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GNDU QUESTION PAPERS 2021
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th
SEMESTER
INDUSTRIAL LAWS
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Note: Aempt Five quesons in all, selecng at least One queson from each secon. The
Fih queson may be aempted from any secon. All quesons carry equal marks.
1. What are the objects of Factories Act, 1948? State the provisions of Factories Act, 1948
regarding the working hours of adults and young persons employed in a factory.
2. Describe the provisions of Trade Unions Act, 1926 regarding registraon of trade unions.
3. Discuss the provision of the Industrial Disputes Act, 1947 relang to lay o and
retrenchment.
4. Briey explain the authories set up under the Industrial Disputes Act.
5. What are the dierent types of benets provided by Employees State Insurance Act,
19487
6. State the provisions of Employees State Insurace Act, 1948 regarding contribuon.
7. State the rules regarding distribuon of compensaon under the Workmen's
Compensaon Act, 1923.
8. How far is an employer liable for compensaon to a workman injured by accident
arising out of and in course of his employment?
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GNDU ANSWER PAPERS 2021
B.com 4
th
SEMESTER
INDUSTRIAL LAWS
Time Allowed: 3 Hours Maximum Marks: 50
Note: Aempt Five quesons in all, selecng at least One queson from each secon. The
Fih queson may be aempted from any secon. All quesons carry equal marks.
1. What are the objects of Factories Act, 1948? State the provisions of Factories Act, 1948
regarding the working hours of adults and young persons employed in a factory.
Ans: The Factories Act, 1948 is one of the most important labour laws in India. It was
created to protect workers in factories and ensure that they work in safe, healthy, and fair
conditions.
1. Objects (Objectives) of the Factories Act, 1948
Think of a factory like a second home for workers. If people are spending 8–10 hours daily
there, it must be safe, comfortable, and fair. That’s exactly what this Act tries to ensure.
Main Objectives:
1. Health of Workers
The Act ensures that factories maintain proper cleanliness, ventilation, lighting, and safe
drinking water.
Example: Workers should not breathe polluted air or work in dirty environments.
2. Safety of Workers
Factories often use machines, chemicals, and heavy equipment. The Act ensures safety
measures are followed to avoid accidents.
Example: Machines must have safety guards, and workers must be trained properly.
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3. Welfare of Workers
The Act provides basic facilities like:
• Restrooms
• Canteens
• First aid
• Sitting arrangements
So workers don’t feel exhausted or neglected.
4. Regulation of Working Hours
It limits how many hours a person can work so they are not overworked.
This is where your main question comes in (we’ll explain in detail below).
5. Protection of Young Persons
Children and young workers are more vulnerable, so special rules are made for them.
6. Prevention of Exploitation
Before this Act, workers were often forced to work long hours in poor conditions. This law
prevents such unfair treatment.
2. Working Hours of Adults (Above 18 Years)
Now let’s understand how many hours an adult worker can legally work in a factory.
Simple Diagram for Adults Working Hours
WORKING HOURS (ADULTS)
-------------------------
Maximum per week → 48 hours
Maximum per day → 9 hours
Rest interval → After 5 hours
Spread over → Max 10.5 hours/day
Weekly holiday → 1 day (usually Sunday)
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Key Provisions:
1. Weekly Hours – 48 Hours
An adult worker cannot work more than 48 hours in a week.
Example: If someone works 8 hours daily for 6 days = 48 hours
2. Daily Hours – 9 Hours
Maximum 9 hours per day.
Even if weekly hours are less, daily limit still applies.
3. Rest Interval
After 5 hours of continuous work, there must be a break.
This helps reduce fatigue.
4. Spread Over (Total Time at Factory)
The total time (including breaks) should not exceed 10.5 hours per day.
In special cases, it may extend to 12 hours with permission.
5. Weekly Holiday
Workers must get at least one full day off every week (usually Sunday).
6. Overtime
If workers work more than 9 hours/day or 48 hours/week:
• They must be paid double wages (2×)
This discourages overworking employees.
