Factories Act

LESSON OUTLINE
LEARNING OBJECTIVES
Learning objectives There are several legislations which regulate the
Object and scope of the Act conditions of employment, work environment and
other welfare requirements of certain specific
Competent Person
industries. The Factories Act, 1948 enacted to
Prime mover regulate the working conditions in factories.
Transmission Machinery In the case of Ravi Shankar Sharma v. State of
Hazardous Process Rajasthan, AIR 1993 Raj 117, Court held that
Factory Factories Act is a social legislation and it
provides for the health, safety, welfare and other
Manufacturing Process aspects of the workers in the factories. In short,
What is not manufacturing process the Act is meant to provide protection to the
Statutory agencies and their powers workers from being exploited by the greedy
business establishments and it also provides
Approval licensing and registration of for the improvement of working conditions within
factories the factory premises. An adequate machinery
Power of inspector of instructions and strict observance of the
Notice by Occupier directions are provided in the Act. Hence, a
beneficial construction should be given and the
General duties of the occupier and provisions of the Act should be so construed/
manufacturers interpreted so as to achieve its object i.e. the
Health, measures welfare of the workers and their protection from
Safety measures exploitation and unhygienic working conditions
in the factory premises.
Welfare measures
The Factories Act has been enacted primarily
Special Provisions relating to Hazardous
with the object of protecting workers employed
Processes
in factories against industrial and occupational
Working hours of adults hazards. For that purpose, it seeks to impose
Annual Leave with wages upon the owner or the occupier certain
obligations to protect the workers and to secure
Employment of women in a Factory
for them employment in conditions conductive
Employment of young persons and to their health and safety.
children
The objective of the study lesson is to familiarize
Penalties and Procedures the students with the legal requirements
Compliances under the Act stipulated under the Act.
OBJECT AND SCOPE OF THE ACT

The main object of the Factories Act, 1948 is to ensure adequate safety measures and to promote the health
and welfare of the workers employed in factories. The Act also makes provisions regarding employment of
women and young persons (including children and adolescents), annual leave with wages etc.
The Act extends to whole of India including Jammu & Kashmir and covers all manufacturing processes and
establishments falling within the definition of ‘factory’ as defined under Section 2(m) of the Act. Unless otherwise
provided it is also applicable to factories belonging to Central/State Governments. (Section 116)
IMPORTANT DEFINITIONS
Adult
“Adult” means a person who has completed his eighteenth year of age. [Section 2(a)]
Adolescent
“Adolescent” means a person who has completed his fifteenth year of age but has not completed his eighteenth
year. [Section 2(b)]
Calendar Year
“Calendar Year” means the period of twelve months beginning with the first day of January in any year. [Section
2(bb)]
Child
“Child” means a person who has not completed his fifteenth year of age. [Section 2(c)]
Test your knowledge

State whether the following statement is “True” or “False”
As per the Factories Act, 1948, “Adolescent” means a person who has completed
his 15th year of age but has not completed his 21st year.
• True
• False
Correct answer: False
Lesson 1 Factories Act, 1948 3
Hazardous Process
“Hazardous Process” means any process or activity in relation to an industry specified in the First Schedule
where, unless special care is taken, raw materials used therein or the intermediate or finished products, bye
products, wastes or effluents thereof would
(i) cause material impairment to the health of the persons engaged in or connected therewith, or
(ii) result in the pollution of the general environment;
Provided that the State Government may, by notification in the Official Gazette amend the First Schedule by way
of addition, omission or variation of any industry specified in the said Schedule. [Section 2(cb)]
Young Person
“Young Person” means a person who is either a child or an adolescent. [Section 2(d)]
Day
“Day” means under Section 2(e), a period of twenty-four hours beginning at mid-night. [Section 2(e)]
Week
“Week” means a period of seven days beginning at mid-night on Saturday night or such other night as may be
approved in writing for a particular area by the Chief Inspector of Factories. [Section 2(f)]
Factory
“Factory” includes any premises including the precincts thereof
(i) whereon ten or more workers are working, or were working on any day of the preceding twelve months,
and in any part of which a manufacturing process is being carried on with the aid of power or is ordinarily
so carried on; or
(ii) whereon twenty or more workers are working, or were working on a day of the preceding twelve months,
and in any part of which a manufacturing process is being carried on without the aid of power, or is
ordinarily so carried on.
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But does not include a mine subject to the operation of the Mines Act, 1952 or a mobile unit belonging to the
armed forces of the Union or a railway running shed, or a hotel, restaurant or eating place. [Section 2(m)]
Explanation I: For computing the number of workers for the purposes of this clause, all the workers in different
groups and relays in a day shall be taken into account.
Explanation II: For the purposes of this clause the mere fact that an Electronic Data Processing Unit or a
Computer Unit is installed in any premises or part thereof, shall not be construed to make it a factory if no
manufacturing process is being carried on in such premises or part thereof.
(i) Essential elements of a factory:
(1) There must be a premises.
(2) There must be a manufacturing process which is being carried on or is so ordinarily carried on in any
part of such a premises.
(3) There must be ten or more workers who are/were working in such a premises on any day of the last 12
months where the said manufacturing process is carried on with the aid of power. But where the
manufacturing process is carried on without the aid of power, the required number of workers working
should be twenty or more.
The following are not covered by the definition of factory:
(i) Railway running sheds, (ii) mines, (iii) mobile units of armed forces, (iv) hotels, eating places or restaurants.
(ii) Meaning of words “premises and precincts”
The word “premises” is a generic term meaning open land or land with building or building alone. The term
‘precincts’ is usually understood as a space enclosed by walls. Expression ‘premises’ including precincts does
not necessarily mean that the premises must always have precincts. It merely shows that there may be some
premises with precincts and some premises without precincts. The word ‘including is not a term’ restricting the
meaning of the word ‘premises’, but is a term which enlarges its scope. All the length of railway line would be
phase wise factories (LAB IC 1999 SC 407). Company engaged in construction of railway line is factory. (LAB IC
1999 SC 407).
The Supreme Court in Ardeshir H. Bhiwandiwala v. State of Bombay, AIR 1962 S.C. 29, observed that the
legislature had no intention to discriminate between workers engaged in a manufacturing process in a building
and those engaged in such a process on an open land and held that the salt works, in which the work done is of
conversion of sea water into crystals of salt, come within the meaning of the word ‘premises’.
(iii) Manufacturing process is being carried on or ordinarily so carried on
The word ordinarily came up for interpretation in the case of Employers Association of Northern India v. Secretary
for Labour U.P. Govt. The question was whether a sugar factory ceases to be a factory when no manufacturing
process is carried on during the off-season. It was observed that the word ‘ordinarily’ used in the definition of
factory cannot be interpreted in the sense in which it is used in common parlance. It must be interpreted with
reference to the intention and purposes of the Act. Therefore, seasonal factories or factories carrying on intermittent
manufacturing process, do not cease to be factories within the meaning of the Act.
(iv) Ten or twenty workers
The third essential content of ‘factory’ is that ten or more workers are employed in the premises using power and
twenty or more workers are employed in the premises not using power.
Where seven workers were employed in a premises where the process of converting paddy into rice by mechanical
power was carried on and in the same premises, three persons were temporarily employed for repairs of part of
the machinery which had gone out of order but the manufacturing was going on, it was held that since three
temporary persons were workers, consequently there were ten workers working in the ‘premises’ and the premises
is a factory (AIR 1959, AII. 794).
According to explanation to Section 2(m), all the workers in different relays in a day shall be taken into account
while computing the number of workers.
Bombay High Court held that the fact that manufacturing activity is carried on in one part of the premises and the
rest of the work is carried on in the other part of the premises cannot take the case out of the definition of the
word ‘factory’ which says that manufacturing process can be carried on in any part. The cutting of the woods or
converting the wood into planks is essentially a part of the manufacturing activity (Bharati Udyog v. Regional
Director ESI Corpn., 1982 Lab. I.C. 1644).
A workshop of Polytechnic Institution registered under the Factories Act imparting technical education and
having power generating machines, was carrying on a trade in a systematic and organised mannerHeld, it will
come under the definition of factory as defined under Section 2(m) read with Section 2(k) (1981 Lab. I.C. NOC
117).
Test your knowledge

