A New Model for Transparency and Worker Welfare.

In a landmark move, the Government of Uttar Pradesh has announced the creation of the UP Outsource Service Corporation Ltd., aimed at improving transparency, accountability, and welfare for outsourced employees across the state. This initiative seeks to address long-standing challenges faced by contractual and outsourced staff regarding job security, timely payments, and access to statutory benefits such as the provident fund (PF) and the employee state insurance (ESI).

Why Outsourced Workers Need Reform

Outsourced workers form a significant part of India’s workforce, particularly in government departments, public sector undertakings, and private establishments. They are typically employed through contractors, often facing:

• Delayed or irregular payments of wages
• Denial of statutory benefits like EPF, ESI, and maternity leave
• Lack of social security provisions, including accident or death compensation
• No grievance redressal mechanisms to address exploitation

In Uttar Pradesh, which employs thousands of outsourced workers in essential services, the absence of safeguards has long been criticized by trade unions and labour rights activists.

Key Features of the UP Outsource Service Corporation

1. Centralized Oversight:

The corporation will act as the nodal body for managing outsourced employment contracts across government departments and certain public services.

2. Transparency in Recruitment:

Outsourced staff will be recruited and placed through the corporation, reducing reliance on third-party contractors and minimizing corruption or favoritism.

3. Guaranteed Benefits:

• EPF and ESI coverage for all eligible workers
• Maternity leave benefits for women employees
• Funeral assistance in case of employee death
• Skill development and training programs to enhance employability

4. Timely Wage Payments:

Workers are promised monthly wages ranging between ₹16,000 and ₹20,000, paid directly into their bank accounts to prevent delays or deductions.

5. Social Security Measures:

In addition to statutory benefits, the corporation will provide welfare schemes and emergency financial support.

Government’s Objectives

The UP government has positioned this initiative as a win-win for both workers and employers:

• For Workers: Provides dignity, regularity of pay, and social security, reducing exploitation in outsourced contracts.
• For Employers (Departments): Ensures compliance with labour laws and reduces the administrative burden of managing outsourced staff.
• For the State: Enhances Uttar Pradesh’s image as a labour-friendly state, potentially attracting investments by showing commitment to fair employment practices.

Reactions from Stakeholders

• Worker Unions: Many trade unions have cautiously welcomed the move, while demanding clarity on implementation and coverage across sectors.
• Private Contractors: Some contracting agencies fear the reform will shrink their role and business model, as the state takes direct control of outsourced labour.
• Policy Experts: Labour law experts have called this a progressive experiment, but warn that the corporation must remain efficient and corruption-free to achieve its goals.

Legal and Policy Implications

1. Labour Law Compliance:

By ensuring EPF, ESI, and other statutory benefits, the corporation aligns with India’s Code on Social Security, 2020, and addresses chronic gaps in outsourced employment.

2. Reduced Litigation:

Workers often approach labour courts for delayed wages or denied benefits. The corporation could reduce such disputes by ensuring timely compliance.

3. Precedent for Other States:

If successful, the model may inspire other states to establish similar corporations to regulate outsourced workforces.

Challenges Ahead

While the initiative is ambitious, several challenges remain:

• Ensuring universal coverage of all outsourced workers, including those in remote areas
• Preventing bureaucratic delays in approvals and payments
• Balancing cost implications for government departments that may need to allocate higher budgets for worker benefits
• Setting up an effective grievance redressal system to handle worker complaints promptly

The Road Ahead

The UP Outsource Service Corporation represents an innovative attempt to bring dignity and fairness to outsourced employment—a sector often plagued with informality and exploitation. If implemented effectively, it could redefine how contractual labour is managed in India, bridging the gap between labour welfare and administrative efficiency.

Labour Rights and State Authority.

Chhattisgarh Terminates NHM Employees for Strike Participation - A Test Case for Labour Rights and State Authority.

The Chhattisgarh government recently terminated the services of 25 employees under the National Health Mission (NHM) for continuing an indefinite strike despite repeated notices to return to work. The move, justified by the administration under the “no work, no pay” policy, has stirred debate around labour rights, essential services, and the limits of collective bargaining in India’s public healthcare sector.

Background of the Dispute

• The NHM employees in Chhattisgarh, including contractual health workers and support staff, went on strike pressing demands for better pay scales, regularisation of services, and improved working conditions.
• The government partially accepted some of the demands but ordered employees to return to duty, citing the essential nature of healthcare services.
• When several employees continued to defy the order, 25 staff members were terminated, with the government warning of further action against non-compliance.

Legal Framework Involved

1. Essential Services Maintenance Act (ESMA):

Healthcare is treated as an essential service, where strikes can be restricted to ensure the uninterrupted delivery of public services.

2. No Work, No Pay Principle:

Recognised in Indian labour jurisprudence, this principle allows employers (including the state) to withhold wages if employees abstain from work without authorisation.

3. Contractual Employment Issues:

Most NHM staff are employed on a contractual basis. Unlike permanent government employees, they lack strong protections under service rules, making them more vulnerable to termination.

Government’s Justification

The Chhattisgarh government defended its decision on three primary grounds:

• Continuity of Essential Services: Public health facilities cannot afford disruptions, especially in rural areas where NHM staff form the backbone of service delivery.
• Partial Acceptance of Demands: Officials argued that, since some demands had already been met, continued strike action was unjustified.
• Administrative Discipline: Allowing prolonged defiance would set a precedent for other contractual or essential service employees.

Concerns Raised by Workers and Unions

Trade unions and employee associations have strongly criticised the government’s action:

• Suppression of Collective Bargaining: Termination, rather than dialogue, signals a punitive approach to legitimate worker grievances.
• Job Insecurity: Contractual workers already face precarious conditions; termination without due process deepens insecurity.
• Workers’ Rights vs. Public Interest: While ensuring healthcare delivery is crucial, workers argue that their long-standing demands for fair wages and regularisation cannot be ignored indefinitely.

Broader Implications for Labour and Employment Law

1. Strikes in Essential Services: The case underscores the tension between workers’ right to protest and the state’s duty to maintain uninterrupted essential services.

2. Need for a Balanced Framework: Labour law reforms must balance workers’ rights to collective action with citizens’ rights to essential services.

3. Contractualisation Debate: The heavy reliance on contractual workers in critical sectors like healthcare raises questions about job security and fair labour standards.