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3. Working Hours of Young Persons
Young persons include:
• Children (below 14 years) Not allowed to work
• Adolescents (15–18 years) Allowed with restrictions
Diagram for Young Persons
WORKING HOURS (YOUNG PERSONS)
-------------------------------
Maximum per day → 4.5 hours
No night work → (7 PM to 6 AM banned)
Fitness cert. → Required
Key Provisions:
1. No Child Labour (Below 14)
Children are strictly not allowed to work in factories.
This protects their education and childhood.
2. Adolescents (15–18 Years)
They can work, but under strict rules:
3. Maximum Working Hours – 4.5 Hours/Day
They cannot work more than 4.5 hours in a day.
Much less than adults to protect their health.
4. No Night Work
They cannot work between:
• 7 PM to 6 AM
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Night shifts are unsafe for young persons.
5. Fitness Certificate Required
They must have a certificate of fitness from a medical authority.
Ensures they are physically capable of working.
6. Double Employment Not Allowed
They cannot work in more than one factory in a day.
Easy Comparison Table
Feature
Adults
Young Persons
Age
18+
15–18
Daily Hours
9 hours
4.5 hours
Weekly Hours
48 hours
Not fixed
Night Work
Allowed (limits)
Not allowed
Fitness Certificate
Not required
Required
Overtime
Allowed (2× pay)
Not allowed
Conclusion (In Simple Words)
The Factories Act, 1948 is like a protective shield for factory workers. It ensures that:
• Workers are not overworked
• They get proper rest and holidays
• Young persons are protected from harm
• Factories remain safe and healthy
In simple terms, it balances productivity with humanity.
Without such laws, workers could be forced to work long h
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2. Describe the provisions of Trade Unions Act, 1926 regarding registraon of trade unions.
Ans: Why Registration Matters
Imagine a group of factory workers who want to form a union to protect their rights.
Without registration, their union is just an informal group. But once registered under the
Trade Unions Act, 1926, the union becomes a legal entity. It can:
• Represent workers officially,
• Collect funds,
• Own property,
• Sue or be sued in a court of law.
Registration gives the union recognition and legal power.
Provisions for Registration under the Act
The Act lays down clear rules for how a trade union can be registered. Let’s walk through
them like a checklist.
1. Application for Registration
• The workers must apply to the Registrar of Trade Unions in their state.
• The application must include:
o The name of the union,
o The address of its head office,
o Names, occupations, and addresses of its office-bearers.
Think of this as filling out the “birth certificate” of the union.
2. Minimum Membership Requirement
• At least 7 members of the union must sign the application.
• To keep the union active, at least 10% of the workers or 100 workers (whichever is
less) in the establishment must be members of the union.
This ensures that the union represents a real group of workers, not just a handful of
individuals.
3. Rules of the Union
The union must have a written set of rules. These rules should cover:
• Name of the union,
• Objectives,
• How members are admitted,
• Subscription fees,
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• How funds will be used,
• Election of office-bearers,
• Safe custody of money,
• Procedure for dissolution.
These rules act like the “constitution” of the union.
4. Scrutiny by Registrar
The Registrar checks:
• Whether the application is complete,
• Whether the rules comply with the Act,
• Whether the minimum membership requirement is met.
If satisfied, the Registrar enters the union’s name in the Register of Trade Unions.
5. Certificate of Registration
Once registered, the union receives a Certificate of Registration. This certificate is like
the union’s “passport”—proof that it exists legally.
6. Legal Status
After registration:
• The union becomes a body corporate (like a company).
• It can own property, enter into contracts, and sue or be sued.
• It enjoys certain immunities, like protection from civil suits in some cases of strikes.
Example with Imaginary Figures
Let’s say workers in a textile mill want to form a union.
• Step 1: 7 workers sign the application.
• Step 2: The mill has 1,000 workers. At least 10% (i.e., 100 workers) must be
members. They gather 120 members.
