The Indian landscape of Labour laws is continually changing, with various rules getting more stringent, resulting in massive penalties and lawsuits. Managing compliances in traditional methods is not meeting the need of the hour.
Labour laws in India are evolving rapidly, with increasing regulatory scrutiny, stricter enforcement, and higher penalties for non-compliance. Traditional approaches to labour law compliance, including reliance on periodic consulting support, are often insufficient to address the scale, complexity, and frequency of regulatory changes faced by organizations today.
Ricago Labour Compliance Services (LCS) supports organizations by providing end-to-end labour law compliance management aligned with applicable central and state labour regulations across India. The service focuses on implementing structured processes and best practices to help organizations maintain ongoing compliance across multiple locations, workforce categories, and regulatory frameworks.
Ricago LCS covers a wide range of labour compliance areas, including payroll compliance, provident fund compliance, statutory HR compliance, factory compliance, and vendor compliance. These services are designed to support organizations in meeting both operational and regulatory requirements in a consistent and auditable manner.
The labour compliance function is led by a senior professional with over 23 years of corporate experience in managing labour laws across PAN India operations, including experience working with large IT organizations and engaging with central and state labour departments. The compliance team continuously monitors labour law updates, amendments, and regulatory notifications, and provides timely guidance to clients.
Ricago maintains working relationships with labour authorities and state departments, enabling efficient handling of documentation, registrations, approvals, inspections, and regulatory queries on behalf of clients. All labour compliance activities are managed through an internal compliance platform that provides real-time updates, approval workflows, and intelligent dashboards for transparency and tracking. By combining regulatory expertise, structured processes, and technology-enabled compliance management, Ricago LCS helps organizations stay aligned with current labour laws and manage labour compliance requirements in a practical and scalable way.
Check the comprehensive coverage of labour laws: https://www.ricago.com/cms/labour-law-offerings
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Complexity of managing organization compliances across multiple legal entities/ locations/ geographies and business functions. Dynamic regulatory requirements make the process more complex, Email/excel/file share mechanisms are not collaborative and adequate andAudits or Regulatory Notices require immediate retrieval of evidences. Increased risk to Directors/CXOs/Promoters and Organization’s Brand.
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Labour Compliance Services help businesses adhere to labour laws by managing registrations, maintaining statutory records, filing returns, and ensuring timely compliance with PF, ESI, and other employee-related regulations. These services reduce legal risks and ensure smooth, lawful operations.
PF compliance refers to the legal responsibilities that employers must uphold to ensure they contribute accurately and on time to the Employee Provident Fund (EPF) and other related schemes. These obligations are mandated by the Employees Provident Fund Organisation (EPFO), which operates under the Ministry of Labour and Employment.
Yes, Labour Compliance Services can assist with Factories Act compliance. They help with factory registration and licensing, maintaining statutory records, ensuring adherence to working hours, safety, and health norms, and preparing for audits and inspections. They also keep businesses updated on legal changes and liaise with authorities, ensuring smooth and continuous compliance with the Factories Act, 1948.
Contract Labour Compliance refers to adhering to legal requirements related to the employment of contract workers, mainly under the Contract Labour (Regulation and Abolition) Act, 1970. It involves registration of the principal employer, contractor licensing, maintaining statutory records, ensuring timely wages, and providing welfare facilities. Proper compliance helps protect workers' rights and prevents legal and reputational risks for the organization.
