Labour Reforms and Labour Codes in India 1

“Labour Reforms and Labour Codes in India” is an excellent compilation with comments written by my good friend Mr.K.Vittal Rao. Mr.Vittal Rao did his law after B.Sc. and then went on to study DSSA and has over 35 years of work experience in various reputed organisations. Throughout his career, he has devoted most of his time in the study of labour and industrial laws, practicing in industrial relations area, apart from being engaged in training the youth in the field of industrial law and industrial relations. Mr.Vittal Rao worked as General Manager-Corporate at Kirloskar Group, as General Manager at Escorts Mahale & Goetze Limited. He also worked at Triveni Engineering Works Limited, GKW, Gokak Mills etc., as Head-HR & IR. After serving various industries and institutions, he started his consultancy work and has now over 15 years experience in the area of labour law compliance, legal evaluations, training and development etc.
I have perused the compilation and find that the book is being brought out at a very crucial period as the need of the hour is, understanding the changes in law that would be brought about by the four Labour Codes. The changes in labour laws brought about by these four Codes have been given in detail along with the existing labour laws, so that, a reader could easily know the change that is brought about.
The country has been suffering for more than four decades with the archaic industrial and labour laws. Every time an effort is made to bring about labour reforms, there is opposition from the labour. Till recently, even the provisions which are in favour of the working class in the new Codes were not being acknowledged by the leaders of the workforce. Provisions like recognition of trade union, substantially doing away with contract labour, giving a well-defined definition of ‘wages’ are some of the highlights of the new labour codes. The only silver lining for the employers is, that the number of 100 is raised to 300 with regard to provision which requires seeking prior permission of the Government to lay-off, retrenchment or close the establishment.
S.N. Murthy
Senior Advocate
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