Whether you’re in a corporate HR role or managing people practices on-site, compliance isn’t just about ticking legal boxes, it’s about creating workplaces that are fair, safe, and built on trust.
In this section on HR Compliance, Employee Relations (ER), and Industrial Relations (IR), I’m speaking directly to the HR professionals who deal with the real stuff—grievances, audits, labor laws, union dialogues, and sensitive conversations. You’ve had to interpret policies, protect people, and balance business needs with legal frameworks.
These aren’t just terms, they’re tools we use every day to do the right thing by both people and process.
Here’s my practical, people-first take on the language of compliance—clear, contextual, and shaped by the ground realities we face in the field.
1. Minimum Wages Act
This ensures every worker gets at least a basic, fair wage. I view it as the HR cornerstone—setting a moral floor so no one is undervalued for their effort.
2. Industrial Disputes Act
A framework for resolving workplace disagreements—before they derail operations. I rely on it to guide calm, constructive conversations where both managers and employees feel heard.
3. Labour Welfare Fund
A collective pool funded by employers and employees, supporting workers’ well-being. It’s my “safety net” for funding welfare initiatives—from medical aid to housing assistance.
4. Shops & Establishments Act
These are the rules that define how retail and commercial spaces operate—opening hours, rest breaks, record‑keeping. I treat it as a daily operations checklist to safeguard everyone’s rights.
5. Standing Orders
These are the written ground rules for a workplace—defining behavior, roles, and processes. I promote them as a shared understanding, so expectations are clear and fair.
6. Factory Act
Focused on safety and health in manufacturing units. It’s not just legal–it underpins my basic promise: that every employee returns home safe.
7. Maternity Benefit Act
Ensures expecting mothers receive leave, pay, and support. I see it as part of our commitment to family-friendly workplaces and empowering working parents.
8. Equal Remuneration Act
These guarantees pay equality for equal work, regardless of gender. I champion this as part of our core values—because fairness in pay fosters trust.
9. Contract Labour Act
Regulates hiring workers through contractors, ensuring they receive wages, benefits, and protections. To me, it’s about making sure the chain of care extends even when we’re working through partners.
10. Employment Contracts
These define the mutual commitments between employer and employee. I craft them thoughtfully to ensure transparency, respect, and a sense of shared purpose.
11. Notice Period
The agreed notice before an employee leaves. I handle this with respect—for individuals transitioning to new roles and teams planning ahead.
12. Disciplinary Procedures
A fair and structured approach to addressing misconduct. I believe in balancing empathy and accountability, with clear steps and open dialogue.
13. HR Audit
A thorough health-check of HR processes—policy, compliance, culture. I use it like a wellness check for the organization, spotlighting strengths and areas to grow.
14. PoSH Compliance
Prevention of Sexual Harassment at work. I treat it as a vital promise: that every person should feel safe, respected, and capable of speaking up.
15. Statutory Compliance
Following all legal mandates relevant to employment. I see it as the foundation for trustworthiness and credibility in everything we do.
16. ESIC Compliance
Ensure coverage for employees’ medical and cash benefits. I view it as part of a caring, legally sound employee benefit program.
17. Trade Union Act
Govern how workers form and join unions. I support it as a structured way for employees to collectively share their concerns and work towards solutions.
18. Bonus Act
Regulates annual bonuses based on company profits and employee performance. I consider it a way to share success—alignment of organizational growth and individual reward.
19. Wage Code
A modern, consolidated law that unifies minimum wage, bonuses, and other wage provisions. In practice, it simplifies compliance—and promotes fair pay across the board.
20. Shops Act Registers
Records that retail and commercial establishments must maintain. I see them as these little snapshots of daily life—ensuring transparency and accountability.
21. Compliance Calendar
A schedule of all legal and statutory deadlines. I build it as the backbone of HR planning—so nothing slips through the cracks.
22. Notice Pay
Payment in lieu of notices when an employee leaves without serving the notice period. I approach it as a bridge—financially fair, operationally reasonable.
23. Discharge & Dismissal Laws
Covering termination due to performance or conduct. I apply them carefully balancing dignity, clarity, and legal fairness.
24. Wage Settlement
An agreement between employer and employees/unions over wages. I handle it like a meaningful negotiation—built on mutual respect and transparency.
25. Labour Laws
All statutes governing work, pay, conditions, and rights. I consider them a living framework—guiding not just compliance, but a just workplace culture.
26. Legal Notices
Formal written communication for legal matters—warnings, terminations, disputes. I draft them with precision and care, aiming to be clear and constructive (never threatening).
27. Layoff Procedures
The structured approach to reducing the workforce temporarily. I manage these with empathy and transparency, ensuring rights and support are honored in hard times.
28. Standing Orders Compliance
Ensuring workplace rules are properly implemented and adhered to. I think of this as living our agreements daily making sure talk becomes consistent action.
29. Legal Registers
Registers for licenses, accidents, employee records, and incidents. I maintain them as a trust-building habit—ready, accurate documentation if stakeholders inquire.
30. Working Hours Compliance
Keeping track of attendance, overtime, rest periods. I manage this to balance legal adherence with employee well-being and productivity.
31. ID Card Policy
Rules around issuing, using, and safeguarding employee ID cards. To me, it’s the small but meaningful detail that gives people a sense of identity and security on site.
32. HRIS Audit
An audit of our human resources information system—data accuracy, access controls, reporting. I treat this as a data quality and privacy effort—so team info stays correct and secure.
33. Exit Compliance
Compliance steps during an employee exit—clearances, final settlements, documentation. I see it as an opportunity for a dignified goodbye and learning from each departure.
34. Transfer Policy
Guidelines for moving employees between locations or roles. I frame it as an invitation: growth, opportunity—while recognizing the human side of transitions.
35. Contractor Compliance
Ensuring third-party workers are engaged fairly and legally. I treat it as an extension of our values, making sure everyone connected to us feels respected.
36. Compliance Risk Assessment
Evaluating risks across HR and labour practices. I use it as a priority-setting tool—so we keep our legally and ethically sensitive areas strong.
37. Labour Law Posters
Mandatory workplace posters displaying employee rights and contact info. I pin them with pride—not just to tick a box but to enrich employee awareness and trust.
Key Take Away:
Compliance isn’t just legal culture. This glossary is designed for Corporate and Site HRs who translate policy into practice every day, ensuring workplaces are safe, ethical, and aligned with both the law and our people-first principles. 😊
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