Abstract

In the recent times, many amendments have been made to the existing labour laws in India. The government of India has made many amendments to ensure the well being of the labourers as well the employees. These laws also seek to simplify the process of dealing with the trade unions as well as the wageworkers. Change is a needed attribute in the world. Judging by this, the government has also introduced many new laws for the benefit of the employees.

Human resources being a vital factor for running a business undergo the process of recruiting and training employees, identifying and meeting the needs of the employee staff and ensuring employee welfare are some of the major functions performed by the Human Resource department. However, this department would remain highly inefficient and redundant if it does not adhere to the rules and regulations as cited by the government of India. Hence, it is imperative for any organization to keep themselves up-to-date with the various changes that occur in the labour laws and keeping up to date employee legislation.

This research aims to highlight the need for continuous revision of HR policies to keep pace with the various changes in the labour laws and present an overview of various important amendments of laws passed and the necessary steps that need to be taken by the human resource departments of an organization, to avoid any chaos or dissatisfaction on the part of the employees. Some of the acts are taken for the purpose of research as verbatim from the official websites and referred as required, so that the meaning may not change.

The research also aims to account the changes in the legislation of industrial relations and establish the growing need of human resources rather than industrial relations. This research concludes by highlighting the importance of constant modifications of the policies of the various firms to incorporate all these labour laws into being.

Key Word:  Employee Legislation, Labour Laws, HR professionals, Amendments, Employee Satisfaction.