The Road Ahead

For Chhattisgarh and other states, this episode offers critical lessons:

• Dialogue Mechanisms: Establishing structured negotiation platforms between the government and contractual workers could help prevent such confrontations.
• Policy Reforms: Long-term reforms must address issues of regularisation, fair pay, and job security for NHM staff.
• Judicial Intervention: The terminated employees may approach labour courts or high courts, potentially setting legal precedents on the treatment of contractual staff in essential services.

Rajasthan’s Labour Law Reform: Night Shifts for Women and Flexible Work Hours in Factories.

Rajasthan has taken a bold step in labour law reform by introducing the Factories (Rajasthan Amendment) Bill, 2025, which permits women to work night shifts and allows flexible working hours across industrial units. The move, while projected as progressive and business-friendly, has sparked debate among policymakers, employers, and worker representatives about its implications for gender equality, safety, and labour rights.

Key Features of the Amendment

1. Night Shifts for Women

• Women employees in factories can now work between 7 PM and 6 AM, provided they give their written consent.

• Employers must ensure safe transportation, adequate security measures, and sanitary facilities for women working late hours.

• The law makes it mandatory for factories to provide a safe workplace free of sexual harassment, linking the reform to compliance with the POSH Act, 2013.

2. Flexible Working Hours

• The daily working limit has been raised from 9 hours to 12 hours, subject to the weekly cap of 48 hours.

• Overtime beyond these limits requires double wages.

• Employers can redistribute shifts, allowing longer workdays on some days and shorter ones on others, thereby introducing a degree of flexi-time in factory operations.

3. Paid Holidays and Leave

• The amendment provides for paid holidays in line with national standards and expands leave entitlements to support worker welfare.

Government’s Justification

The Rajasthan government has justified these reforms on multiple grounds:

1. Women’s Economic Empowerment: By allowing women to work night shifts, the government aims to open up opportunities in manufacturing, textiles, IT-enabled services, and export-driven industries.

2. Industrial Competitiveness: Flexible shifts and longer permissible workdays are seen as essential for aligning Rajasthan’s labour policies with global production models.

3. Investment Promotion: The reforms are expected to attract domestic and foreign investment, particularly in 24/7 production industries like garments, electronics, and pharmaceuticals.

Concerns Raised by Unions and Experts

Despite the progressive intent, trade unions and labour rights experts have flagged several concerns:

• Safety Risks: Even with legal safeguards, ensuring real-time safety for women working at night—especially in semi-urban and rural factory locations remains a challenge.

• Consent Pressure: Women workers may feel obliged to consent to night shifts due to job insecurity, undermining the spirit of voluntary choice.

• Health Implications: Long and irregular shifts may increase fatigue, stress, and long-term health issues for workers.

• Risk of Tokenism: Without parallel efforts to increase women’s participation in the workforce, such reforms may remain underutilised.

Comparative Context

• Other States: States like Tamil Nadu and Karnataka have already allowed women to work night shifts, especially in IT/ITES sectors, with strong safety requirements. Rajasthan’s move extends this facility to a wider range of factory-based industries.

• Central Labour Codes: The Occupational Safety, Health and Working Conditions Code, 2020, also allows women to work night shifts subject to safety conditions. Rajasthan’s amendment aligns state law with this central framework.

Legal and Policy Implications

1. POSH Act Compliance: Employers will need to strengthen Internal Committees (ICs) and grievance redressal mechanisms for women working late hours.

2. Infrastructure Investments: Businesses may face additional compliance costs in providing transport, surveillance, and other safeguards.

3. Gender Inclusion Push: If implemented well, the amendment could boost women’s participation in traditionally male-dominated manufacturing sectors, enhancing diversity.

The Road Ahead

Rajasthan’s reform is a double-edged sword. On the one hand, it has the potential to empower women economically and make industries more competitive. On the other, without strict enforcement and robust support systems, it risks creating unsafe and exploitative work conditions.

To make the amendment truly effective, the government and employers must:

• Ensure safe, reliable, and affordable transport for women employees.

• Establish gender-sensitive workplace infrastructure.

• Enforce transparent consent processes for night shifts.

• Run awareness campaigns to educate women about their rights.

Maharashtra’s New Labor Law Amendments

Longer Workdays, Wider Exemptions, and Rising Protests

The Maharashtra government has recently introduced significant amendments to state labour laws, sparking heated debates among trade unions, industry representatives, and labour rights activists. These changes—focused primarily on extending working hours and revising the applicability of the Shops and Establishments Act—are being positioned as measures to enhance productivity and attract investment. However, critics argue that they dilute hard-won worker protections and may worsen job conditions for lakhs of employees across the state.

Key Provisions of the Amendments

1. Extension of Working Hours

• Factories: The permissible working hours have been increased from 9 hours to 12 hours a day.

• Shops and Commercial Establishments: Employees can now be asked to work up to 10 hours a day, compared to the earlier cap of 9 hours.

• Weekly Limits: While the daily limit has gone up, the weekly maximum remains at 48 hours, aligning with international standards. This means employers may reorganize shifts to stretch some workdays longer while reducing others.

• Overtime Pay: Any work beyond 9 hours in a day or 48 hours in a week must be compensated at double the ordinary wage rate.

• Written Consent: Employees cannot be compelled to work extended shifts without their written approval, a safeguard introduced to balance flexibility with consent.

2. Changes to Shops and Establishments Act

• Threshold for Applicability Raised: The Act will now cover establishments with 20 or more employees, up from the earlier 10-employee threshold.

• Impact: This change means thousands of small shops and offices employing between 10–19 workers will fall outside the Act’s ambit, thereby escaping regulatory obligations on working conditions, leave policies, and welfare provisions.

Government’s Rationale

The state government has defended the amendments on multiple grounds:

• Ease of Doing Business: Relaxing the applicability of the Shops Act is expected to reduce compliance burdens for small businesses.

• Global Competitiveness: Longer daily work shifts, with flexibility for employers, are seen as aligning India with international work models, particularly in manufacturing hubs.

• Attracting Investments: By allowing operational flexibility, the government hopes to attract more private and foreign investments in Maharashtra’s industrial and commercial sectors.

Trade Union and Worker Concerns

Trade unions across Maharashtra have strongly opposed the changes, calling them a step backward in labour welfare. Their concerns include:

• Worker Exploitation Risks: Longer shifts could lead to fatigue, health issues, and lower productivity over time.

