Labour Laws and Industrial Relations

Productivity in any organization is the outcome of the joint efforts of two distinct elements namely technological and human resources. The factor of production other than labour can be manipulated easily. However, the human aspect in the organization is the most difficult to manipulate or manage in a proper perspective.

The human elements are the causes and the result of the interaction, social issues, duties, responsibilities, and other activities. The high rate of industrial growth, increased pace of technological development and complex nature of the jobs made the workforce of an organization the source of completive success. Hence, managing men has become a vital part of the present-day of management. Any negligence of the human element leads to misunderstanding between the management and workers. The results of which can be seen in the form of increased labour turnover, absenteeism, indiscipline, the decline in the quality of work done, increased cost production, and various problems in the market. Therefore, in this context, the concept of industrial relations receives widespread attention all over the world.

There are currently over 40 laws governing wages, industrial relations, social security, workplace safety, and working conditions. For Indian industries, the proliferation of rules and regulations has been a major source of concern because it frequently leads to increased resources, documentation, administrative time, and costs. The new labour codes seek to harmonise India’s various labour laws and streamline the country’s various compliance requirements. Each code governs a specific area of labour law, as indicated in the title, and aims to codify and replace earlier laws in that area.