Which of the following are essential elements of a factory?
(a) There must be premises
(b) There must be a manufacturing process being carried on at the premises
(c) There must be ten or more workers where the manufacturing process is being
carried on with the aid of power
(d) There electronic data processing units are installed
Correct answer: (a), (b) and (c)
Manufacturing Process
It means any process for
(i) making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up,
demolishing, or otherwise, treating or adopting any article or substance with a view to its use, sale,
transport, delivery or disposal; or
(ii) pumping oil, water or sewage or any other substance; or
(iii) generating, transforming, transmitting power; or
(iv) composing types for printing, printing by letter-press, lithography, photogravure or other similar process,
or book-binding; or
(v) constructing, reconstructing, repairing, refitting, finishing or breaking up ships or vessels; or
(vi) preserving or storing any article in cold storage. [Section 2(k)]
The definition is quite important and it has been the subject of judicial interpretation in large number of cases:
(i) What is manufacturing process
The definition of manufacturing process is exhaustive. Under the present definition even transporting, washing,
cleaning, oiling and packing which do not involve any transformation as such which is necessary to constitute
manufacturing process in its generic sense, are nonetheless treated as manufacturing process. The definition is
artificially projected beyond the scope of natural meaning of what the words might convey thus covering very
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vide range of activities. Madras High Court in the case of In re. Seshadrinatha Sarma, 1966 (2) LLJ 235, held
that to constitute a manufacture there should not be essentially some kind of transformation of substance and
the article need not become commercially as another and different article from that at which it begins its existence
so long as there has been an indisputable transformation of substance by the use of machinery and transformed
substance is commercially marketable.
Division Bench of A.P. High Court held that to determine where certain premises is factory, it is necessary that it
should carry on manufacturing process and it does not require that the process should end in a substance being
manufactured (Alkali Metals (P) Ltd. v. ESI Corpn., 1976 Lab.I.C.186). In another case it was observed that
manufacturing process merely refers to particular business carried on and does not necessarily refer to the
production of some article. The works of laundry and carpet beating were held to involve manufacturing process.
A process employed for purpose of pumping water is manufacturing process. Each of the words in the definition
has got independent meaning which itself constitutes manufacturing process.
Following processes have been held to be manufacturing processes:
(1) Sun-cured tobacco leaves subjected to processes of moistening, stripping, breaking up, adaption, packing,
with a view to transport to companys main factory for their use in manufacturing cigarette (V.P. Gopala
Rao v. Public Prosecutor, AIR 1970 S.C. 66).
(2) The operation of peeling, washing etc., of prawns for putting them in cold storage is a process with a
view to the sale or use or disposal of the prawns (R.E.DSouza v. Krishnan Nair, 1968 F.J.R. 469).
(3) Stitching old gunny bags and making them fit for use.
(4) In paper factory, bankas grass packed into bundles manually and despatched to the factory.
(5) Work of garbling of pepper or curing ginger.
(6) Process carried out in salt works in converting sea water into salt.
(7) Conversion of latex into sheet rubber.
(8) A process employed for the purpose of pumping water.
(9) The work done on the bangles of cutting grooves in them which later would be filled with colouring, is
clearly a stage in ornamentation of the bangle with view to its subsequent use for sale.
(10) Preparation of soap in soap works.
(11) The making of bidies.
(12) The raw film used in the preparation of movies is an article or a substance and when by the process of
tracing or adapting, after the sound are absorbed and the photos imprinted, it is rendered fit to be
screened in a cinema theatre, then such a change would come within the meaning of the term treating
or adapting any article or substance with a view to its use.
(13) Composing is a necessary part of printing process and hence it is a manufacturing process. It cannot be
said that the definition should be confined to the process by which impression is created on the paper and
to no other process preceding or succeeding the marking of the impression on the paper to be printed.
Everything that is necessary before or after complete process, would be included within the definition of
the word ‘manufacturing process’. The definition takes in all acts which bring in not only some change in
the article or substance but also the act done for the protection and maintenance of such article by packing,
oiling, washing, cleaning, etc. (P.Natrajan v. E.S.I. Corporation (1973) 26 FLR 19).
(14) Preparation of food and beverages and its sale to members of a club (CCI v. ESIC, 1992 LAB IC 2029 Bom.).
(15) Receiving products in bulk, in packing and packing as per clients requirements (LLJ I 1998 Mad. 406).
(16) Construction of railway - use of raw materials like sleepers, bolts, loose rails etc. to adaptation of their
use for ultimately for laying down railway line (LAB IC 1999 SC 407; Lal Mohmd. v. Indian Railway
Construction Co. Ltd.).
(ii) What is not a manufacturing process
No definite or precise test can be prescribed for determining the question whether a particular process is a
manufacturing process. Each case must be judged on its own facts regard being had to the nature of the
process employed, the eventual result achieved and the prevailing business and commercial notions of the
people. In deciding whether a particular business is a manufacturing process or not, regard must be had to the
circumstances of each particular case. To constitute a manufacturing process, there must be some transformation
i.e. article must become commercially known as something different from which it acquired its existence.
Following processes are not manufacturing processes:
(1) Exhibition of films process.
(2) Industrial school or Institute imparting training, producing cloth, not with a view to its sale.
(3) Receiving of news from various sources on a reel in a teleprinter of a newspaper office, is not a
manufacturing process in as much as news is not the article or substance to which Section 2(k)(i) has
referred.
(4) Any preliminary packing of raw material for delivering it to the factory (AIR 1969 Mad. 155).
(5) Finished goods and packing thereof: F. Hare v. State AIR 1955, 2710.
Supreme Court has held that the process undertaken in zonal and sub-stations
and electricity generating stations, transforming and transmitting electricity
generated at the power station does not fall within the definition of manufacturing
process and could not be said to be factories … (Workmen of Delhi Electric
Supply Undertaking v. Management of D.E.S.U., AIR 1973 S.C. 365).
Worker
“Worker” means a person employed directly or by or through any agency (including a contractor) with or without
knowledge of the principal employer, whether for remuneration or not, in any manufacturing process, or in any
other kind or work incidental to, or connected with, the manufacturing process or the subject of the manufacturing
process but does not include any member of the armed forces of the Union. [Section 2(1)]
The definition contains following ingredients :
(i) There should be an ‘employed person’
(a) Meaning of the word “employed”: The concept of “employment” involves three ingredients, viz. employer,
employee, and contract of employment. The ‘employer’ is one who employs, i.e., one who engages the services
of other persons. The ‘employee’ is one who works for another for hire.
The employment is the contract of service between employer and employee
whereunder the employee agrees to serve the employer subject to his control
and supervision. The prima facie test for determination of the relationship
between the employer and employee is the existence of the right of the employer
to supervise and control the work done by the employee not only in the matter
of directing what work the employee is to do but also the manner in which he
shall do his work (Chintaman Rao v. State of M.P. AIR 1958 S.C. 388).
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Therefore, ‘supervision and control’ is the natural outcome when a person is employed by another person.
Moreover, the ‘employment’ referred to in the section is in connection with a manufacturing process that is
carried on in the factory which process normally calls for a large measure of coordination between various
sections inside a factory and between various individuals even within a section. The persons will have to be
guided by those placed in supervisory capacity. A certain amount of control is thus necessarily present in such
a case.
In Shankar Balaji Waje v. State of Maharashtra, AIR 1963 Bom. 236, the question arose whether bidi roller is a
worker or not. The management simply says that the labourer is to produce bidies rolled in a certain form. How
the labourer carried out the work is his own concern and is not controlled by the management, which is concerned
only with getting bidies rolled in a particular style with certain contents. The Supreme Court held that the bidi
roller is not a worker. The whole conception of service does not fit in well with a servant who has full liberty to
attend to his work according to his pleasure and not according to the orders of his master. Where the employer
did retain direction and control over the workers both in manner of the nature of the work as ‘also its details they
will be held as workers.
A day labourer, where there was no evidence to show that he was free to work for such period as he likes, free
to come and go whenever he chose and free to absent himself at his own sweet will, was held to be a worker.
Similarly, women and girls employed in peeling, washing etc., of consignment of prawns brought on the premises
at any time of the day or night, without any specified hours of work and without any control over their attendance
or the nature, manner or quantum of their work and who after finishing the work go to other premises in the
locality where similar consignment of prawns are received, are not Workers (State of Kerala v. R.E.DSouza).
(b) Whether relationship of master and servant necessary: The expression “employed” does not necessarily
involve the relationship of master and servant. There are conceivable cases in which where no such relationship
exists and yet such persons would be workers. The expression a person employed, according to Justice Vyas,
means a person who is actually engaged or occupied in a manufacturing process, a person whose work is
actually utilised in that process. The definition of worker is clearly enacted in terms of a person who is employed
in and not in terms of person who is employed by. It is immaterial how or by whom he is employed so long as he
is actually employed in a manufacturing process.
(c) Piece-rate workers—Whether workers: Piece-rate workers can be workers within the definition of ‘worker
in the Act, but they must be regular workers and not workers who come and work according to their
sweet will (Shankar Balaji Waje v. State of Maharashtra, AIR 1967 S.C. 517). In another case workmen had
to work at bidi factory when they liked. The payment was made on piece-rate according to the amount of work
done. Within the factory, they were free to work. But the control of the manner in which bidies were ready, by the
method of rejecting those which did not come up to the proper standards. In such a case it was exercised which
was important (Birdhi Chand Sharma v. First Civil Judge, Nagpur, AIR 1961 SC 644). Therefore, whatever
method may be adopted for the payment of wages , the important thing to see is whether the workers work
under supervision and control of the employer. It makes no difference whether the worker employed in the
manufacturing process is paid time rate wages or piece rate wages.
(d) The partners of a concern, even though they work on premises in the factory cannot be considered to be
workers within Section 2(1): (1958 (2) LLJ 252 SC).
(e) An independent contractor: He is a person who is charged with work and has to produce a particular result
but the manner in which the result is to achieved is left to him and as there is no control or supervision as to the
manner in which he has to achieve the work, he is not a worker.
(ii) Employment should be direct or through some agency
The words directly or by or through any agency in the definition indicate that the employment is by the management
or by or through some kind of employment agency. In either case there is a contract of employment between the
management and the person employed. There should be a privity of contract between them and the management.
Only such person can be classified as worker who works either directly or indirectly or through some agency
employed for doing his works of any manufacturing process or cleaning, etc., with which the factory is concerned.
It does not contemplate the case of a person who comes and that too without his intervention either directly, or
indirectly, and does some work on the premises of factory.
Test your knowledge

Piece-rate workers are considered workers as per the definition of ‘Worker’ in the
Factories Act, 1948.
• True
• False
Correct answer: True
(iii) Employment should be in any manufacturing process etc.

