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A Complete Guide of HR Statutory Compliance

HR compliance and Labour law

A Complete Guide of HR Statutory Compliance

Statutory compliance is a generic term that refers to complying with the legal framework of the land. But when we talk about HR statutory compliance, it pertains to compliances related to the workforce. Every business is required to adhere to the rules set by various government departments pertaining to taxes, employee benefits, minimum wages among tons of other requirements. HR statutory compliance is mandatory for companies of all sizes.

There is no scope for a company not to comply with these statutory compliances. Failure to comply may lead to stringent penalties. Therefore, one needs to be fully aware of the updated HR statutory compliance requirements for flawless business operations. This article will help you to be in touch with HR statutory compliance framework.

The Need for Compliance Management

Compliance takes legal hassle out of every organization, small and large. A deep understanding of statutory law enables these organizations to minimize or mitigate the risks of non-compliance.

However, the sheer number of rules that Indian organizations have to follow in order to comply with legal requirements often overwhelms the companies. Even after careful oversight and verification, companies find it tedious to remain compliant. That is the reason they take the help of HR statutory compliance services, like Weavings.

Here is an updated Compliance Checklist to help you manage your legal compliance effortlessly. You can follow this checklist to stay up to date with current laws and regulations.

Updated Checklist for Statutory Compliance 2021

  • The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
  • Shops and Commercial Establishments Act (S&E)
  • The Employees State Insurance Corporation Act - 1948 (ESIC)
  • The Labour Welfare Fund Act (LWF) 1965
  • The Professional Tax Act (PT) 1975
  • The Minimum Wages Act-1948
  • The Child Labour (Prohibition & Regulation Act), 1986
  • The Payment of Wages Act-1936
  • The Maternity Benefit Act-1961
  • The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
  • The Payment of Bonus Act-1965
  • The Industrial Establishment (N&FH) ACT 1963
  • The Payment of Gratuity Act-1972
  • The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
  • The Equal Remuneration Act-1976
  • The Apprentice ACT, 1961
  • The Industrial Employment (Standing Orders) ACT 1946 - Model Standing Order Only
  • Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
  • The Industrial Disputes ACT 1947
  • The Employees Compensation ACT-1923
  • The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) ACT, 1979
  • The Trade Unions Act, 1926



HR Statutory Compliance is a critical subject which cannot be ignored or left in abeyance. Since these are mandated by law, no company can afford to not comply. As mentioned earlier, any lapse could find your organisation in serious legal trouble.

Therefore, unless you have a highly competent in-house team, you should always look for the best HR statutory compliance services for your company. Weavings is one such company that offers a bouquet of top-notch HR solutions, including that of HR compliance services. Feel free to get in touch with our specialists today!

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