• Step 3: They draft rules: membership fee ₹50 per month, elections every 2 years,
funds used for welfare and legal aid.
• Step 4: They submit the application to the Registrar.
• Step 5: Registrar checks everything and issues a certificate.
• Step 6: The union is now legally recognized and can represent workers in disputes.
🖼 Diagram to Visualize
Registration of Trade Union (1926)
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Workers (Minimum 7 sign + 10% membership)
│
▼
Application to Registrar
│
▼
Registrar checks rules & details
│
▼
Certificate of Registration issued
│
▼
Union becomes legal entity
Key Takeaways
1. Minimum 7 members must apply.
2. 10% or 100 workers must be members.
3. Union must have written rules.
4. Registrar verifies and issues a certificate.
5. Registered union becomes a legal body with rights and responsibilities.
Conclusion
The Trade Unions Act, 1926 made sure that workers’ organizations were not just informal
gatherings but recognized bodies with legal standing. Registration under the Act is like
giving the union a legal identity card. It ensures that unions are genuine, organized, and
accountable, while also empowering them to fight for workers’ rights in a lawful manner.
3. Discuss the provision of the Industrial Disputes Act, 1947 relang to lay o and
retrenchment.
Ans: Provisions of the Industrial Disputes Act, 1947 relating to Lay-off and Retrenchment
Understanding labour laws can feel complicated at first, but once we break them into simple
ideas, they become much easier. Let’s imagine a situation: a factory is not getting enough
raw materials, or machines have broken down, or there is less demand for products. In such
cases, what should an employer do? Can workers be sent home? Can they be removed from
jobs?
This is where the Industrial Disputes Act, 1947 comes into play. It protects both workers
and employers by setting clear rules about lay-off and retrenchment.
1. What is Lay-off? (Simple Meaning)
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A lay-off happens when an employer is unable to provide work to employees temporarily.
Reasons for Lay-off:
• Shortage of raw materials
• Breakdown of machinery
• Power failure
• Natural calamities
• Reduction in demand
Important point:
The worker is not removed permanently. He/she is still an employee but temporarily not
given work.
Legal Provisions for Lay-off
The Act provides the following rules:
(1) Compensation for Lay-off
If a worker is laid off, he is entitled to:
• 50% of basic wages + dearness allowance
But this is subject to certain conditions:
• The worker must have completed at least 1 year of continuous service
• Compensation is paid for a maximum of 45 days in a year
(2) Exceptions (When Compensation is NOT Paid)
Compensation is not required if:
• Worker refuses alternative employment
• Worker does not present himself for work
• Lay-off is due to a strike or slowdown in another department
(3) Prior Permission (For Large Industries)
In establishments with 100 or more workers, the employer must:
• Take prior permission from the government before laying off workers
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Simple Diagram: Lay-off Concept
Factory Problem (e.g. raw material shortage)
↓
Employer cannot give work
↓
Workers remain employed
↓
Temporary removal from work
↓
50% wages paid (Lay-off compensation)
2. What is Retrenchment? (Simple Meaning)
Now let’s understand retrenchment, which is more serious than lay-off.
A retrenchment means:
Permanent removal of a worker from the job by the employer
Not due to punishment or misconduct
Example:
If a company reduces staff because of losses or automation, it is retrenchment.
Legal Provisions for Retrenchment
(1) Conditions Before Retrenchment
An employer cannot simply remove workers. The following conditions must be fulfilled:
(a) Notice Requirement
• The worker must be given 1 month’s notice
OR
• Paid wages instead of notice
(b) Compensation
• Worker must be paid compensation equal to:
15 days’ average pay for every completed year of service
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(c) Notice to Government
• Employer must inform the appropriate government authority
(2) Principle of “Last Come, First Go”
This is a very important rule.
Workers who joined last should be removed first.
This ensures fairness and avoids favoritism.