• Dilution of Worker Protections: Raising the Shops Act threshold excludes a significant portion of workers, leaving them vulnerable to arbitrary employer practices.

• Pressure on Consent Clause: Despite the requirement for written consent, workers may feel compelled to agree to extended hours due to job insecurity.

• Impact on Women Workers: Safety concerns around late working hours, especially for women in retail and services, remain inadequately addressed.

Trade unions have announced state-wide protests, and some have threatened legal challenges to the amendments.

Legal and Policy Implications

1. Alignment with Labour Codes: These changes anticipate the implementation of India’s four Labour Codes (particularly the Code on Wages and Occupational Safety, Health and Working Conditions Code), which also provide scope for longer workdays with weekly caps.

2. Potential Judicial Scrutiny: Given India’s constitutional protection of the right to life and dignity under Article 21, challenges may arise over whether such long shifts are reasonable and safe.

3. Precedent for Other States: Maharashtra’s move may encourage other states to adopt similar reforms, especially those competing to attract industries.

The Road Ahead

The amendments reflect the ongoing tug-of-war in Indian labour policy—between promoting business flexibility and safeguarding worker rights. While employers may welcome the reduced compliance and greater operational freedom, workers and unions fear erosion of labour standards. The real impact will depend on how strictly provisions on overtime pay, consent, and workplace safety are enforced.

For policymakers, the challenge lies in striking a balance between economic growth and human welfare. Without strong monitoring and enforcement, these reforms risk becoming a tool for exploitation rather than a means of empowerment.

Working Hours, Leave, and Attendance: Legal Requirements and Best Practices in India.

Managing working hours, leave entitlements, and attendance is a core responsibility of the Human Resources function. These aspects not only ensure operational efficiency but are also governed by multiple labour laws in India. Non-compliance with statutory provisions can expose organizations to legal claims, penalties, and damage to employee relations. HR professionals need to design policies that comply with the law while meeting business needs.

The regulation of working hours is primarily governed by the Factories Act, 1948, for factories, and the various Shops and Establishments Acts, which are state-specific, for commercial establishments. According to the Factories Act, adult workers cannot be required to work more than 48 hours per week or 9 hours per day, with mandatory rest intervals. Similarly, state-specific Shops and Establishments Acts generally cap working hours at 48–50 hours per week, with daily maximums and weekly off provisions. Employers who fail to comply with these limits may face penalties, including fines and prosecution.

When it comes to leave entitlements, Indian labour law prescribes a minimum number of paid leaves that employers must grant. The Factories Act, 1948 mandates one day of earned leave for every 20 days worked, while state Shops and Establishments Acts often mandate casual leave, sick leave, and privileged leave. In addition, organizations must comply with the Maternity Benefit Act, 1961, which provides 26 weeks of paid maternity leave to eligible women employees. The Paternity Leave policy, though not mandated by law for the private sector, is increasingly being adopted as part of progressive HR practices.

The attendance and overtime provisions are closely linked to legal compliance. The Factories Act and most Shops and Establishments Acts require that any work beyond the prescribed daily or weekly working hours must be compensated as overtime, usually at twice the ordinary wage rate. Courts in India have consistently upheld the right of employees to claim back wages and overtime compensation if denied. The Bombay Shops and Establishments Act (applicable in Maharashtra) is particularly stringent about overtime rules and wage payments for extra hours.

One area of increasing focus is leave for special circumstances. The Maternity Benefit (Amendment) Act, 2017 mandates not only maternity leave but also 12 weeks of leave for adopting and commissioning mothers. Moreover, the Employees’ State Insurance Act, 1948, provides for medical leave and sickness benefits for employees covered under ESI. Failure to grant such leaves can result in labour court cases, compensatory orders, and even criminal liability in some cases.

Attendance management is also legally significant when it relates to unauthorised absence, habitual absenteeism, or misconduct proceedings. Under the Industrial Employment (Standing Orders) Act, 1946, absenteeism without permission can be categorized as misconduct, but termination for such absence must still follow principles of natural justice. Employers are required to issue warning letters, conduct domestic inquiries, and provide an opportunity to the employee to present their case before any disciplinary action is taken.

In the wake of remote work and flexible schedules, the legal framework for working hours and attendance is evolving, but the fundamental obligations around maximum working hours, leave, and employee welfare remain unchanged. Employers must balance flexibility with statutory compliance, ensuring that digital attendance systems, work-from-home policies, and flexible shifts do not violate labour law requirements.

In conclusion, managing working hours, leave, and attendance in compliance with Indian labour laws is essential for legal risk mitigation and employee well-being. HR teams must design policies that reflect statutory entitlements, provide for special leave situations, and enforce transparent attendance norms. Regular legal updates and policy reviews will help organizations stay compliant and foster a fair and productive work environment.

Understanding Leave Laws for Employees in India: A Complete Guide.

In India, every working professional is entitled to certain types of leaves for rest, health, family, or other personal reasons. Leave laws in India are governed by both central and state-specific labor laws, which aim to strike a balance between employee welfare and employer requirements. Knowing your leave rights helps you stay compliant and ensures fair treatment at the workplace.

In this blog, we’ll explore the types of leaves, applicable laws, and key employee rights under Indian labor law.

Types of Leaves Under Indian Labor Laws

Earned Leave (EL) or Privilege Leave (PL):

• Eligibility: Typically available after completing a certain number of days of employment (e.g., 240 days in a year).
• Accrual: Usually 1.25 to 2 days per month, depending on state rules and company policies.
• Carry Forward: Unused ELs can often be carried forward to the next year.
• Encashment: Many companies allow encashment of unused ELs during employment or at resignation/retirement.

Casual Leave (CL):

• Purpose: For sudden, unforeseen circumstances like family emergencies, short travel, or minor illness.
• Allotment: Typically 7 to 10 days per year.
• Accrual: Usually granted monthly or quarterly.
• Carry Forward: Generally not allowed; unused CLs lapse at year-end.

Sick Leave (SL):

• Purpose: For health-related issues.
• Allotment: Usually 6 to 12 days per year, depending on state laws.
• Requirement: Employers may ask for a medical certificate for absences over 2-3 days.
• Carry Forward: Allowed in some states, with a cap.

Maternity Leave:

• Act: Governed by the Maternity Benefit Act, 1961.
• Duration: 26 weeks for the first two children, 12 weeks for the third and beyond.
• Eligibility: Female employees must have worked for at least 80 days in the 12 months prior to delivery.
• Additional Provisions: Includes benefits like nursing breaks and work-from-home options (where applicable).