The definition of “worker” is fairly wide. It takes within its sweep not only persons employed in manufacturing
process but also in cleaning any part of the machinery and premises used for manufacturing process. It goes far
beyond the direct connection with the manufacturing process by extending it to other kinds of work which may
either be incidental to or connected with not only the manufacturing process itself but also the subject of the
manufacturing process (Works Manager, Central Rly. Workshop Jhansi v. Vishwanath and others), the concept
of manufacturing process has already been discussed. The meaning of the expression employed in cleaning
any part of machinery, etc.” and employed in work incidental to. process, are discussed below:
(a) Employed in cleaning any part of machinery etc.: If a person is employed in cleaning any part of the machinery
premises which is used for manufacturing process, he will be held as worker.
(b) Employed in work incidental to process: This clause is very important because it enlarges the scope of the
term, manufacturing process. Following illustrative cases will clarify the meaning of this clause:
(1) In Shinde v. Bombay Telephones, 1968 (11) LLJ 74, it was held that whether the workman stands
outside the factory premises or inside it, if his duties are connected with the business of the factory or
connected with the factory, he is really employed in the factory and in connection with the factory.
(2) In Works Manager, Central Rly. Workshop Jhansi v. Vishwanath and others, it was held that the definition
of worker does not exclude those employees who are entrusted solely with clerical duties, if they otherwise
fall within the definition of ‘worker. Timekeepers employed to maintain attendance of the staff, job cards
particularly of the various jobs under operation, and time- sheets of the staff engaged in production of
spare parts, repairs, etc.; and head time-keeper who supervise the work of the time-keepers, perform
work which is incidental to or connected with the manufacturing process carried on in the factory and
would therefore, fall within the definition of the worker in the Act.
(3) Munim in a factory is a worker.
(4) Workmen in canteen attached to a factory are employees.
(5) A person employed by a gas manufacturing works as a coolie for excavating and digging trenches
outside the factory for laying pipes for transporting gas to consumers, cannot be held to be a worker
(AIR 1961 Bomb. 184).
(6) Person employed to supply material to a mason engaged in construction of furnace will be deemed to
be employed by the factory to a work incidental to or connected with manufacturing process.
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(7) In a soap-works, a carpenter preparing the packing cases is a worker because he might legitimately be
considered to be engaged in a kind of work incidental to or connected with the subject of the manufacturing
process, viz., packaging of soap for being sent out for sale.
(8) In the case of Rohtas Industries Ltd. v. Ramlakhan Singh and others, A.I.R. 1971 SC 849, a person was
employed in a paper factory. He was engaged in supervising and checking quality and weighment of
waste papers and rags which are the basic raw material for the manufacture of paper. He used to deal
with receipts and maintain records of stock and pass the bill of the supplier of waste paper and rags. He
used to work in the precincts of the factory and in case of necessities had to work inside the factory. The
Supreme Court held that he was working in the factory premises or its precincts in connection with the
work of the subject of the manufacturing process, namely the raw material.
(iv) Employment may be for remuneration or not
A person who receives wages as remuneration for his services, a person who receives remuneration on piece-
work basis, a person may be working as an apprentice, and a person who is a honorary worker, all come within
the definition of a worker. Therefore to be a worker, it is immaterial whether a person is employed for wages or
for no wages.
(v) Any member of the armed forces of the Union is excluded from the definition of worker
(vi) Whether all employees are workers?
Since the word employee has not been defined in the Act it follows that all the workers within the ambit of the
definition under the Act would be employees, while all employees would not be workers (Harbanslal v. State of
Karnataka, (1976)1 Karnt.J.111). All persons employed in or in connection with a factory whether or not employed
as workers are entitled to the benefits of the Act (Union of India v. G.M. Kokil, 1984 SCC (L&S) 631).
Once it is established prima facie that premises in question is a factory within the meaning of the Act, the
provisions of Section 103 as to the presumption of employment are immediately attracted and onus to prove the
contrary shifts to the accused (Prafulbhai Patadia v. The State, 1976 (12) E.L.R. 329).
APPROVAL, LICENSING AND REGISTRATION OF FACTORIES

Section 6 empowers the State Government to make rules with regard to licensing and registration of factories
under the Act on following matters:
(i) submission of plans of any class or description of factories to the Chief Inspector or the State
Government;
(ii) obtaining previous permission of the State Government or the Chief Inspector, for the site on which
factory is to be situated and for construction or extension of any factory or class or description of factories.
However, replacement or addition of any plant or machinery within prescribed limits, shall not amount to
extension of the factory, if it does not reduce the minimum safe working space or adversely affect the
environmental conditions which is injurious to health;
(iii) considering applications for permission for the submission of plans and specifications;
(iv) nature of plans and specifications and the authority certifying them;
(v) registration and licensing of factories;
(vi) fees payable for registration and licensing and for the renewal of licences;
(vii) licence not to be granted or renewed unless notice specified under Section 7 has been given.
Automatic approval
If an application is made for the approval of site for construction or extension of the factory and required plans
and specifications have been submitted by registered post to the State Government or the Chief Inspector and
if no reply is received within three months from the date on which it is sent the application stands automatically
approved [Section 6(2)]. Where the rules require the licensing authority to issue a licence on satisfaction of all
legal requirements/record reasons for refusal. Licence could not be refused only on a direction from Government
(S. Kunju v. Kerala, (1985) 2 LLJ 106).
Appeal against refusal to grant permission

If the State Government or Chief Inspector do not grant permission to the site, construction or extension of a
factory, or to the registration and licensing of a factory, the applicant may within 30 days of the date of such
refusal appeal to:
(i) the Central Government against the order of the State Government;
(ii) the State Government against the order of any other authority.
Test your knowledge

Choose the correct answer
What is the minimum number of workers required in a factory for the mandatory
appointment of a Safety Officer?
(a) More than 100
(b) More than 500
(c) Less than 750
(d) More than 1,000
Correct answer: (d)
MEASURES TO BE TAKEN BY FACTORIES FOR HEALTH, SAFETY AND WELFARE OF

WORKERS
Such measures are provided under Chapters III, IV and V of the Act which are as follows:
A. HEALTH
Chapter III of the Act deals with the following aspects.
(i) Cleanliness
Section 11 ensures the cleanliness in the factory. It must be seen that a factory is kept clean and it is free
from effluvia arising from any drain, privy or other nuisance. The Act has laid down following provisions in this
respect :
(1) All the accumulated dirt and refuse on floors, staircases and passages in the factory shall be removed daily
by sweeping or by any other effective method. Suitable arrangements should also be made for the disposal of
such dirt or refuse.
(2) Once in every week, the floor should be thoroughly cleaned by washing with disinfectant or by some other
effective method [Section 11(1)(b)].
(3) Effective method of drainage shall be made and maintained for removing water, to the extent possible, which
may collect on the floor due to some manufacturing process.
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(4) To ensure that interior walls and roofs, etc. are kept clean, it is laid down that:
(i) white wash or colour wash should be carried at least once in every period of 14 months;
(ii) where surface has been painted or varnished, repair or revarnish should be carried out once in every
five years, if washable then once in every period of six months;
(iii) where they are painted or varnished or where they have smooth impervious surface, it should be cleaned
once in every period of 14 months by such method as may be prescribed.
(5) All doors, windows and other framework which are of wooden or metallic shall be kept painted or varnished
at least once in every period of five years.
(6) The dates on which such processes are carried out shall be entered in the prescribed register.
If the State Government finds that a particular factory cannot comply with the above requirements due to its
nature of manufacturing process, it may exempt the factory from the compliance of these provisions and suggest
some alternative method for keeping the factory clean. [Section 11(2)]
(ii) Disposal of waste and effluents
Every occupier of a factory shall make effective arrangements for the treatment of wastes and effluents due to
the manufacturing process carried on in the factory so as to render them innocuous and for their disposal. Such
arrangements should be in accordance with the rules, if any, laid down by the State Government. If the State
Government has not laid down any rules in this respect, arrangements made by the occupier should be approved
by the prescribed authority if required by the State Government. (Section 12)
(iii) Ventilation and temperature
Section 13 provides that every factory should make suitable and effective provisions for securing and maintaining
(1) adequate ventilation by the circulation of fresh air; and (2) such a temperature as will secure to the workers
reasonable conditions of comfort and prevent injury to health. What is reasonable temperature depends upon
the circumstances of each case. The State Government has been empowered to lay down the standard of
adequate ventilation and reasonable temperature for any factory or class or description of factories or parts
thereof. It may direct that proper measuring instruments at such places and in such position as may be specified
shall be provided and prescribed records shall be maintained.
Measures to reduce excessively high temperature: To prevent excessive heating of any workroom following
measures shall be adopted:
(i) Walls and roofs shall be of such materials and so designed that reasonable temperature does not exceed but
kept as low as possible.
(ii) Where the nature of work carried on in the factory generates excessively high temperature, following measures
should be adopted to protect the workers:
(a) by separating such process from the workroom; or
(b) insulating the hot parts; or
(c) adopting any other effective method which will protect the workers.
The Chief Inspector is empowered to direct any factory to adopt such methods which will reduce the excessively high
temperature. In this regard, he can specify the measures which in his opinion should be adopted. (Section 13)
(iv) Dust and fume
There are certain manufacturing processes like chemical, textile or jute, etc., which generates lot of dust, fume
or other impurities. It is injurious to the health of workers employed in such manufacturing process.
Following measures should be adopted in this respect:

(1) Effective measures should be taken to prevent the inhalation and accumulation of dust, fumes etc., in
the work-rooms.
(2) Wherever necessary, an exhaust appliances should be fitted, as far as possible, to the point of origin of
dust fumes or other impurities. Such point shall also be enclosed as far as possible.
(3) In stationery internal combustion engine and exhaust should be connected into the open air.
(4) In cases of other internal combustion engine, effective measures should be taken to prevent the
accumulation of fumes therefrom. (Section 14)
It may be pointed that the evidence of actual injury to health is not necessary. If the dust or fume by reason of
manufacturing process is given off in such quantity that it is injurious or offensive to the health of the workers
employed therein, the offence is committed under this Section.
Lastly the offence committed is a continuing offence. If it is an offence on a particular date is does not cease to
be an offence on the next day and so on until the deficiency is rectified.
(v) Artificial humidification
Humidity means the presence of moisture in the air. In certain industries like cotton, textile, cigarette, etc., higher
degree of humidity is required for carrying out the manufacturing process. For this purpose, humidity of the air is
artificially increased. This increase or decrease in humidity adversely affects the health of workers.
Section 15(1) empowers the State Government to make rules (i) prescribing the standards of humidification, (ii)
regulating methods to be adopted for artificially increasing the humidity of the air, (iii) directing prescribed tests
for determining the humidity of the air to be correctly carried out, and recorded, and (iv) prescribing methods to
be adopted for securing adequate ventilation and cooling of the air in the work-room.
Section 15(2) lays down that water used for artificial humidification should be either purified before use or
obtained from a public supply or other source of drinking water.
Where the water is not purified as stated above. Section 15(3) empowers the Inspector to order, in writing, the
manager of the factory to carry out specified measures, before a specified date, for purification of the water.
(vi) Overcrowding
Overcrowding in the work-room not only affect the workers in their efficient discharge of duties but their health also.
Section 16 has been enacted with a view to provide sufficient air space to the workers.
(1) Section 16(1) prohibits the overcrowding in the work-rooms to the extent it is injurious to the health of
the workers.
(2) Apart from this general prohibition Section 16(2) lays down minimum working space for each worker as
14.2 cubic metres of space per worker in every workroom.
For calculating the work area, the space more than 4.2 metres above the level of the floor, will not be taken into
consideration.
Posting of notice: Section 16(3) empowers the Chief Inspector who may direct in writing the display of a notice
in the work-room, specifying the maximum number of workers which can be employed in that room. According
to Section 108, notice should be in English and in a language understood by the majority of the workers. It
should be displayed at some conspicuous and convenient place at or near, the enterance. It should be maintained
in clean and legible conditions.
Exemptions : The chief Inspector may by order in writing, exempt any work-room from the provisions of this
section, subject to such conditions as he may think fit to impose, if he is satisfied that non-compliance of such
provision will have no adverse effect on the health of the workers employed in such work-room.
20 EP-IL&GL
(vii) Lighting
Section 17 of the Factories Act makes following provisions in this respect:
(1) every factory must provide and maintain sufficient and suitable lighting, natural, artificial or both, in
every part of the factory where workers are working or passing;
(2) all the glazed windows and sky lights should be kept clean on both sides;
(3) effective provisions should be made for the prevention of glare from a source of light or by reflection
from a smooth or polished surface;
(4) formation of shadows to such an extent causing eye-strain or the risk of accident to any worker, should
be prevented; and
(5) the state government is empowered to lay down standard of sufficient and suitable lighting for factories
for any class or description of factories or for any manufacturing process.
(viii) Drinking water
Section 18 makes following provisions with regard to drinking water.
(1) every factory should make effective arrangements for sufficient supply of drinking water for all workers
in the factory;
(2) water should be wholesome, i.e., free from impurities;
(3) water should be supplied at suitable points convenient for all workers;
(4) no such points should be situated within six metres of any washing place, urinals, latrine, spittoon, open
drain carrying sullage or effluent or any other source of contamination, unless otherwise approved in
writing by the Chief Inspector;
(5) all such points should be legible marked Drinking Water in a language understood by majority of the workers;
(6) in case where more than 250 workers are ordinarily employed, effective arrangements should be made
for cooling drinking water during hot weather. In such cases, arrangements should also be made for the
distribution of water to the workers; and
(7) the State Government is empowered to make rules for the compliance of above stated provisions and
for the examination, by prescribed authorities, of the supply and distribution of drinking water in factories.
Test your knowledge

What is the minimum space to be allocated to each worker as per the Factories Act,
1948?
(a) 12.2 cubic metres
(b) 13.2 cubic metres
(c) 14.2 cubic meters
(d) 15.2 cubic metres
Correct answer: (c)
(ix) Latrines and urinals

Every factory shall make suitable arrangement for the provision of latrines and urinals for the workers. These
points as stated below, are subject to the provisions of Section 19 and the rules laid down by the State Government
in this behalf.
(1) every factory shall make provision for sufficient number of latrines and urinals of prescribed standard.
These should be conveniently situated and accessible to all workers during working hours;
(2) separate arrangement shall be made for male and female workers;
(3) all these places shall have suitable provisions for lighting and ventilation;
(4) no latrine or urinal shall communicate with any work-room unless in between them there is provision of
open space or ventilated passage;
(5) all latrines and urinals shall be kept in a clean and sanitary conditions at all times;
(6) a sweeper shall be employed whose exclusive job will be to keep clean all latrines and urinals;
(7) where more than 250 workers are ordinarily employed in a factory, following additional measures shall
be taken under Section 19(2):
(i) all latrines and urinals accomodation shall be of prescribed sanitary type.
(ii) all internal walls upto ninety centimetres, and the floors and the sanitary blocks shall be laid in
glazed tiles or otherwise furnished to provide a smooth polished impervious surface;
(iii) the floors, walls, sanitary pan, etc., of latrines and urinals shall be washed and cleaned with suitable
detergents and/or disinfectants, at least once in every seven days.
(8) the State Government is empowered to make rules in respect of following:
(i) prescribing the number of latrines and urinals to be provided to proportion to the number of male
and female workers ordinarily employed in the factory.
(ii) any additional matters in respect of sanitation in factories;
(iii) responsibility of the workers in these matters.
(x) Spittoons
Every factory should have sufficient number of spittoons situated at convenient places. These should be maintained
in a clean and hygienic condition. (Section 20)
C. WELFARE
Following provisions under Chapter (v) of the Act, relate to the measures to be taken for the welfare of workers.
(i) Washing facilities
Section 42 provides that every factory should provide and maintain adequate and suitable washing facilities for
its workers. For the use of male and female, such facilities should be separate and adequately screened. Such
facilities should be conveniently accessible for all workers and be kept in a state of cleanliness. The State
Government is empowered to make rules prescribing standards of adequate and suitable washing facilities.
(ii) Facilities for storing and drying clothing
Section 43 empowers the State Government in respect of any factory or class or description of factories to make
rules requiring the provision, therein of (i) suitable places for keeping clothing not worn during working hours,
and (ii) for drying of wet clothing.
(iii) Facilities for sitting
There are certain operations which can be performed by the workers only in a standing position. This not only
affects the health of a worker but his efficiency also.
According to Section 44(1), every factory shall provide and maintain suitable facilities for sitting, for those who
work in standing position so that they may make use of them as an when any opportunity comes in the course
of their work. If, in the opinion of the Chief Inspector, any work can be efficiently performed in a sitting position,
he may direct, in writing, the occupier of the factory, to provide before a specified date such seating arrangements
as may be practicable, for all workers so engaged. The State Government, may by a notification in the Official
Gazette, declare that above provisions shall not apply to any specified factory or any manufacturing process.
(iv) First aid appliances
As per Section 45, the following arrangements should be made in every factory in respect of first-aid facilities.
(1) Provision of at least one first-aid box or cup-board, subject to following conditions, for every 150 workers
ordinarily employed at any one time in the factory.
(2) It should be equipped with prescribed contents and nothing else should be stored in it.
(3) It should be properly maintained and readily accessible during all working hours.
(4) A responsible person who holds a certificate in first-aid treatment, recognised by the State Government
should be made the in-charge of such first-aid box or cup-board. Such a person should be readily
available during working hours of the factory. Where there are different shifts in the factory, a separate
person may be appointed for each shifts provided he is a responsible person and trained in first-aid
treatment.
(5) Where more than 500 workers are ordinarily employed in a factory, an ambulance room should be
provided and maintained by every such factory. Such room should be of prescribed size containing
prescribed equipments and is in charge of such medical and nursing staff as may be prescribed.
(v) Canteens
(1) The State Government may make rules requiring that in any specified factory wherein more than 250
workers are ordinarily employed, a canteen shall be provided and maintained by the occupier for the
use of workers.
(2) Such rules may relate to any of the following matter:
(i) the date by which canteen shall be provided;
(ii) the standards in respect of construction, accommodation, furniture and other equipment of the
canteen;
(iii) the foodstuffs to be served and the prices to be charged;
(iv) the items of expenditure in the running of the canteen which are not to be taken into account in fixing
the cost of foodstuffs and which shall be borne by the employer;
(v) the constitution of a Managing Committee for the canteen and the representation of the workers in
the management of the canteen; and
(vi) the delegation, to the chief inspector, subject to such conditions as may be prescribed, of the power
to make rules under clause (iii). (Section 46)
Employees working in canteens in industrial establishments run by Managing