(3) Re-employment Opportunity
If the employer hires again in the future:
Retrenched workers must be given first preference
(4) Prior Permission for Big Companies
For companies with 100+ workers:
• Employer must take government permission before retrenchment
• Without permission, retrenchment is illegal
Simple Diagram: Retrenchment Process
Company faces financial problem
↓
Decision to reduce workforce
↓
Follow legal conditions:
- Notice
- Compensation
- Govt approval (if required)
↓
Workers removed permanently
↓
Eligible for compensation & future re-employment
3. Key Differences Between Lay-off and Retrenchment
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Basis
Lay-off
Retrenchment
Nature
Temporary
Permanent
Employment
Continues
Ends
Reason
Short-term problem
Long-term business decision
Compensation
50% wages
15 days per year of service
Notice required
Not always
Mandatory
4. Why These Provisions Are Important
These rules are not just legal formalities—they serve a deeper purpose.
(1) Protection of Workers
Workers depend on their jobs for survival. Sudden job loss can create financial crises. These
laws ensure:
• Income support
• Fair treatment
• Job security
(2) Control on Employers
Without these rules, employers could:
• Remove workers anytime
• Avoid paying compensation
The Act ensures accountability.
(3) Industrial Peace
Disputes between workers and employers can lead to strikes and unrest. These provisions:
• Reduce conflicts
• Promote harmony
• Maintain productivity
5. Real-Life Understanding (Simple Story)
Imagine a textile factory:
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• Due to low demand, the factory cannot run machines for a month → workers are
laid off, but still employees and get partial salary.
• After continuous losses, the factory decides to permanently reduce staff → some
workers are retrenched, but they receive compensation and notice.
This shows how both concepts work in real life.
6. Conclusion
The provisions of the Industrial Disputes Act, 1947 regarding lay-off and retrenchment
create a balance between business needs and worker rights.
• Lay-off deals with temporary problems and ensures workers still receive some
income.
• Retrenchment deals with permanent workforce reduction but ensures fair
compensation and procedure.
In simple words, the law says:
Employers cannot act unfairly
Workers cannot be left helpless
These provisions play a crucial role in maintaining justice, security, and stability in the
industrial sector.
4. Briey explain the authories set up under the Industrial Disputes Act.
Ans: Why Authorities Are Needed
Industrial disputes are inevitable. Workers want fair wages and safe conditions, while
employers want efficiency and profits. When disagreements arise, the Industrial Disputes
Act provides a structured system of authorities to resolve conflicts peacefully, rather than
letting them escalate into strikes or lockouts.
Think of these authorities as different “levels of referees” who step in depending on how
serious the dispute is.
Authorities Under the Act
The Act sets up several authorities, each with its own role. Let’s walk through them one by
one.
1. Works Committee
• Found in larger establishments (with 100 or more workers).
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• Made up of representatives of both employers and employees.
• Their job is to promote harmony and resolve minor day-to-day issues.
Imagine this as the “classroom monitor” who settles small fights before they reach the
principal.
2. Conciliation Officers
• Appointed by the government.
• Their role is to mediate between employers and employees.
• They don’t give binding decisions but try to bring both sides to an agreement.
Think of them as “counselors” who help both sides talk it out.
3. Boards of Conciliation
• A board with representatives from both sides plus a neutral chairman.
• Used for more serious disputes.
• Their goal is to investigate and promote settlement.
This is like a “family meeting” with a neutral elder guiding the discussion.
4. Courts of Inquiry
• Set up to investigate matters connected with disputes.
• They don’t settle disputes directly but provide reports and recommendations.
Think of them as “fact-finders” who dig deep and present the truth.
5. Labour Courts
• Handle disputes relating to matters in the Second Schedule (like wages, working
hours, leave, retrenchment, etc.).
• They give binding decisions.
This is like a “judge” who decides smaller but important issues.
6. Industrial Tribunals
• Deal with matters in the Third Schedule (like bonus, profit sharing, retrenchment,
closure of establishments, etc.).
• They have wider powers than Labour Courts.
Imagine them as “senior judges” who handle bigger disputes.
7. National Tribunals
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• Set up by the Central Government for disputes of national importance or those
affecting industries in more than one state.