Paternity Leave:

• Law: Not mandatory under Indian labor law, but some companies offer 7–15 days as part of their HR policies.
• Trend: Growing awareness is leading many organizations to include paternity leave in their benefits package.

Bereavement Leave:

• Purpose: Leave granted in the event of a death in the immediate family.
• Law: Not mandated, but offered by many employers as a gesture of compassion.

Leave Without Pay (LWP):

• When Applied: When all paid leaves are exhausted.
• Impact: May affect salary, bonus, and benefits depending on the company’s leave policy.

Key Leave Laws and Regulations in India

• Factories Act, 1948 – Governs leave entitlements for factory workers.
• Shops and Establishments Act (State-wise) – Regulates leave policies for employees in shops, offices, and commercial establishments.
• Maternity Benefit Act, 1961 – Covers maternity leave and related benefits.
• Industrial Employment (Standing Orders) Act, 1946 – Requires employers to define and publish leave rules.

State-Specific Variations

Leave rules under the Shops and Establishments Act vary from state to state. For example:

• In Maharashtra, a Minimum of 21 days of earned leave annually.
• In Delhi: 15 days of earned leave with carry-forward up to 45 days.
• In Karnataka, 18 days of earned leave and 12 days of sick leave.

Employers must comply with the respective state laws in addition to central regulations.

Employer’s Role in Leave Management

Employers are required to:

• Maintain a leave register.
• Ensure fair and consistent leave policy implementation.
• Notify employees about their leave entitlements.
• Avoid penalizing employees for availing of legitimate leaves.

Many companies also use HR software to manage leave balances, automate approvals, and ensure legal compliance.

Conclusion

Understanding leave laws in India is essential for both employees and employers. While the law provides a framework, company-specific policies may offer additional benefits. As a working professional, being aware of your rights ensures you can plan time off without fear or uncertainty. As an employer, following proper leave law practices builds a healthier and more engaged workforce.

Women employment law - Key Legal Provisions for Women in the Workforce.

There has been a growing recognition of the need to create inclusive and safe work environments for women in recent years. While societal attitudes play a crucial role, legal frameworks are the backbone that ensure fairness, protection, and empowerment for women in the workforce. In India and many parts of the world, several legal provisions exist to safeguard women’s rights at the workplace. Here's a comprehensive look at the key legal provisions that every working woman—and employer—should be aware of.

1. The Equal Remuneration Act, 1976

This act mandates that men and women receive equal pay for equal work and prohibits discrimination based on gender in matters of wages and recruitment. Employers are legally bound to ensure parity in salaries and are prohibited from reducing a woman’s pay to match a lower salary paid to a man in a similar role.

2. The Maternity Benefit Act, 1961 (Amended in 2017)

The Maternity Benefit Act provides for maternity leave and benefits to women employees. As per the latest amendment:

• Women are entitled to 26 weeks of paid maternity leave for the first two children.
• For subsequent children, 12 weeks of leave is granted.
• Women adopting a child below 3 months of age or commissioning mothers are entitled to 12 weeks of leave.
• Employers with more than 50 employees are mandated to provide crèche facilities.

3. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013

Commonly known as the POSH Act, this legislation is crucial in ensuring a safe work environment. Key features include:

• Mandates every employer to constitute an Internal Complaints Committee (ICC) at the workplace.
• Defines sexual harassment and lays down the process for complaints and inquiries.
• Requires companies to conduct awareness programs and include POSH compliance in their annual reports.

4. Factories Act, 1948

The Factories Act includes several provisions for the welfare and safety of female workers in factories. Key provisions include:

• Restrictions on night shifts (between 7 PM and 6 AM) unless proper safety measures and consent are in place.
• Mandatory provisions for separate restrooms, canteens, and childcare facilities.
• Ensures health, safety, and hygiene in work environments where women are employed.

5. Employees’ State Insurance Act, 1948

Under this act, insured women workers are entitled to maternity benefits, medical care, and sickness benefits during pregnancy. This applies to workers in the organized sector earning below a certain threshold.

6. The Code on Social Security, 2020

This comprehensive code consolidates various social security laws, including maternity benefits, provident funds, and employee compensation. It aims to provide universal social security coverage to workers across sectors, including gig and platform workers, thereby extending certain protections to women in unorganized employment.

7. The Indian Penal Code (IPC) – Sections 354 & 509

These sections offer legal recourse against acts of outraging the modesty of a woman (Section 354) and insulting the modesty of a woman through words or gestures (Section 509). These laws apply to workplace harassment and act as a deterrent against offensive behavior.

8. Reservation and Representation Laws

Government initiatives such as 33% reservation for women in government jobs in some states, and gender quotas on company boards under the Companies Act, 2013, aim to enhance female representation in leadership and decision-making roles.

Conclusion

Legal provisions play a pivotal role in building a gender-equal workforce. However, laws alone are not enough—awareness, implementation, and cultural change are equally vital. Employers must actively promote diversity and inclusivity while ensuring that the legal rights of women employees are upheld. For women, knowing these rights is the first step toward asserting them.

Women in the Workforce: Strengthening Legal Protections and HR Policies

Despite significant progress in gender inclusivity, women in India’s workforce continue to face challenges such as wage disparity, workplace harassment, and limited opportunities for leadership roles. While labor laws provide certain protections, gaps in enforcement and corporate policies often hinder true workplace equality. Strengthening legal frameworks and HR policies is crucial for fostering an inclusive, safe, and empowering work environment for women.

Key Legal Provisions for Women in the Workforce

India has several labor laws to ensure women’s rights in the workplace. These include:

• Maternity Benefit Act, 1961: Provides 26 weeks of paid maternity leave and safeguards against dismissal during pregnancy.

• The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013: Mandates Internal Complaints Committees (ICCs) for redressal of harassment cases.

• Equal Remuneration Act, 1976: Ensures equal pay for men and women performing the same work.

• Factories Act, 1948 (Amended): Includes provisions for workplace safety, restrooms, and creche facilities for women employees.

While these laws set a foundation, many women still face systemic challenges due to a lack of awareness, poor implementation, and workplace bias.

Challenges Women Face at Work

• Wage Gap and Career Progression Barriers: Women often receive lower pay for the same work and are underrepresented in leadership roles.

