UNIT I:

HISTORICAL
DEVELOPMENT OF
LABOUR LAW

Prepared By Nikita B. Talukdar

 p i c s 1.Introduction
To 2.History and
Evolution
3.ILO
4.ILO-
Conventions

Prepared By Nikita B. Talukdar

 01
Evolution and
concept of Labor
Jurisprudence

Prepared By Nikita B. Talukdar

Prepared by Nikita B Talukdar
 Introduction

 Labour jurisprudence is one of the important aspects of the

province of jurisprudence.
 The term “jurisprudence” denotes knowledge of law.
 The term ‘Labour or industrial Jurisprudence’ primarily denotes
a bass of literature regarding Knowledge of law in relation to
labour and industry, derived from labour legislations,
constitutional frame-work and the judicial law-making in a
given country.

Prepared By Nikita B. Talukdar

● The exploitation of labour was expressed in several ways and there
was a demand for amelioration of working conditions of labour.
● The concept of Industrial Jurisprudence in our country developed
mainly after the independence.
● The birth of Industrial Jurisprudence in our country has been
ascribed to the constitution of India ( in preamble, Fundamental
Rights, DPSP).
● The parliament and the Supreme Court have helped in shaping
the industrial jurisprudence , the former through legislation and the
latter as interpreter of the Labour Laws.

Prepared By Nikita B. Talukdar

 02
EVOLUTION OF
LABOUR
JURISPRUDENCE IN
INDIA

Prepared By Nikita B. Talukdar

Prepared by Nikita B Talukdar
For the purposes of present
discussion we propose to examine
the evolution of labour law in India,
and the regulatory policy associated
with it, across six main periods.
 PRE
WORLD WAR II
1920'S PRE
INDEPENDENCE

POST WORLD EVOLUTION OF POST

I and 1920'S LABOUR INDEPENDENCE-
1948 ONWARDS
JURISPRUDENCE

THE 1990s to
1930'S PRESENT

Prepared By Nikita B. Talukdar

 the Workmen’s Breach of ILO; AITUC; Factories Act 1922, the
Contract Act 1859; The Mines Act 1922, and the Workmen’s
Factories Act of 1881; The Compensation Act 1923; Trade Unions
Act 1926 and the Trade Disputes Act
Factories Act of 1891;
1929.

PRE 1920'S POST WORLD I

Restrictions on Strikes
Royal Commission; and 1920'S
Bombay ID Act
Government of India
Act 1935.
WORLD
WAR II PRE
Labour Welfare and THE 1930'S INDEPENDE
Employment NCE Liberalization,
security Codification

POST
INDEPENDENCE- POST
1948 ONWARDS 1990S
Prepared By Nikita B. Talukdar
 1. Pre-1920s
• In the early period of industrialization and the gradual shift of labour from rural areas
to cities, there was little attention paid to the organization of work by the colonial
authorities.
• Much of the early British regulation related to workers in the government service,
including the military, and “forced labour” for the performance of public works.
• In this early legislation, the Workmen’s Breach of Contract Act 1859 was of
pronounced importance, imposing not merely fines for breaches of employment
contracts, but also allowing for orders of specific performance of the service contract.
These provisions were long-standing and extensively used in labour discipline.
● However, from the 1880s onwards there was a succession of legislative
interventions by the colonial government, mainly in relation to the
employment of women and children, and concerning hours of work, in
factories and mines.
● The Factories Act of 1881, for example, only applied to premises using
electrical power with 100 or more employees.
● The Factories Act of 1891 applied to premises with 50 or more employees.
● However, the legislation made only very slight inroads into working practices in
these industries, and was of limited impact insofar as it applied only selectively.
 Lets Sum Up:

• Workmen’s Breach of Contract Act 1859

• The Factories Act of 1881

• The Factories Act of 1891

 2. Post World War I & the
1920s
● There was important progress made in labour legislation in the immediate post-World
War I period, pointing specifically to the influence of several International Labour
Organisation (ILO) conventions and the Royal Commission on Labour in the 1920s
as major advances.
● Several factors had combined to alter the industrial and political landscape, including
the emergence of a strong nationalist movement, the rapid development of trade
unions (most importantly the formation of the All India Trade Union Congress in
1920),
● At the same time, the newly created International Labour Organization began to have
an influence on labour policy in India
● Typical protective legislation of the period includes the Factories Act 1922,

the Mines Act 1922, and the Workmen’s Compensation Act 1923, much of it

responding to the ratification of various relevant International Labour

Organization conventions by the colonial Indian government.

