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.
The ever-evolving scenario of Labour laws in India is becoming increasingly stringent, resulting in substantial penalties and legal challenges for businesses. Conventional approaches to labour law compliance, or relying on a regular labour law consultant, are not meeting the needs of the hour. Organizations now require trusted compliance partners who can be champion in management of labour compliance across all areas.
Ricago LCS provides a comprehensive labour law compliance management service, that focuses effective implementation of best practices and processes in accordance with all relevant central and state-specific labour regulations in India. Our services line covers but is not limited to - Payroll Compliance, Provident Fund Compliance, Statutory HR Compliance, Factory Compliance, Vendor Compliance, and much more.
Our skilled Labour Compliances team is led by a highly trained professional with 23 years of corporate experience, having successfully managed labour laws in HR with IT majors in handling PAN India compliances and representing the Central/State departments at various levels personally and via Industry organizations.
Our industry expert team continually monitors labour law updates and changes and advises customers accordingly. We maintain positive ties with state and labour departments, which allows us to address and solve the tedious tasks like managing documentation, registrations/approvals, inspection and other authority queries related to the client in an easier way.
At Ricago LCS, we constantly monitor labour laws updates and amendments, ensuring our clients are always compliant with the latest regulations. All of our services are controlled on an internal compliance platform, which provides real-time updates, intelligent dashboards, and approval procedures to our clients. With Ricago LCS stay ahead with a robust, practical approach to managing your labour law compliance checklist.
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.