• Workplace Safety and Harassment: Many companies fail to establish effective grievance redressal mechanisms.

• Lack of Family-Friendly Policies: Many workplaces lack creches, parental leave options for fathers, or flexible working arrangements.

• Gender Bias in Hiring and Promotions: Unconscious biases lead to fewer women being considered for senior positions.

How HR Policies Can Bridge the Gap

HR departments can drive change by introducing progressive policies that go beyond legal requirements:

1. Equal Pay Audits: Conducting regular salary audits to ensure fair pay across genders.

2. Gender-Neutral Hiring Practices: Implementing structured, bias-free hiring and promotion processes.

3. Flexible Work Policies: Encouraging hybrid work, part-time options, and parental leave for both genders.

4. Stronger Anti-Harassment Measures: Training employees on workplace safety, ensuring ICCs function effectively, and offering anonymous reporting mechanisms.

5. Leadership Development Programs: Offering mentorship, upskilling, and leadership training tailored for women.

Case Studies: Companies Setting an Example

Several organizations in India have proactively strengthened their HR policies for women:

• Tata Group: The Group offers extended maternity benefits and flexible work options.

• Infosys: Implements mentorship programs for women in leadership roles.

• Mahindra & Mahindra: Provides creche facilities and structured return-to-work programs for mothers.

The Future of Women in the Workforce

Creating a truly inclusive workforce requires continuous efforts from both the government and the corporate sector. Strengthening legal protections, combined with proactive HR strategies, can pave the way for a more equitable work environment where women can thrive.

By prioritizing gender diversity and inclusion, companies will not only foster a positive workplace culture but also enhance overall productivity, innovation, and business success.

Gig Economy in India: Balancing Labor Law Compliance with HR Policies

The gig economy in India has witnessed explosive growth, with millions of workers engaged in freelance, contractual, and temporary jobs across sectors like food delivery, ride-hailing, e-commerce, and IT services. While this model offers flexibility, it also raises critical concerns about job security, fair wages, and social security benefits. Indian labor laws are evolving to address these challenges, but HR policies must play a proactive role in ensuring worker well-being beyond legal mandates.

Legal Challenges in the Gig Economy

Unlike traditional employment models, gig workers do not always fall under standard labor protections. Key legal challenges include:

• Lack of Social Security: Gig workers are often not entitled to a provident fund (PF), gratuity, or health insurance.

• Ambiguity in Employee Classification: The distinction between ‘employee’ and ‘independent contractor’ leads to gaps in rights and benefits.

• Inconsistent Wage Structures: Payment models vary widely, with some workers earning below minimum wage due to fluctuating demand.

• No Fixed Work Hours: The flexibility of gig work often results in unpredictable and extended working hours without overtime compensation.

How Indian Labor Laws Are Evolving

The Code on Social Security, 2020, aims to extend benefits to gig and platform workers by introducing provisions for:

• Mandatory Social Security Contributions: Employers must contribute to a social security fund for gig workers.

• Health and Accident Insurance: Platforms may be required to provide accident insurance to workers.

• Better Wage Protection: Ensuring fair compensation structures for gig workers.

However, enforcement remains a challenge, and many gig platforms have yet to integrate these benefits effectively.

HR’s Role in Bridging the Gap

Since gig workers are not always covered under traditional employment laws, HR policies can help by:

1. Providing Voluntary Benefits: Companies can offer health insurance, accident coverage, and performance bonuses.

2. Establishing Fair Payment Structures: Implementing transparent algorithms to ensure predictable and fair wages.

3. Defining Work Expectations Clearly: Setting guidelines on work hours and rest periods to prevent burnout.

4. Encouraging Skill Development: Investing in training programs to help gig workers enhance their career prospects.

5. Creating Dispute Resolution Mechanisms: Offering accessible grievance redressal systems for workers facing unfair treatment.

Case Studies: Companies Taking the Lead

Several Indian companies have started introducing policies to support gig workers:

• Swiggy provides accident insurance and medical benefits to its delivery partners.

• Zomato has introduced paid rest days for delivery executives during high-pressure seasons.

• Urban Company offers professional training and financial assistance to its service providers.

The Future of Gig Work in India

As India’s gig economy grows, labor laws must evolve alongside proactive HR policies to ensure fair treatment and security for workers. Companies that adopt progressive policies will enhance worker loyalty and improve brand reputation and operational efficiency.

The challenge lies in striking a balance—leveraging the flexibility of gig work while ensuring that those driving the economy forward are not left without adequate protections.

Right to Sit: A Small Policy Change with Big Labor Law Implications.

In many Indian workplaces, particularly in retail, manufacturing, and service sectors, employees are required to stand for long hours with little to no access to seating. This seemingly small workplace issue has significant health consequences, including chronic pain, varicose veins, and musculoskeletal disorders. In response, some Indian states, including Kerala and Tamil Nadu, have introduced the Right to Sit Laws, mandating that employers provide seating arrangements for their workers. This legal shift underscores the importance of aligning HR policies with labor rights to ensure worker well-being.

The Legal Framework of the Right-to-Sit Law

After years of advocacy by labor rights organizations, the Right to Sit Law was first implemented in Kerala and Tamil Nadu. The key provisions of these laws include:

• Employers must provide adequate seating arrangements for workers.

• Employees should be able to sit when their job does not require standing.

• Non-compliance can lead to penalties and legal action against employers.

These laws aim to address exploitative working conditions, particularly in sectors like retail, textiles, and hospitality, where workers often spend their entire shifts standing.

Why This Matters: The Health and Productivity Angle

Research has shown that prolonged standing can have severe health impacts, including:

• Increased risk of cardiovascular diseases.

• Chronic joint and back pain.

• Decreased productivity due to physical strain and fatigue.

From an HR perspective, implementing seating policies not only ensures legal compliance but also boosts productivity and employee morale. Comfortable employees are likely to perform better, take fewer sick leaves, and remain engaged at work.

Global Best Practices and Comparisons

Countries like Germany and Canada already have strict occupational safety laws that regulate work conditions, including mandatory seating where applicable. India’s move towards similar protections aligns with international labor standards set by organizations like the International Labour Organization (ILO).

Role of HR in Enforcing the Right to Sit Law

HR leaders play a critical role in ensuring compliance with the Right to Sit law by:

1. Conducting Workplace Assessments: Identifying job roles that require prolonged standing and providing seating options where feasible.

