms and conditions will stand.

What happens if contact labour work 240 days?

If you engage them intermittently the concept of the 240 days is not applicable. The 240 days continuous work in the previous year is considered for calculation. Please make sure that the contract labour should not be engaged for regular/routine works.

Who is a contract labourer in India?

Contract Labour Regulation and Abolition Act, 1970 In India, contract labourers are protected by the Contract Labour Regulation and Abolition Act, 1970. A contract labourer is defined in the Act1as one who is hired in connection with the work of an establishment by a principal employer through a contractor.

Can a contract worker be employed for 240 days?

The concept of 240 days is applicable even to the contract workers, if the contract agreement is sham, and the supervison of the contract workers is done by the principal employer. If you engage them intermittently the concept of the 240 days is not applicable. The 240 days continuous work in the previous year is considered for calculation.

When did the contract labour act come into force in India?

Thus the Contract Labour (Regulation & Abolition) Act 1970, was passed by the Parliament and ame into force on September 1970. The Contract Labour (Regulation & Abolition) Act 1970:-. In India, contract labourers are protected by the Contract Labour Regulation and Abolition Act, 1970.

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