● Two further enactments in this period point to what has been described as the

emergence of a more modern approach to the regulation of industrial

relations: the Trade Unions Act 1926 and the Trade Disputes Act 1929.
● The Trade Unions Act 1926 provided for the registration of trade unions, gave
unions a legal status, and extended some protections against civil and criminal
liability in the course of industrial disputes.

● The Trade Disputes Act 1929 placed severe limitations upon the right to
strike, and provided for the compulsory reference of industrial disputes to a
conciliation board or a court of enquiry. The outcomes of the reference, however,
were not binding upon the parties.
● Both pieces of legislation were strongly criticized by sections of the trade union
movement, including the All India Trade Union Congress.
 Lets Sum Up:

• ILO and Trade Unions influence

• The Factories Act, Mines Act

• Trade Union Act, Trade Disputes Act

 3. The 1930s

● In the context of world economic depression and the associated rise in

unemployment, there was also in this period continued agitation for Indian
independence in which the All India Trade Union Congress was playing a major
role.
● Against this background, the British government established the Royal Commission
on Labour in India on 4 July 1929.
● The Commission was effectively boycotted by the Indian labour movement, the All
India Trade Union Congress pointing to the British Imperialist government’s “open and
brutal attack upon the trade union movement by means of repressive legislation” and
its lack of “bona fides” in establishing the Commission.
● During the 1930s, two major factors began to put some further shape on
Indian labour law.
● First, many of the outcomes of the Report of the Royal Commission made
their way into a string of new labour legislation between 1933 and 1939.
● Out of 24 pieces of labour legislation introduced by central and provincial
governments between 1932 and 1937, 19 arose from the Royal
Commission’s recommendations. Payment of wages Act 1936 being
one of it.
● All of this new law was in the nature of protective factory and mines
regulation to do with wages, hours of work, and compensation of one
sort or another, similar to earlier periods.
● Second, and potentially more important, were the developments which
followed from the Government of India Act 1935.
● Provincial autonomy given to states.
● Even prior to the 1935 Act, several provincial governments had begun to
experiment with labour law, much of it an important contribution to the
development of better working conditions in workplaces
● The introduction of the Industrial Disputes Act 1938 by the Bombay
provincial government, for example, among other things made some move
towards the imposition of a legal obligation on the part of employers to
recognize trade unions.
 Lets Sum Up:

• Royal Commission Report- Various

legislations by Provincial govt. ;
Payment of Wages Act 1936

• Govt. of India Act 1935- Gave

power to provincial Governments
to pass Labour Laws.
 4. World War II & Pre-Independence
period

● Regulation in the World War II period appears against the background of considerable
industrial unrest and strike action against the conditions and effects of the war itself .
These circumstances brought into being several pieces of legislation (at central
and state level) designed to secure labour co-operation in support of the war
effort.
● This legislation included passage in 1941 of s. 49A of the Bombay Industrial
Disputes Act, granting power to the Bombay government to refer industrial disputes
to compulsory arbitration by an Industrial Court, and banning all strikes and
lockouts prior to arbitration.
● Other relevant legislation included the central government’s Essential Services Act
1941, and the Defence of India Rules (Rule 81-A, introduced in 1942, and Rule 56-A,
introduced in 1943). Each of these sets of provisions laid down severe restrictions
against strikes, and other forms of industrial action.
● To greater or lesser extent, the Trade Disputes Act 1929, its successor the Industrial
Disputes Act 1947, and earlier provisions such as the Bombay Act of 1934, were
essentially designed to enable government agencies to investigate industrial
disputes over relevant terms and conditions of employment, and to settle them in
appropriate cases.
● But generally the terms of this legislation were historically directed more towards
the control of labour than towards the settlement issue.
 Lets Sum Up:

• World War II, Independence Influence

• Labour Control

• Trade Disputes Act, ID Act

 5. Post Independence: 1948 Onwards

● In the immediate post-war period it was agreed that the Indian central government
would be primarily responsible for labour legislation, and the promotion of labour’s
interests.
● Many of these social values were articulated in the Constitution of India 1950,
particularly its commitment to economic, political, and social justice in the Preamble.
● Consistent with this socio/political outlook, we have noted the introduction of a raft of
protective legislation in the form of the Factories Act 1948, and the Minimum
Wages Act 1948.
● Important also to note are the, the Employees’ State Insurance Act 1948,
Employees Compensation Act, Maternity Benefit Act, the Plantations Labour Act
1951, which sought to regulate conditions of work and provide welfare measures for
India’s high-employment industries in tea and rubber plantations, and the Employees’
Provident Fund and Miscellaneous Provisions Act 1952, one of the most important
pieces of legislation in India’s social security system.
● When it came to the regulation of collective labour relations in particular, the
restrictive policies of government control which had characterized the colonial and
immediate post-war period continued to hold sway.
● In support of the state planned and organized economy, the Indian government
continued its strong interventionist role in industrial relations.
● The laws regulating trade unions and industrial disputes remained largely fixed on
the model set by the legislation introduced over the period from 1926 to 1947, and this
in turn had certain implications for the Indian industrial relations system.
● While trade union organization was legally sanctioned, collective bargaining (at least
nominally) “recognized,” and strikes and lockouts to a degree legalized and
regulated, and the emphasis given to the maintenance of “industrial peace”
● The second area of development concerns employment security.
● Originally the termination from, employment was not an appropriate subject of an
individual “industrial dispute” pursuant to the Industrial Disputes Act 1947, and there was
thus little limitation on the employer’s right to fire an employee as it saw fit, other than a
requirement that appropriate notice be given.
● However, pursuant to amendments to the Industrial Disputes Act in 1953, 1976, and
1982, the central government began gradually to introduce important new
regulations pertaining to retrenchments, lay-offs, and plant and industry closures.
● These regulations, including the all important Chapters VA and V B of the Act required,
interalia, permission by the appropriate authorities for mass redundancies and firm
closures, minimum notice periods, and further relief in the form of compensation.
In 1982, the Indian central government amended the Industrial Disputes Act of

1947, introducing the concept of “unfair labour practice” into national labour law.

This legislation outlawed various practices by employers, unions, and workers

designed to disrupt the legitimate processes of dispute settlement under the

Act. for eg.: The refusal by an employer to bargain collectively in good faith with the

recognized trade union was listed as an unfair practice.

● Overall, then, the post-Independence period was, at least at the level of the
individual worker in the regulated sector, clearly a period of important
consolidation in employment protection. Not only the central government, but
also several of the state governments, played an important role in this
development.
● In the long sweep of post-war evolution in Indian labour law, Indian
governments were concerned principally with the construction and
maintenance of a “floor of rights” for certain classes of labour, and at the
same time restricting the industrial, if not the political, development of
collective labour influence.
 Lets Sum Up:

• Focus on Welfare Laws related to welfare

• Job Security: Amendment to ID Act.

Retrenchment, layoff provision.

• Unfair Labour Practice.

 6. Present- 1990 onwards

● Owing to “New Industrial Policy,” the Indian government was committed to reducing
the number of industry sectors under the monopoly or control of the state,
abolishing the need for government approval for new investment in specific
sectors of the economy, and generally winding back the public sector.
● A shift to a less regulated labour market, particularly in relation to the tight controls
exercised (at least in the organized sector) over dismissals and redundancies and the
use of contract labour, was inevitably part of this policy.
● Earlier: Regulator and protector of labour rights.
● Now: Facilitator of industrial growth, focusing on balancing labour welfare with
investment climate
● Labour Reforms also remained untouched during the economic reforms
carried out in 1991.
● The Second National Commission of Labour had submitted its report in
2002 which said that there was multiplicity of Labour Laws in India and
therefore, recommended that at the Central level multiple Labour Laws
should be codified in 4 or 5 Labour Codes
● The Central Government has taken historical step of codifying 29 laws into 4
Codes, so that workers can get security along with respect, health and other
welfare measures with ease
● The New codes are: (NOT NOTIFIED YET)
● Industrial Relations Code 2020 (repealed 3 laws),
● Code on wages 2019 (repealed 4 laws),
● Occupation, safety working conditions code 2020 (repealed 13 laws)
● Code on Social Security 2020 (repealed 9 laws).
● Earlier, the working class was entangled in web of multiple labour legislations.
● The Codes however, should have addressed issues related to automation and
robotics, AI-powered workforces, and bioengineering, all of which have the
potential to impair workers' rights in the coming decades, to protect employees
and address these conflicts.
 Lets Sum Up:

• New Industrial Policy: Privatization

• Labour Reforms: Labour Codes

 Thanks!

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Prepared By Nikita B. Talukdar