2. Training Managers and Supervisors: Educating leadership on the importance of seating policies and their impact on worker health.

3. Updating Workplace Infrastructure: Investing in ergonomic seating and workstations tailored to employee needs.

4. Establishing Employee Feedback Mechanisms: Allowing workers to report non-compliance and request accommodations without fear of retaliation.

Case Studies: Companies Leading the Change

Several Indian companies have started implementing seating-friendly policies even before legal mandates:

• Titan (retail sector) has redesigned its stores to include seating options for staff, improving employee satisfaction.

• Shoppers Stop has adjusted shift policies to incorporate more frequent breaks and seating arrangements.

• Large textile manufacturers in Tamil Nadu have adopted seating policies to comply with state labor laws, reducing worker fatigue and absenteeism.

Conclusion

The Right to Sit law is a significant step toward improving working conditions in India, particularly for retail and service workers. While Kerala and Tamil Nadu have taken the lead, it is time for other states and industries to follow suit. HR leaders must proactively integrate seating policies into their workplace strategies, ensuring both legal compliance and enhanced employee well-being. A simple seat can make a big difference—not just in comfort, but in overall productivity and job satisfaction.

From ‘Hustle Culture’ to Human Rights: Can Indian Labor Laws Tackle Workplace Burnout?

From ‘Hustle Culture’ to Human Rights: Can Indian Labor Laws Tackle Workplace Burnout?

India’s corporate sector has long been dominated by a ‘hustle culture’—a mindset that glorifies long working hours, constant availability, and relentless productivity. While this work ethic is often praised for driving economic growth, it also leads to severe burnout, mental health issues, and declining employee well-being. In response, Indian labor laws have attempted to regulate working hours and employee rights, but are they enough?

The Rise of Hustle Culture in India

The Indian workforce, particularly in IT, finance, and start-ups, often works far beyond the legal limits. The expectation to be ‘always on’ leads to:

• Excessive workweeks, sometimes exceeding 70+ hours.

• Increased stress, anxiety, and depression.

• Declining productivity and innovation due to exhaustion.

• High employee attrition rates.

What Do Indian Labor Laws Say?

Despite the rise of hustle culture, India has labor laws aimed at regulating working conditions. Key provisions include:

• Factories Act, 1948: Limits working hours to 9 per day and 48 per week.

• Shops and Establishments Act (varies by state): Sets rules for working hours, overtime, and mandatory breaks.

• Occupational Safety, Health, and Working Conditions Code, 2020: Focuses on ensuring a safe work environment, including mental well-being provisions.

• Mental Healthcare Act, 2017: This act recognizes workplace stress as a serious concern and obliges employers to create mental health-friendly workplaces.

However, enforcement remains a major challenge. Many employees fear retaliation if they report excessive work hours, and companies often bypass these rules under the guise of ‘work culture.’

Can India Adopt Global Best Practices?

Other countries have introduced progressive labor laws to address burnout:

• France’s Right to Disconnect Law: Allows employees to refuse to engage in work-related communication outside office hours.

• Japan’s Karoshi Laws: Recognize death by overwork as a legal issue, holding employers accountable.

• Germany’s Work-Time Regulations: Strictly limit after-hours communication between employees and managers.

The Role of HR in Combating Workplace Burnout

While labor laws provide a legal framework, HR policies are crucial in ensuring compliance and fostering a healthier work environment. Companies should:

1. Encourage Work-Life Balance: Introduce flexible hours, mandatory breaks, and strict overtime policies.

2. Limit After-Hours Communication: Implement policies restricting work emails and calls outside of office hours.

3. Promote Mental Health Support: Offer Employee Assistance Programs (EAPs) and counseling services.

4. Monitor Employee Workloads: Ensure managers are trained to detect signs of burnout and adjust workloads accordingly.

Case Studies: Companies Leading the Change

Some Indian companies are setting examples by addressing workplace burnout:

• Swiggy introduced a “no meeting Wednesdays” policy to reduce stress.

• Flipkart allows employees to take ‘wellness leaves’ without justification.

• Tata Steel has implemented strict overtime policies to regulate work-life balance.

Labor law in India: Workplace Well-Being vs. Legal Compliance

Workplace Well-Being vs. Legal Compliance: The Hidden Cost of High-Pressure Jobs

In today’s fast-paced corporate world, high-pressure work environments have become the norm. Employees across industries are expected to meet tight deadlines, work extended hours, and constantly deliver high performance. While such workplace cultures may boost short-term productivity, they often come at the cost of employee well-being. This raises critical concerns about the legal and ethical obligations of employers under Indian labor laws and HR policies.

The Impact of High-Pressure Work Environments

Excessive workload and long hours contribute to stress, burnout, and serious health issues among employees. Reports indicate that Indian professionals, particularly in the IT and finance sectors, often work 60-70 hours a week, significantly exceeding the standard 48-hour limit prescribed by labor laws. Prolonged exposure to such conditions can lead to:

• Increased risk of mental health disorders like anxiety and depression.
• Physical health issues such as cardiovascular diseases, sleep disorders, and chronic fatigue.
• Reduced employee engagement, leading to higher attrition rates.

Legal Protections Against Overwork in India

India’s labor laws provide certain safeguards to prevent excessive work pressure. The Occupational Safety, Health, and Working Conditions Code, 2020 (OSH Code) mandates that employees should not be forced to work beyond 48 hours per week and must receive proper overtime compensation. Other legal provisions include:

• Factories Act, 1948: Limits working hours to 9 per day and ensures mandatory breaks.
• Shops and Establishments Act (varies by state): Regulates working hours, overtime, and rest periods in commercial establishments.
• Mental Healthcare Act, 2017: Recognizes mental well-being as a fundamental right and obligates employers to create a safe workplace environment.

Despite these laws, many organizations either fail to enforce them or employees hesitate to report violations due to fear of retaliation.

HR’s Role in Balancing Productivity and Compliance

HR policies must go beyond mere compliance to actively support employee well-being. Some best practices include:

1. Implementing Work-Life Balance Programs: Encourage flexible work hours, remote work options, and paid mental health days.

2. Enforcing Legal Work Hour Limits: Monitor workloads to ensure compliance with labor laws and prevent excessive overtime.

3. Mental Health Support Initiatives: Provide confidential counseling services and stress management workshops.

4. Encouraging Open Dialogue: Establish grievance redressal mechanisms for employees to report workplace stress without fear.