Committee are not employees of the Managing Committee, but are employees
of occupier (Kanpur Suraksha Karmachari Union v. Union of India, AIR 1988
SC).
Where the statute casts an obligation to own a canteen in the factory, and the establishment runs a
canteen through a contractor who brings the workers for the canteen would be part and parcel of the establishment
and the canteen workers would be deemed to be regular employees of the establishment entitled to arrears
of salary and other monetary benefits (Tamil Manila Thozilalar Sangam v. Chairman TNEB, 1994 CLA 34
Mad. 63.)
(vi) Shelters, rest rooms and lunch rooms
The provision of some sort of shelter is a must, where the workers can take their meals brought by them during
rest interval. The following provisions under Section 47 of the Act have been made in this respect:
(1) In every factory where more than 150 workers are ordinarily employed, the occupier should make
adequate and suitable arrangements for shelters or rest rooms and lunch-room with provision of drinking
water where the workers can take rest of or eat meals brought by them. However any canteen which is
maintained in accordance with provisions of Section 45 shall be regarded as part of the requirements of
this sub-section. Where a lunch room exists no worker shall eat any food in the workroom.
(2) Such places should be equipped with the facility of drinking water.
(3) Such places should be sufficiently lighted, ventilated and kept in cool and clean conditions.
(4) The construction and accommodation, furniture and equipment of such place should conform to the
standards, if any, laid down by the State Government.
By a notification in the Official Gazette, the State Government may exempt any factory from the compliance of
these provisions. Further, where any canteen is maintained under Section 45, then provision of such shelter
room, etc., is not necessary.
28 EP-IL&GL
(vii) Creches
Following provisions have been made in respect of creches in the factories:
(1) In every factory wherein more than 30 women workers are ordinarily employed, the facility of suitable
room or rooms should be provided and maintained for the use of children under the age of six years of
such women.
(2) There should be adequate accommodation in such rooms.
(3) These places should be sufficiently lighted and ventilated and kept in clean and sanitary conditions.
(4) Women trained in the case of children and infants should be made incharge of such rooms.
The State Government is empowered to make rules in respect of following matters:
(1) Location and standards in respect of construction, accommodation, furniture and other equipment of
such places.
(2) Provisions of facilities for washing and changing clothing of children or any other additional facility for
their care.
(3) Provisions of free-milk or refreshment or both for children.
(4) Facilities for the mothers of such children to feed them at suitable intervals in the factory. (Section 48)
Test your knowledge

Which of the following provisions do not come under the ‘Welfare Chapter’ in the
Factories Act, 1948?
(a) Washing facilities
(b) Drinking water
(c) Facilities for sitting
(d) First-aid appliances
Correct answer: (a)
(viii) Welfare officers

According to Section 49(1), in every factory wherein 500 or more workers are ordinarily employed, the occupier
should employ such number of welfare officers as may be prescribed. The State Government is empowered to
prescribe the duties, qualifications and conditions of service of such welfare officers. The provisions of Section
49 also apply to seasonal factories like sugar factories etc.
The State Government is empowered to lay down rules as to the conditions of service of welfare officers. The
conditions of service may include matters in respect of pay grades, period of probation and confirmation, dismissal
or termination or retirement etc. In the case of Associated Cement Cos. Ltd. v. Sharma, A.I.R. 1965 S.C. 1595,
the Supreme Court held that Rule 6 of Punjab Welfare Officers Recruitment and Conditions of Service Rules,
1952, requiring the concurrence of the Labour Commissioner before the management can dismiss or terminate
the services of Welfare Officer is not ultra vires.
(ix) Powers to make rules to supplement this chapter
The State Government is empowered to make rules exempting factory or class or description of factories from
the compliance of provisions of this chapter, provided alternative arrangements for workers welfare have been
made to the satisfaction of the authorities. Such rules may require that workers representatives shall be associated
with the management of the welfare arrangements of the workers. (Section 50)
WORKING HOURS OF ADULTS

Chapter VI contains provision for regulating working hours for the adult workers and the same are explained
below:
(i) Weekly hours

An adult worker shall be allowed to work only for forty eight hours in any week. (Section 51)
(ii) Weekly holidays

Section 52 provides that there shall be holiday for the whole day in every week and such weekly holiday shall be
on the first day of the week. However, such holiday may be substituted for any one of the three days immediately
before or after the first day of the week provided the manger of the factory has:
(i) delivered a notice at the office of the Inspector; and
(ii) displayed a notice in the factory to this effect.
The effect of all this is that subject to above said conditions (i) and (ii) there shall be a holiday during ten days.
In other words no adult worker shall work for more than ten days consecutively without a holiday for the whole
day. It is not possible for an employer to change the weekly off solely on the ground that there was no material
available for work to be provided on a particular date, avoiding requirements to be fulfilled under Section 25(m)
of Industrial Disputes Act regarding lay off (LAB IC 1998 Bom. 1790).
Such notices of substitution may be cancelled by an appropriate notice but not later than the day of weekly
holiday or the substituted holiday whichever is earlier.
(iii) Compensatory holidays

When a worker is deprived of any of the weekly holiday as result of passing of an order or making of a rule
exempting a factory or worker from the provisions of Section 52, he is entitled to compensatory holidays of equal
number of the holidays so lost. These holidays should be allowed either in the same month in which the holidays
became due or within next two months immediately following that month. (Section 53)
(iv) Daily hours

According to Section 54, an adult worker, whether male or female shall not be required or allowed to work in a
factory for more than 9 hours in any day. Section 54 should be read with Section 59. In other words, the daily
hours of work should be so adjusted that the total weekly hours does not exceed 48. The liability of the employer
under this Section cannot be absolved on the ground that the workers are willing to work for longer hours without
any extra payment.
The daily maximum hours of work specified in Section 54 can be exceeded provided
(i) it is to facilitate the change of shift; and
(ii) the previous approval of the Chief Inspector has been obtained.
(v) Intervals for rest

No adult worker shall work continuously for more than 5 hours unless a rest interval of at least half an hour is
given to him. [Section 55(1)]
The State Government or subject to the control of the State Government the Chief Inspector may, by written
order for the reasons specified therein, exempt any factory, from the compliance of above provisions to the
extent that the total number of hours worked without rest interval does not exceed six. [Section 55(2)]
(vi) Spreadover
Section 56 provides that the daily working hours should be adjusted in such a manner, that inclusive of rest
interval under Section 55, they are not spreadover more than 10-1/2 hours on any day. Thus, we see this
Section restricts the practice of forcing the stay of workers in the factory for unduly long periods without
contravening the provision of Section 54 relating to daily hours of work.
Proviso to Section 56 provides that the limit may be extended upto 12 hours by the Chief Inspector for reasons
to be specified in writing.
(vii) Night shifts

Where a worker in a factory works in night shifts, i.e., shift extending beyond mid-night:
(i) the weekly or compensatory holiday shall be a period of 24 consecutive hours begining when his shift
ends;
(ii) the following day shall be deemed to the period of 24 hours beginning when shift ends, and the hours he
has worked after mid-night shall be counted in the previous day. (Section 57)
(viii) Prohibition of overlapping shifts

According to Section 58(1), where the work in any factory is carried on by means of multiple shifts, the period of
shifts should be arranged in such a manner that not more than one relay of workers is engaged in work of the
same kind at the same time.
In case of any factory or class or description of factories or any department or section of a factory or any
category or description of workers, the State Government or subject to the control of the State Government, the
Chief Inspector may, by written order and for specified reasons, grant exemption from the compliance of the
provisions of Section 58(1) on such condition as may be deemed expedient. [Section 58(2)]
34 EP-IL&GL
Test your knowledge

What is the maximum number of hours in a week that an adult worker is allowed to
work for?
(a) 35 hours
(b) 40 hours
(c) 45 hours
(d) 48 hours
Correct answer: (d)
(ix) Extra wages for overtime

The following provisions have been made in respect of overtime wages:
Where a worker works in a factory for more than 9 hours in any day or more than 48 hours in any week, he
shall, in respect of overtime work, be entitled to wages at the rate of twice his ordinary rate of wages. [Section
59(1)]
Meaning of ordinary rate of wages
According to Section 59(2) ordinary rate of wages means:
(i) basic wages; plus,
(ii) allowances which include the cash equivalent of the advantage accruing through the concessional sale
to workers of foodgrains and other articles as the worker is for the time being entitled to, but it does not
include a bonus and wages for overtime work.
House rent allowance, though payable to employers who were not provided with accommodation, cannot be
taken into account to calculate overtime wages of employees provided with such accommodation (Govind Bapu
Salve v. Vishwanath Janardhan Joshi, 1995 SCC (L&S) 308). An employer requiring the workman to work for
more than the maximum number of hours overtime work postulated by Section 64(4)(iv) cannot merely on this
ground, deny him overtime wages for such excessive hours (HMT v. Labour Court, 1994 I LLN 156).
Rate of wages for piece rate workers
Where the workers in a factory are paid on piece rate basis, the time rate shall be deemed to be equivalent to the
daily average of their full-time earnings for the days on which they actually worked on the same or identical job
during the month immediately preceding the calendar month during which the over-time work was done and
such time rates shall be deemed to be the ordinary rates of wages of those workers.
However, in case of a worker who has not worked in the immediately preceding calendar month on the same
or identical job, the time rate shall be deemed to be equivalent to the daily average of the earnings of the
worker for the days on which he actually worked in the week in which the overtime work was done. [Section
59(3)]
(x) Restriction on double employment

According to Section 60, no adult worker shall be required or allowed to work in any factory on any day if he has
already been working in any other factory on that day. However, in certain exceptional circumstances as may be
prescribed, the double employment may be permitted.
(xi) Notice of period of work for adults

