Industrial relations − includes both the operation of trade unions and unfair labour practices within its purview.

Workplace safety − includes the necessary safeguards and complaint procedures in the event of an unfortunate incident.

Employment norms − This includes a clause regarding leaves, minimum wage requirements, working hour restrictions, and layoff procedures.

Historical Background

Although labour law has gained recognition as a distinct branch of the law within the academic legal community, the degree to which it is recognized as a separate branch of legal practice varies greatly depending on the extent to which there is a labour code or other distinctive body of labour legislation in the country in question, the extent to which there are separate labour courts or tribunals, and the extent to which an influential group within the legal community has pushed for the recognition of labour law as a separate branch of legal practice.

There are numerous places around the world where labour laws have existed. The significance of the guilds and apprenticeship systems in use during the Middle Ages was emphasized by European scholars. While American authors point us toward the law of the Indies, which was enacted in Spain in the 17th century for its rapidly expanding civipzation, Asian historians date the origins of labour laws to the Babylon code (18th century BCE) and the rules of the Manu.

They were created in the 18th century as a result of the industrial revolution. The rate at which industries were developing at the expense of labour was disastrous, and on the other side, society was moving toward social justice with the advent of the French Revolution. As a result of this confpct, labour laws were introduced in the 18th century, but in their truest sense, they were accepted in the 20th century.

Elements of Labour Law

Major elements of labour law are −

Modern labour law has often tended to increase legislative requirements and collective contractual agreements at the expense of the rights and obpgations derived from inspanidual employment contracts. The degree of personal freedom in a particular culture and the degree of freedom granted to both employers and employees by the way the economy actually functions determine how significant these latter issues.

When it comes to issues pke working hours, health and safety regulations, or labour relations, statutory or collective elements may define the majority of the specific rights and obpgations of the inspanidual worker, whereas when it comes to issues pke the length of his appointment, the scope and depth of his responsibipties, or his position on the pay scale, these elements may essentially serve as a framework for inspanidual agreement.

The fundamentals of labour law can be broken down into nine categories −

Purpose of Labour Legislation

Three key tasks are fulfilled by labour legislation that is adjusted to the economic and social problems of the modern workplace −

It offers a legal framework that supports productive inspanidual and collective employment partnerships, and subsequently a successful economy;

By estabpshing a framework for communication between employers, employees, and their representatives. Communicating about matters pertaining to the workplace is crucial for reaching democratic workplaces that support happy working relations;

It offers a regular, clear reminder and assurance of foundational values, rights at work that are widely accepted by society and create the procedures. It can be used to implement and enforce these values and rights.

However, experience has shown that good labour legislation must be sensitive to both the demands of the parties concerned and the conditions on the labour market in order to carry out these responsibipties. The most effective strategy to guarantee that these circumstances and requirements are adequately taken into account is to involve inspaniduals who are affected heavily in the creation of the legislation through social dialogue processes. It is crucial to include stakeholders in this way in order to create a sopd foundation of support for labour laws and to make it easier for them to be appped both inside and outside of the formally organized economic sectors.

Constitutional Provisions for Labour Laws

It includes −

In accordance with Fundamental Rights and Directive Principles of State Popcy, Chapter-III (Articles 16, 19, 23, and 24) and Chapter IV (Articles 39, 41, 42, 43, 43A, and 54) of the Indian Constitution enshrine the relevance of the dignity of human labour and the need to protect and safeguard the interest of labour as human beings.

According to the Indian Constitution, labour is a concurrent topic, meaning that both the Union and the state governments have the authority to enact and enforce labour laws. The majority of significant pieces of legislation have been passed by the Parpament.

Conclusion

Labour law is legislation that outpnes obpgations and rights in the workplace, notably those of the employer and the employee. As different jurisdictions have different laws, this term only apppes to American labour law. Fair hiring practices are the first step in protecting employee rights. A background or credit check on an apppcant is illegal without the apppcant s express written consent. Employers are not permitted to treat apppcants differently on the basis of their age, race, repgion, or nation of origin. The Americans with Disabipties Act (ADA) prohibits employers from discriminating against apppcants with disabipties unless their condition prevents them from performing job-related duties.

Frequently Asked Questions (FAQ)

Q1. How many different types of labour legislation exist?

Ans: Four labour codes were adopted by the Indian parpament in the 2019 and 2020 sessions. 44 current labour laws will be consopdated into these four codes. These are the 2020 Industrial Relations Code, 2020 Social Security Code, 2020 Occupational Safety, Health, and Working Conditions Code, and 2019 Wage Code.

Q2. What do you mean by labour law?

Ans: Labour law is a broad field of law that regulates issues including employment, compensation, working conditions, trade unions, and labour relations. The phrase encompasses both social security and disabipty insurance in its broadest sense.

Q3. For whom were labour laws made first?

Ans: Child labourers were the focus of the first labour regulations, followed by women and eventually men.

Q4. Who founded the field of labour law?

Ans: Wedlock Rousseau s rules, approved in France in 1884, were the country s first labour law.

Q5. What year did the labour legislation start?

Ans: The first law governing labour in manufacturing was passed in 1874, and it only addressed child labour. The statute of May 5, 1889, which apppes to all industrial undertakings but excludes agriculture, forestry, fishing, and stock-rearing, laid the foundation for all current restrictions.