Case Studies: Companies Leading the Way

Several Indian firms have taken proactive steps to address workplace stress. For instance:

• Tata Consultancy Services (TCS) has introduced mandatory wellness programs and ergonomic workspaces to reduce stress.
• Infosys provides employee assistance programs (EAPs) offering free counseling and mental health support.
• Zomato has implemented an unlimited paid leave policy for mental health reasons, setting a precedent in corporate India.

Conclusion

High-pressure work environments may drive short-term success, but they pose long-term risks to both employees and organizations. Legal labor laws in India provide a framework for protecting worker rights, but enforcement remains challenging. HR leaders must proactively implement policies prioritizing employee well-being while ensuring compliance with labor regulations. A healthier workforce is not just an ethical imperative but also a strategic advantage for businesses aiming for sustainable growth.

Corporate law in India :- Industrial Disputes and Worker Protection

Industrial Disputes and Worker Protection: Balancing Rights and Responsibilities

The Industrial Disputes Act, of 1947, is a cornerstone of Indian labor law, enacted to address conflicts between employers and employees. It provides a framework for resolving industrial disputes, ensuring worker protection, and promoting harmonious industrial relations. By defining procedures for strikes, lockouts, retrenchment, and dispute resolution, the Act aims to balance the rights of workers and employers while fostering economic stability.

Key Provisions of the Industrial Disputes Act

1. Scope and Applicability:

• The Act applies to industries employing 10 or more workers (with power) or 20 workers (without power).
• Covers disputes between employers, employees, and trade unions.

2. Definition of Industrial Disputes:

• Disputes related to employment terms, working conditions, dismissal, or any other industrial matter.

3. Dispute Resolution Mechanisms:

• Works Committees: Facilitate discussion between employers and workers in establishments employing 100 or more workers.
• Conciliation Officers: Attempt to mediate disputes before escalation.
• Labor Courts and Industrial Tribunals: Adjudicate unfair labor practices, retrenchment, and dismissal disputes.

4. Strikes and Lockouts:

• Strikes must comply with specific procedural requirements, including prior notice.
• Lockouts by employers are similarly regulated to prevent arbitrary actions.

5. Retrenchment and Layoffs:

• Employers must provide notice and compensation to workers during retrenchment.
• Special provisions apply for establishments employing 100 or more workers, requiring government approval.

6. Unfair Labor Practices:

The Act prohibits practices such as victimizing employees for union activities or refusing to bargain in good faith.

Objectives of the Act

1. To prevent and resolve industrial disputes promptly and fairly.

2. To protect workers from unfair treatment or arbitrary dismissal.

3. To promote collective bargaining and foster industrial peace.

4. To ensure compliance with legal procedures for strikes, lockouts, and retrenchment.

Landmark Judgments on Industrial Disputes

1. Workmen of Firestone Tyre & Rubber Co. v. Management (1973)

The Supreme Court held that employers must establish valid reasons for termination or retrenchment, emphasizing the need for fair inquiry and compliance with Section 25F of the Act.

2. Bharat Bank Ltd. v. Employees (1950)

This case reinforced the importance of industrial tribunals in resolving disputes, ruling that tribunals are quasi-judicial bodies and their decisions must be fair and impartial.

3. Punjab Land Development and Reclamation Corporation v. Presiding Officer (1990)

The Court clarified the definition of "retrenchment" to include termination of service for any reason except those specified in the Act, ensuring broader worker protection.

4. Delhi Cloth and General Mills Co. v. Ludh Budh Singh (1972)

The judgment emphasized procedural fairness in retrenchment, ruling that non-compliance with Section 25F renders retrenchment invalid.

Challenges in Implementation

1. Delays in Dispute Resolution:

Prolonged litigation and administrative delays undermine the Act’s effectiveness.

2. Informal Sector Exclusion:

A significant portion of India’s workforce in the informal sector remains outside the Act’s purview.

3. Employer Non-Compliance:

Many employers bypass legal requirements, especially regarding layoffs and retrenchment.

4. Lack of Awareness

Workers often lack knowledge of their rights under the Act, limiting its impact.

The Way Forward

1. Strengthening Institutions:

Enhancing the capacity and efficiency of labor courts and tribunals to expedite dispute resolution.

2. Broadening Coverage:

Extending the Act’s protections to informal sector workers and smaller establishments.

3. Promoting Awareness:

Conducting campaigns to educate workers and employers about their rights and obligations.

4. Encouraging Alternative Dispute Resolution (ADR):

 Leveraging mediation and arbitration to resolve disputes quickly and cost-effectively.

5. Policy Reforms:

Revisiting provisions to address modern workplace challenges, including gig and platform workers.

Conclusion

The Industrial Disputes Act, of 1947, serves as a critical tool for addressing conflicts in the workplace while safeguarding worker rights. Landmark judgments have strengthened its provisions, emphasizing procedural fairness and equity. However, addressing challenges in implementation and expanding its reach is essential to ensure a more inclusive and equitable industrial environment. By fostering better relationships between employers and workers, the Act contributes to the stability and growth of India’s economy.

Maternity Leave Lawn: Ensuring Rights and Welfare for Working Mothers

Maternity Benefit Act

The Maternity Benefit Act, of 1961, is a landmark legislation in India aimed at protecting the rights of women employees during pregnancy and post-childbirth. With its 2017 amendment, the Act has been significantly enhanced to address the needs of working mothers, ensuring a supportive work environment and safeguarding their health and employment rights. Key Features of the Maternity Benefit Act

1. Maternity Leave:

Increased from 12 to 26 weeks for women employed in establishments with 10 or more employees.

Up to 8 weeks of leave can be availed before the expected delivery date, and the remaining after childbirth.

Women with two or more children are entitled to 12 weeks of leave.

2. Adoption and Surrogacy:

Provides 12 weeks of leave for women adopting a child below three months of age or commissioning mothers using surrogacy.

3. Workplace Facilities:

Establishments with 50 or more employees must provide crèche facilities for children up to the age of six years.

Mothers are entitled to four visits a day to the crèche, including intervals for rest.

4. Protection from Dismissal:

Prohibits employers from dismissing a woman during her maternity leave.

Ensures that women are not assigned arduous tasks or work that may affect their pregnancy.

5. Wages During Maternity Leave:

Women are entitled to full wages during maternity leave, calculated based on the average daily wage for the period of actual absence.