As per Section 61(1), a notice of period of work, showing clearly for everyday the periods during which adult
workers may be required to work, shall be displayed and correctly maintained in every factory. The display of
notice should be in accordance with the provisions of Section 108(2).
(2) The periods shown in the notice shall not contravene the provisions of the Factories Act regarding:
(a) Weekly hours, Section 51.
(b) Weekly holidays, Section 52.
(c) Compensatory holidays, Section 53.
(d) Daily Hours, Section 54.
(e) Intervals of rest, Section 55.
(f) Spread over of working hours, Section 56 and
(g) Prohibition of overlapping shifts, Section 58.
(3) The periods of work shall be fixed before hand in any of the following ways:
(i) where all the adult workers work during the same periods, the manager of the factory shall fix those
periods for such workers generally; [Section 61(3)]
(ii) where all the adult workers are not working during the same period, the manager of the factory shall
classify them into groups according to the nature of their work indicating the number of workers in each
group; [Section 61(4)]
(iii) the manager shall fix periods of work for each such group provided they are not working on shift basis;
[Section 61(5)]
(iv) where any group is working on a system of shifts, periods shall be fixed, by the manager, during which
each relay of the group may work provided such relays are not subject to predetermined periodical
changes of shift; [Section 61(6)]
(v) where the relays are subject to predetermined periodical changes of shifts, the manager shall draw up
a scheme of shifts, whereunder the periods during which any relay of the group may be required to work
and the relay which will be working at any time of the day shall be known for any day. [Section 61(7)]
(4) The form of such notice and the manner in which it shall be maintained, may be prescribed by the State
Government. [Section 61(8)]
(5) Any proposed change in the system of work in the factory, which necessitates a change in the notice, shall be
notified to the Inspector in duplicate before the change is made. No such change shall be made except with the
previous sanction of the Inspector and that too until one week has elapsed since the last change, [Section
61(10)]. This provision intends to prevent sudden variations or casual alterations in the periods of work.
(xii) Register of adult workers

The manager of every factory shall maintain a register of adult workers to be available to the Inspector at all
times during working hours containing the following particulars:
(i) the name of worker;
(ii) the nature of his work;
(iii) the group, if any, in which he is included;
36 EP-IL&GL
(iv) where his group works on shifts, the relay to which he is allotted; and
(v) other particulars as may be prescribed.
Where any factory is maintaining a muster roll or a register which contains the abovementioned particulars, the
Inspector may, by order in writing, direct that such muster roll or register shall be maintained in place of and be
treated as the register of adult workers in that factory (Section 62). Further, an adult worker shall not be required
or allowed to work in the factory unless his particulars have been entered in this register. [Section 62(IA)]
Inspection of the register
Section 62(1) empowers the Inspector to demand the production of register of adult workers at all times during
working hours or when any work is being carried on in the factory. It is the duty of the manager to produce the
register when demanded at the time of inspection. If the manager does not happen to be on the premises at the
time of inspection he should make arrangement that the register is made available to the inspector. The evident
intention of the legislature is that the register should be at the place where the work is going on. Thus, where a
manager is absent at the time of inspection of the factory by the inspector and the assistant manager, who is
present at that time fails to produce register on demand, the manager has committed breach of Section 62.
Effect of entry in the register
If the name of any person is entered in the register of adult workers, it is a conclusive evidence that the person
is employed in the factory. In other words, there is a presumption that the person whose name appears in the
attendance register, is employed in the factory.
Liability to maintain register
The liability to maintain register of adult workers has been imposed on the manager of the factory. The occupier
cannot be held liable for failure of the manager to maintain the register. But if somebody else has been made
responsible for maintaining such register, manager can plead under Section 101 that the offence was committed
by another person including the occupier.
(xiii) Hours of work to correspond with notice under Section 61 and register under Section 62
No adult worker shall be required or allowed to work in any factory otherwise than in accordance with the notice
of period of work for adults displayed in the factory and the entries made before had against his name in the
register of adult workers of the factory. (Section 63)
Presence of worker during rest period
Where a worker is merely present during the rest period as notified or is found working during that period, there
is no contravention of Section 63 and hence not punishable.
(xiv) Power to make exempting rules

(1) The State Government is empowered under Section 64, to make rules defining certain persons holding
supervisory or managerial or confidential positions and granting exemptions to them from the provisions of this
chapter except Section 66(1)(b) and proviso to Section 66(1) provided that such person shall be entitled for
extra wages in respect of overtime under Section 59 if his ordinary rate of wages is not more than Rs. 750 per
month.
ADDITIONAL PROVISIONS REGULATING EMPLOYMENT OF WOMEN IN A FACTORY

We have discussed the provisions relating to working hours of adult workers, both male and female. However,
certain additional restrictions have been found necessary on the working hours of female workers. Section 66
makes following provisions in this respect.
(1) No exemption may be granted to female worker, from the provisions of Section 54 relating to daily hours of
work.
(2) Women workers shall not be employed except between the hours of 6 a.m. and 7 p.m. However, the State
Government may by a notification in the Official Gazette, vary these limits to the extent that no woman shall be
employed between the hours of 10 p.m. and 5 a.m.
(3) There shall be no change of shifts except after a weekly holiday or any other holiday.
Exemptions from the above restriction
The State Government has been empowered to make rules granting exemptions from above stated restriction in
respect of women working in fish-curing or fish canning factories. This has been done with a view to prevent
damage to or deterioration in any raw material. However, before granting any exemption, the State Government
may lay down any condition as it thinks necessary. Such rules made by the State Government shall remain in
force for not more than three years at a time. [Section 66(3)]
EMPLOYMENT OF YOUNG PERSONS AND CHILDREN

Most of the civilised nations restrict the employment of children in the factories. The Royal Commission on
Labour observed that this is based on the principle that the supreme right of the State to the guardianship of
children controls the natural rights of the parent when the welfare of society or of the children themselves
conflicts with parental rights. Workers as young as five years of age may be found in some of these places
working without adequate meal, intervals or weekly rest days at as low as 2 annas in the case of those tenderest
years. Therefore, to curb these and other evil practices of employing children, following legislative measures
have been adopted.
(i) General prohibition as to employment of children

According to Section 67, a child who has not completed his fourteenth year of age, shall not be employed in any
factory.
(ii) Employment of children and Adolescents—Conditions

According to Section 68, children completing their fourteenth year or an adolescent, shall not be required to
work in any factory, unless following conditions are fulfilled:
(i) the manager of the factory has obtained a certificate of fitness granted to such young person under
Section 69;
(ii) while at work, such child or adolescent carries a token giving reference to such certificate.
(iii) What is a certificate of fitness

Under Section 69 of the Act, before a young person is employed in the factory, a Certifying Surgeon has to
certify that such person is fit for that work in the factory. To get this certificate, an application to a Certifying
Surgeon has to made either:
(i) by the young person himself; or
(ii) by his parent or guardian; or
(iii) by the manager of the factory.
If the application is made by a person other than the manager, it must be accompanied by a document, signed
by the manager, that such young person will be employed in the factory if a certificate of fitness is granted in his
favour. [Section 69(1)]
38 EP-IL&GL
(iv) Certificate of fitness to work as a child

The Certifying Surgeon may grant or renew to any such young person, a certificate of fitness, in the prescribed
form to work as a child, if, after examination, he is satisfied that
(i) such young person has completed his 14th year;
(ii) has attained the prescribed physical standards; and
(iii) is fit for such work. [Section 69(2)(a)]
(v) Certificate of fitness to work as an adult

If the Certifying Surgeon, after examination is satisfied that such a young person has completed his 15th year
and is fit for a full days work in the factory, he may grant or renew a certificate of fitness, in the prescribed form,
to such young person, to work as an adult. [Section 69(2)(b)]
Proviso to Section 69(2) provides that before granting or renewing a certificate of fitness, the Certifying Surgeon
must have personal knowledge of the place of the work and manufacturing process wherein such young person
will be employed. If he has no personal knowledge, he must examine such place personally.
Other features of certificate of fitness
(i) Validity: The certificate is valid for a period of 12 months from the date of issue [Section 69(3)(a)].
(ii) Conditions of Issue: It may be issued subject to conditions in respect to (i) the nature of work in which a young
person may be employed, or (ii) the re-examination of such young person before the expiry of 12 months.
[Section 69(3)(b)]. Such young person shall not be required or allowed to work except in accordance with these
conditions. [Section 69(6)]
(iii) Revocation of the certificate: The certificate can be revoked by the certifying surgeon, at any time if, in his
opinion, the worker is no longer fit to work as such in the factory. [Section 69(4)]
(iv) Certifying Surgeon to state reasons for refusal or revocation: Where a Certifying Surgeon refuses to grant or
renew a certificate or revokes a certificate he shall state his reasons in writing if requested by any person, for
doing so. [Section 69(5)]
(v) Fee for the certificate: Any fee payable for a certificate shall be paid by the occupier and it cannot be recovered
from the young person, his parents, or guardian. [Section 69(7)]
Test your knowledge

Who is liable to pay the fee for a Certificate of Fitness?
(a) The occupier of the factory
(b) The person himself
(c) The person’s guardian
(d) Trade Union
Correct answer: (a)
(iv) Effect of certificate of fitness granted to adolescents

