Employment in India is governed by a combination of central and state-level laws, regulations, and policies aimed at protecting the rights of workers and regulating the employment relationship. Several key acts governs various aspects of employment in India:

• The Industrial Disputes Act, 1947:

  This act governs the resolution of industrial disputes and regulates the conditions of employment in industrial establishments. It provides mechanisms for the settlement of disputes between employers and employees, including matters related to layoffs, retrenchment, and dismissals.

• The Trade Union Act 1926:

  This act provides legislation in India that protects the rights of workers by regulating the formation, registration, and functioning of trade unions. It is created to foster the relationship between the employees and the employers regarding the terms of employment and conditions of labors working hours, wages and other issues.

• The Factories Act, 1948:

  The Factories Act regulates the working conditions in factories, including health, safety, welfare, and hours of work of factory workers. It imposes obligations on factory owners to ensure a safe working environment for their employees.

• The Shops and Establishments Act 1961:

  This act is enacted by individual states and regulates the working conditions in shops, commercial establishments, and other non-industrial workplaces. It typically covers aspects such as working hours, holidays, leave entitlements, and employment conditions.

• The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 (EPF Act):

  This act establishes the Employees' Provident Fund Organization (EPFO) and provides for the establishment of provident funds, pension funds, and deposit-linked insurance funds for the benefit of employees in India.

• The Employees' State Insurance Act, 1948 (ESI Act):

  The ESI Act provides for the establishment of the Employees' State Insurance Corporation (ESIC) to provide social security benefits such as medical care, sickness benefits, maternity benefits, and disability benefits to employees.

• The Minimum Wages Act, 1948:

  This act provides for the fixation and enforcement of minimum wages for various categories of workers in different industries and sectors. It aims to prevent exploitation of workers and ensure a decent standard of living.

• The Payment of Wages Act of 1936:

  This act governs the employer to pay the wages to the employee (direct and indirect). The statute is intended to protect employees from unlawful employer’s deductions of wage and/or unjustifiable salary delays in paying the wages.

• The Payment of Bonus Act of 1965:

  This act imposes an obligation on employer to pay bonuses to employees in proportion to the profit and resources available as a means to encourage, motivate the employee for the smooth functioning of the establishment.

• The Payment of Gratuity Act, 1972:

  This act provides for the payment of gratuity to employees upon termination of their employment, subject to certain conditions. It ensures financial security for employees after retirement, resignation, or death.

• The Maternity Benefit Act, 1961:

  This act regulates the employment of women during pregnancy and mandate benefits, and other related provisions to safeguard the health and welfare of pregnant and lactating women.

• Moreover it addresses the application for settlement of a claims concerning death or injury of overseas employees under respective laws of the country where the claim arises. Identifying the unknown legal heirs of the deceased and settling the claim amount.
• Processing Application for Death Certificate.
• Processing Application for Legal Heir Certificate from Competent Authority.