Objectives of the Act

1. To safeguard the health and well-being of pregnant women and nursing mothers.

2. To ensure that women can balance their professional and personal responsibilities without fear of discrimination.

3. To promote gender equality in the workplace by addressing the unique needs of women employees.

Landmark Judgments on Maternity Benefits

1. Municipal Corporation of Delhi v. Female Workers (Muster Roll) (2000)

The Supreme Court held that female workers on muster rolls (temporary workers) are entitled to maternity benefits under Article 42 of the Constitution, which emphasizes the provision of just and humane working conditions.

2. Neera Mathur v. Life Insurance Corporation of India (1992)

The Court ruled that an employer cannot deny maternity benefits or dismiss a woman for not disclosing her pregnancy during the hiring process, reinforcing the right to privacy and equality.

3. B. Shah v. Labour Court, Coimbatore (1977)

The Supreme Court clarified that maternity benefits must be provided irrespective of the mode of wages (daily, monthly, or piece rate), ensuring coverage for all working women.

4. J.K. Industries Ltd. v. Chief Inspector of Factories (1996)

This case underscored that maternity benefits are not contingent on the duration of service, as long as the woman fulfills the eligibility criteria under the Act.

Challenges in Implementation

1. Informal Sector Coverage:

A significant portion of India’s female workforce is employed in the informal sector, where the Act’s provisions are often not enforced.

2. Awareness Gap:

Many women, especially in rural areas, are unaware of their rights under the Act.

3. Employer Resistance:

Some employers view maternity benefits as a financial burden, leading to reluctance in hiring women or non-compliance.

4. Crèche Implementation:

Lack of infrastructure and clarity on guidelines pose challenges in setting up crèche facilities.

The Way Forward

1. Extending Coverage:

Expanding the scope of the Act to include women in the informal sector through targeted policies and incentives.

2. Awareness Campaigns:

Conducting nationwide awareness drives to educate women about their rights and entitlements.

3. Incentivizing Compliance:

Offering tax benefits or subsidies to employers who adhere to the Act’s provisions.

4. Monitoring and Enforcement:

Strengthening labor inspections and establishing grievance redressal mechanisms to ensure compliance.

Conclusion

The Maternity Benefit Act, of 1961, and its 2017 amendment signify a progressive step toward empowering women and promoting gender equality in the workplace. Landmark judgments have further reinforced the Act’s principles, ensuring that women are protected during one of the most critical phases of their lives. By addressing implementation challenges and extending its reach, India can create a more equitable workforce.

Labor law :- Rights of Contract Workers

Rights of Contract Workers: Bridging the Gap in Labor Welfare

Contract workers play a crucial role in India’s industrial and service sectors. However, their employment often involves precarious working conditions and limited access to benefits. The Contract Labour (Regulation and Abolition) Act, of 1970, was enacted to address these challenges by regulating the employment of contract labor and ensuring their welfare. This legislation is a significant step toward providing legal protection to contract workers while maintaining industrial efficiency.

Key Provisions of the Act

1. Applicability:

• The Act applies to establishments and contractors employing 20 or more contract workers in any preceding year.
• It regulates the employment of contract labor in specific processes, operations, or work.

2. Licensing and Registration:

Employers (principal employers) must register their establishments, and contractors must obtain licenses to engage in contract labor.

3. Welfare Provisions:

• Contractors are required to provide amenities such as drinking water, restrooms, and canteens.
• They must also ensure timely payment of wages and compliance with minimum wage laws.

4. Abolition of Contract Labor:

The Act empowers the government to prohibit the employment of contract labor in certain industries if the work is perennial in nature or essential for the establishment’s operations.

Objectives of the Act

1. To regulate the employment of contract labor and prevent their exploitation.

2. To improve working conditions and ensure basic welfare measures.

3. To provide a framework for resolving disputes and grievances related to contract labor.

Landmark Judgments on the Rights of Contract Workers

1. Standard Vacuum Refining Co. of India Ltd. v. Their Workmen (1960)

Although predating the Act, this case laid the groundwork for contract labor regulation by emphasizing the principle of fairness in employment practices. The Court held that employers could not evade their obligations by outsourcing core functions to contractors.

2. Steel Authority of India Ltd. v. National Union Waterfront Workers (2001)

This landmark judgment clarified the circumstances under which contract labor could be regularized. The Supreme Court ruled that mere engagement through a contractor does not automatically confer permanent status on contract workers unless the arrangement is deemed a sham or camouflage.

3. Gujarat Electricity Board v. Hind Mazdoor Sabha (1995)

The Court reinforced that contract workers engaged in essential or perennial work could not be denied the benefits and protections available to regular employees.

4. Air India Statutory Corporation v. United Labour Union (1997)

The Supreme Court held that contract workers performing similar duties as regular employees are entitled to comparable benefits, emphasizing the principle of equality in employment.

Challenges Faced by Contract Workers

1. Job Insecurity: Contract workers often face uncertainty due to the temporary nature of their employment.

2. Limited Benefits: Despite legal provisions, many contract workers lack access to social security benefits such as provident funds and health insurance.

3. Wage Disparities: Contract workers frequently receive lower wages than regular employees performing similar tasks.

4. Weak Enforcement: Non-compliance with the Act’s provisions is common due to inadequate monitoring and enforcement mechanisms.

The Way Forward

1. Strengthening Enforcement:

• Increasing inspections and imposing penalties for violations of the Act.
• Establishing dedicated bodies to address grievances and ensure compliance.

2. Promoting Awareness:

• Educating contract workers about their rights and entitlements under the law.
• Conducting awareness programs for employers to encourage fair treatment of contract workers.

3. Encouraging Fair Practices:

• Promoting the regularization of workers in perennial roles.
• Ensuring parity in wages and benefits between contract and regular workers performing similar tasks.

4. Policy Reforms:

• Revisiting the Act to address gaps and expand its scope to include informal sector workers.
• Encouraging the use of technology to streamline compliance and record-keeping.

Conclusion

The Contract Labour (Regulation and Abolition) Act, of 1970, serves as a critical framework for protecting the rights of contract workers and promoting their welfare. Landmark judgments have further strengthened the application of the Act, emphasizing the importance of fairness and equality in employment practices. However, achieving the Act’s objectives requires collective efforts from the government, employers, and civil society to address existing challenges and ensure a just and equitable work environment for contract labor.