(1) The effect of granting a certificate of fitness to an adolescent and who while at work in a factory carries a
token giving reference to such certificate is that he is deemed to be an adult for the purpose of Chapter VI
relating to working hours, and Chapter VIII relating to annual leave with wages. [Section 70(1)]
(2) No female adolescent or a male adolescent who has not attained the age of seventeen years but who has
been granted a certificate of fitness to work in a factory as an adult, shall be required or allowed to work in any
factory except between 6 a.m. and 7 p.m.
Provided that the State Government may by notification in the Official Gazette, in respect of any factory or group
or class or description of factories:
(i) vary the limits laid down in this sub-section, so, however, that no such section shall authorise the
employment of any female adolescent between 10 p.m. and 5 a.m.
(ii) grant exemption from the provisions of this sub-section in case of serious emergency where national
interest is involved. (Section 70 IA)
(3) Where an adolescent has not been granted this certificate, he shall notwithstanding his age, be deemed to
be a child for all the purposes of this Act. [Section 70(2)]
(v) Penalty for using false certificate of fitness

If a certificate of fitness is granted to any person, no other person can use it or attempt to use it. The person
granting the certificate, cannot allow its use or attempt to be used by another person. In other words, where a
person knowingly uses or attempts to use a false certificate and thus, contravenes above provisions, can be
punished with imprisonment extending up to two months or with fine upto Rs. 1000 or with both. (Section 98)
Working hours for children
Section 71, lays down further restrictions on the employment of children in the factories. These restrictions as
stated below relate to working hours for children.
(1) A child shall not be employed or permitted to work for more than 4-1/2 hours in any day. [Section
71(1)(a)]
(2) He is not permitted to work during night, i.e., during a period of at least 12 consecutive hours, including
intervals, between 10 p.m. and 6 a.m.
(3) The period of work shall be limited to two shifts only. [Section 71(2)]
(4) These shifts shall not overlap.
(5) Shifts should not spreadover more than 5 hours each.
(6) Each child shall be employed in only one of the relays.
(7) The relays should not be changed more frequently than once in a period of 30 days, otherwise previous
permission of the Chief Inspector should be sought in writing.
(8) The provision relating to weekly holiday under Section 52, also apply to child workers. But Section 7(3)
does not permit any exemption in respect of these provisions.
(9) No child shall be required or allowed to work in any factory on any day on which he has already been
working in another factory. [Section 71(4)]
(10) No female child shall be required or allowed to work in any factory except between 8 a.m. and 7 p.m.
The Act not only prohibits the double employment of a child by the occupier or manager, but also prohibits under
Section 99 his parent or guardian or person having custody of or control over him or obtaining any direct benefit
from his wages, from allowing him to go for double employment. If they contravene this provision, they can be
punished with a fine extending upto one thousand rupees unless the child works without the consent or connivance
of his parent or guardian or such other person.
40 EP-IL&GL
Notice of periods of work for children

(1) A notice, showing clearly for every day the period during which children may be required or allowed to work,
shall be displayed and correctly maintained as per Section 108(2) in every factory which employs children.
(2) The periods of work shall be fixed beforehand according to the method prescribed for adult workers under
Section 61.
(3) The periods of work so fixed shall not contravene the provisions of Section 71 relating to working hours for
children. [Section 72(2)]
(4) The provisions of sub-sections (8), (9) and (10) of Section 61 shall apply to such a notice. (Section 72)
Register of child workers
According to Section 73(1), in every factory, in which children are employed, a register of child workers should
be maintained and should be available for inspection by the inspector at all times during working hours or when
any work is being carried on in the factory.
Hours of work to correspond with notice under Section 72 and register under Section 73
According to Section 74, the employment of any child shall be in accordance with the notice of periods of work
for children to be displayed under Section 72 and the entries made beforehand against his name in the register
of child workers of the factory maintained under Section 73.
Power to require medical examination
Section 75 empowers the inspector to serve on the manager of a factory, a notice requiring medical examination
of a person by a surgeon, if in his opinion, such person is a young person and is working without a certificate of
fitness or, such person, though in possession of certificate of fitness, is no longer fit to work in the capacity stated
therein.
The inspector may further direct that such person shall not be employed or permitted to work in any factory until
he has been examined and also granted a certificate of fitness or fresh certificate of fitness or has been certified
by the Certifying Surgeon not to be a young person.
Certain other provisions of law not barred
The provisions relating to the employment of young persons in factories shall be in addition to, and not in
derogation of the provisions of the Employment of Children Act, 1938. (Section 77)
Test your knowledge

What is the maximum number of hours that a child can be employed for as per the
Factories Act, 1948?
(a) 3½ hours in any day
(b) 4½ hours in any day
(c) 5½ hours in any day
(d) 6½ hours in any day
Correct answer: (b)
ANNUAL LEAVE WITH WAGES

This aspect has been dealt with under Chapter VIII of the Act.
Application of the Chapter

(1) According to Section 78(1), the provisions contained in this chapter shall not operate to the prejudice of any
right to which a worker may be entitled under any other law or under the terms of any award, agreement
including settlement or contract of service.
(2) Where such award, agreement including settlement or contract of service provides for a longer annual leave
with wages than provided in this Chapter, the worker shall be entitled to such longer annual leave but if those
provisions are less favourable, then this Chapter shall apply [proviso to Section 78(1)].
(3) The provisions of this chapter do not apply to workers in any factory of any railway administration by the
Government, who are governed by leave rules approved by the Central Government.
Annual leave with wages

Under Section 79, the following provisions have been made with regard to annual leave with wages.
Basis of leave
(a) According to Section 79(1), where a worker has worked for a minimum period of 240 days or more in a
factory during any calendar year, i.e., the year beginning from 1st January, he is entitled to leave with
wages on the following basis–
(i) for adults – One day for every 20 days of work performed by them during the previous calendar year.
(ii) for children – One day for every fifteen days of work performed by him during the previous calendar
year.
(b) If a worker does not commence his services from 1st January, he is entitled to these leaves at the above
mentioned rates provided he has worked for 2/3rd of the total number of days in the remaining part of
the calendar year.
(c) These leaves are exclusive of all holidays whether occurring during or at either end of the period of
leave.
(d) In calculating leave, fraction of leave of half a day or more shall be treated as one full day’s leave and
fraction of less than half a day shall be ignored.
(e) Computation of qualifying period of 240 days: For the purpose of calculating the minimum period, following
periods are also included:
(i) any days of lay-off as agreed or as permissible under the Standing Orders.
(ii) for female workers, period of maternity leave not exceeding 12 weeks.
(iii) leave earned in the year prior to that in which the leave is enjoyed.
Though the above mentioned days included in calculated the qualifying period, but the worker will not be entitled
to earn leave for these days.
A worker who is discharged or dismissed from service or quits his employment or is superannuated or dies while
in service during the course of calendar year, he or his heir or nominee as the case may be, shall be entitled to
wages in lieu of the quantum of leave to which he was entitled immediately before his discharge, dismissal,
quitting of employment, superannuation or death, calculated at the rates specified in sub-section (1), even if he
had not worked for the entire period specified in sub-section (1) or (2) making him eligible to avail of such leave
and such payment shall be made:
(i) where the worker is discharged or dismissed or quits employment, before the expiry of second working
day from the date of such discharge, dismissal or quitting;
42 EP-IL&GL
(ii) where the worker is superannuated or dies while in service, before the expiry of two months from the
date of such superannuation or death. [Explanation to Section 79(1)]
Accumulation or carry forward of leaves

If any worker does not avail any earned leave entitled to him during the calendar year, it can be carried forward
to the next calendar year subject to the maximum of 30 days for an adult worker and 40 days for a child worker.
But if a worker applies for leave with wages and is not granted such leave in accordance with any approved
scheme under Sections 79(8) and (9), or in contravention of Section 79(10), he can carry forward the leave
refused, without any limit. [Section 79(5)]
How to apply for leave with wages

(i) If a worker wants to avail leave with wages earned by him during the year, he must apply in writing, to
the manager of the factory at least 15 days before the date on which he wishes to go on leave. [Section
79(6)]
(ii) In case a worker is employed in a public utility service as defined in Section 2(n) of the Industrial
Disputes Act, 1947, the application for leave with wages shall be made at least 30 days in advance.
(iii) The annual leave with wages cannot be availed for more than three times during any year.
(iv) The application to avail annual leave with wages for illness purposes can be made at any time. [Section
79(7)]
(v) An application for leave which does not contravene the provisions of Section 79(6) shall not be refused
unless the refusal is in accordance with the scheme for the time being in operation under sub-sections
(8) and (9) of Section 79. [Section 79(10)]
Scheme of leave
To ensure continuity of work, the grant of leave can be regulated. For this purpose, the occupier or the manager
should prepare a scheme in writing, regulating the grant of leave to the workers and lodge it with the Chief
Inspector.
The Scheme should be prepared in agreement with the following bodies or persons:
(a) (i) Works Committee formed under Section 3 of the Industrial Disputes Act, 1947, or
(ii) Such other Committee formed under any other Act, or
(iii) In the absence of any of the above Committee, the representatives of the workers chosen in the
prescribed manner [Section 79(8)].
(b) The scheme shall be valid for 12 months from the date on which it comes into force. It can be renewed,
with or without modification, for a further period of 12 months [Section 79(9)].
A notice of renewal shall be sent to the Chief Inspector.
(c) The Scheme shall be displayed at some conspicuous and convenient places in the factory. [Section 79(9)]
Wages during leave period

According to Section 80(1), for the leave allowed to a worker under Section 78 or 79, he shall be entitled to
wages at a rate equal to the daily average of his total full time earnings for the days on which he actually worked
during the month immediately preceding his leave. Such full time earning will also include the dearness allowance
and cash equivalent of the advantage accruing through the concessional sale to the workers of foodgrains and
other articles. But will exclude any overtime wages and bonus.
Provided that in the case of a worker who has not worked on any day during the calendar month immediately
preceding his leave, he shall be paid at a rate equal to the daily average of his total full time earnings for the days
on which he actually worked during the last calendar month preceding his leave, in which he actually worked,
exclusive of any overtime and bonus but inclusive of dearness allowance and the cash equivalent of the advantage
accruing through the concessional sale to the workers of foodgrains and other articles.
The cash equivalent of the advantage accruing through the concessional sale to the workers of foodgrains and
other articles shall be computed as often as may be prescribed, on the basis of the maximum quantity of
foodgrains and other articles admissible to a standard family. [Section 80(2)]
“Standard family” means a family consisting of a worker, his/her spouse and two children below the age of 14
years requiring in all three adult consumption units. [Expl. I to Section 80(2)]
“Adult consumption unit” means the consumption unit of a male above the age of 14 years, and the consumption
unit of a female above the age of 14 years, and that of a child below the age of 14 years, shall be calculated at
the rates of 0.8 and 0.6 respectively of one adult consumption unit. [Expl. II to Section 80(2)]
Payment in advance in certain cases

Section 81 provides that where an adult worker has been allowed leave for not less than 4 days and a child
worker for not less than 5 days, wages due for the leave period should be paid in advance, i.e., before his leave
begins.
Mode of recovery of unpaid wages

Any unpaid wages due to the workers under this Chapter, can be recovered as delayed wages under the
provisions of the Payment of Wages Act, 1936. (Section 82)
Test your knowledge

The annual leave with wages cannot be availed for more than 3 times during any
year.
Correct answer: True
THE FIRST SCHEDULE

[See Section 2(cb)]
List of Industries involving Hazardous Processes
1. Ferrous Metallurgical Industries
– Integrated Iron and Steel
– Ferro-alloys
– Special Steels.
2. Non-ferrous Metallurgical Industries
– Primary Metallurgical Industries, namely, zinc, lead copper, managanese and aluminium.
3. Foundries (ferrous and non-ferrous).
– Castings and forgings including cleaning or smoothening/roughening by sand and shot blasting.
4. Coal (including coke) industries
– Coal, Lignite, Coke, etc.
– Fuel Gases (including Coal Gas, Producer Gas, Water Gas).
5. Power Generating Industries.
6. Pulp and paper (including paper products) industries.
7. Fertiliser industries
– Nitrogenous
– Phosphatic
– Mixed.
8. Cement Industries
– Portland Cement (including slag cement, puzzolona cement and their products).
9. Petroleum Industries
– Oil Refining
– Lubricating Oils and Greases.
10. Petro-chemical Industries.
11. Drugs and Pharmaceutical Industries
– Narcoties, drugs and Pharmaceuticals.
12. Fermentation Industries (Distilleries and Breweries).
13. Rubber (Synthetic) Industries.
14. Paints and Pigment Industries.
15. Leather tanning Industries.
16. Electroplating Industries.
17. Chemical Industries
– Coke Oven-products and Coaltar distillation products.
– Industrial Gases (nitrogen, oxygen, acetylene, argon, carbondioxide, hydrogen, sulphur dioxide,
nitrous oxide, halogenated hydrocarbon, ozone, etc.
– Industrial carbon.
– Alkalies and Acids.
– Chromates and dichromates.
48 EP-IL&GL
– Leads and its compounds.

– Electrochemicals (metalic sodium, potassium and magnesium, chlorates, perohlorates and
peroxides).
– Electrothermal produces (artificial abrasive, calcium carbide).
– Nitrogenous compounds (cyanides, cyanamides, and other nitrogenous compounds).
– Phosphorous and its compounds.
– Halogens and Halogenated compounds (Chlorine, Flourine, Bromine and Iodine).
– Explosives (including industrial explosives and detonators and fuses).
18. Insecticides, Fungicides, Herbicides and other Pesticides Industries.
19. Synthetic Resin and Plastics.
20. Man-made Fibre (Cellulosic and non-cellulosic) industry.
21. Manufacture and repair of electrical accumulators.
22. Glass and Ceramics.
23. Grinding or glazing of metals.
24. Manufacture, handling and processing of asbestos and its products.
25. Extraction of oils and fats from vegetable and animal sources.
26. Manufacture, handling and use of benzene and substances containing benzene.
27. Manufacturing processes and operations involving carbon disulphide.
28. Dyes and dyestuff including their intermediates.
29. Highly flammable liquids and gases.
THE THIRD SCHEDULE

[See Sections 89 and 90]
List of Notifiable Diseases
1. Lead poisoning including by any preparation or compound of lead or their sequelae.
2. Lead tetra ethyl poisoning.
3. Phosphorus poisoning or its sequelae.
4. Mercury poisoning or its sequelae.
5. Manganese poisoning or its sequelae.
6. Arsenic poisoning or its sequelae.
7. Poisoning by nitrous fumes.
8. Carbon disulphide poisoning.
9. Benzene poisoning, including poisoning by any of its homologues, their nitro or amino derivatives or its
sequelae.
10. Chrome ulceration or its sequelae.
11. Anthrax.
12. Silicosis.
13. Poisoning by halogens or halogen derivatives of the hydro-carbons of the aliphatic series.
14. Pathological manifestation due to
(a) radium or other radioactive substances.
(b) x-rays.
15. Primary epitheliomatus cancer of the skin.
16. Toxic anaemia.
17. Toxic jaundice due to poisonous substances.
18. Oil acne or dermatitis due to mineral oils and compounds containing mineral oil base.
19. Byssionosis.
20. Asbestosis.
21. Occupational or contract dermatitis caused by direct, contract with chemicals and paints. These are of
two types, that is, primary irritants and allergic sensitizers.
22. Noise induced hearing loss (exposure to high noise levels).
23. Beriyllium poisoning.
24. Carbon monoxide.
25. Coal miners pnuoumoconiosis.
26. Phosgene poisoning.
27. Occupational cancer.
28. Isocyanates poisoning.
29. Toxic nephritis.
LESSON ROUND UP
– The law relating to factories is governed under the Factories Act, 1948.
– The Act has been enacted primarily with the object of protecting workers employed in factories against
industrial and occupational hazards. For that purpose, it seeks to impose upon the owner or the occupier
certain obligations to protect the workers and to secure for them employment in conditions conductive
to their health and safety.
– It applies to factories covered under the Factories Act, 1948. The industries in which ten (10) or more
than ten workers are employed on any day of the preceding twelve months and are engaged in
manufacturing process being carried out with the aid of power or twenty or more than twenty workers
are employed in manufacturing process being carried out without the aid of power, are covered under
the provisions of this Act.
– The State Governments assume the main responsibility for administration of the Act and its various
provisions by utilizing the powers vested in them.
– The State Governments carry out the administration of the Act through Inspecting Staff; Certifying
Surgeons; welfare Officers; Safety Officers.
50 EP-IL&GL
– The Act stipulates measures to be taken by factories for health, safety and welfare of the workers, that
apart it also lays down the provisions relating to working hours of adult workers, both male and female.
However, certain additional restrictions have been imposed on the working hours of female workers.
– If there is any contravention of any of the provisions of this Act or any rules or order made thereunder,
the occupier and manager shall each be guilty of an offence and punishable with imprisonment for a
term which may extend to two years or with fine which may extend to Rs. One lakh or with both and if
the contravention is continued after conviction, with a further fine of Rs. One thousand for each, day till
contravention continues.
SELF TEST QUESTIONS

1. Discuss the object and scope of the Factories Act, 1948.
2. Define the terms: Adult, Adolescent, Manufacturing Process, Factory and Worker.
3. Briefly enumerate provisions of the Act ensuring health and welfare of the workers in a factory.
4. What are the provisions regarding annual leave with wages?
5. Write short notes on:
(a) Powers of the Inspectors.
(b) Hazardous processes.
(c) Occupier.

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LESSON OUTLINE

OBJECT AND SCOPE OF THE ACT

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(iii) Employment should be in any manufacturing process etc.

APPROVAL, LICENSING AND REGISTRATION OF FACTORIES

Appeal against refusal to grant permission

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MEASURES TO BE TAKEN BY FACTORIES FOR HEALTH, SAFETY AND WELFARE OF

Following measures should be adopted in this respect:

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(ix) Latrines and urinals

Employees working in canteens in industrial establishments run by Managing

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(viii) Welfare officers

WORKING HOURS OF ADULTS

(i) Weekly hours

(ii) Weekly holidays

(iii) Compensatory holidays

(iv) Daily hours

(v) Intervals for rest

(vii) Night shifts

(viii) Prohibition of overlapping shifts

Test your knowledge

(ix) Extra wages for overtime

(x) Restriction on double employment

(xi) Notice of period of work for adults

(xii) Register of adult workers

(xiv) Power to make exempting rules

ADDITIONAL PROVISIONS REGULATING EMPLOYMENT OF WOMEN IN A FACTORY

EMPLOYMENT OF YOUNG PERSONS AND CHILDREN

(i) General prohibition as to employment of children

(ii) Employment of children and Adolescents—Conditions

(iii) What is a certificate of fitness

(iv) Certificate of fitness to work as a child

(v) Certificate of fitness to work as an adult

Test your knowledge

(iv) Effect of certificate of fitness granted to adolescents

(v) Penalty for using false certificate of fitness

Notice of periods of work for children

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ANNUAL LEAVE WITH WAGES

Application of the Chapter

Annual leave with wages

Accumulation or carry forward of leaves

How to apply for leave with wages

Wages during leave period

Payment in advance in certain cases

Mode of recovery of unpaid wages

Test your knowledge

THE FIRST SCHEDULE

– Leads and its compounds.

THE THIRD SCHEDULE

SELF TEST QUESTIONS

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