• Their decisions carry great weight.
This is like the “Supreme Court” of industrial disputes.
🖼 Diagram to Visualize
Authorities under Industrial Disputes Act
┌─────────────────────────┐
│ Works Committee │ → Minor issues in large
factories
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ Conciliation Officer │ → Mediation, no binding
decision
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ Board of Conciliation │ → Group mediation with
chairman
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ Court of Inquiry │ → Investigates, gives report
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ Labour Court │ → Decides Second Schedule
issues
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ Industrial Tribunal │ → Decides Third Schedule
issues
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ National Tribunal │ → National-level disputes
└─────────────────────────┘
Example with Imaginary Scenario
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Let’s say workers in a car factory demand higher wages.
• First, the Works Committee tries to resolve it internally.
• If that fails, a Conciliation Officer steps in to mediate.
• If still unresolved, the matter goes to a Board of Conciliation.
• Suppose the issue is very serious—it may be referred to a Labour Court (if about
wages) or an Industrial Tribunal (if about bonus/profit sharing).
• If the dispute spreads across multiple states, the National Tribunal takes over.
This step-by-step system ensures disputes are handled at the right level, preventing
chaos.
Key Takeaways
1. Works Committee → Settles minor issues in big factories.
2. Conciliation Officers & Boards → Mediate and promote settlement.
3. Courts of Inquiry → Investigate and report.
4. Labour Courts → Decide specific issues (Second Schedule).
5. Industrial Tribunals → Handle bigger issues (Third Schedule).
6. National Tribunals → Deal with disputes of national importance.
Conclusion
The Industrial Disputes Act creates a ladder of authorities—from small committees to
national tribunals—to ensure industrial peace. Each authority has its own role, from
mediation to investigation to giving binding judgments. Together, they form a structured
system that balances the interests of workers and employers, keeping industries running
smoothly and fairly.
5. What are the dierent types of benets provided by Employees State Insurance Act,
19487
Ans: The Employees' State Insurance Act, 1948 (often called the ESI Act) is one of India’s
most important social security laws for workers. It ensures that employees working in
factories and certain establishments get financial protection and medical care when they
face health problems, accidents, or other life situations.
To understand this easily, imagine a worker named Ravi. If Ravi falls sick, meets with an
accident at work, or his wife is expecting a child, he may face financial stress due to loss of
income and medical expenses. The ESI Act acts like a safety net for Ravi—it provides
different types of benefits so that he and his family don’t suffer during such difficult times.
Types of Benefits under ESI Act
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1. Medical Benefit
This is the most basic and important benefit.
Under the ESI Act, the insured worker and his family members get free medical treatment.
This includes:
• Doctor consultation
• Medicines
• Hospitalization
• Specialist services
The best part?
This benefit starts from day one of joining the job.
Example:
If Ravi gets fever or any illness, he can visit an ESI hospital and get treated without worrying
about medical bills.
2. Sickness Benefit
When a worker is sick and cannot go to work, he loses wages. To solve this, the ESI Act
provides cash compensation.
• Around 70% of wages is paid during sickness
• Available for a limited number of days (usually up to 91 days in a year)
This ensures that the worker can rest and recover without financial tension.
Example:
If Ravi gets viral fever and cannot work for 10 days, he still receives some income from ESI.
3. Extended Sickness Benefit
Some diseases take a long time to recover (like TB, cancer, etc.). For such serious illnesses:
• The worker gets extended sickness benefit
• Paid for a longer duration (up to 2 years in some cases)
• Higher financial support than normal sickness benefit
This helps workers survive during long-term illness.
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4. Maternity Benefit
This benefit is specially for insured women employees.
It includes:
• Full wage payment during maternity leave
• Medical care before and after childbirth
The leave can extend up to 26 weeks or more depending on conditions.
Example:
If a woman employee is pregnant, she can take leave and still receive her salary through ESI.
5. Disablement Benefit
If a worker gets injured during work, the ESI Act provides compensation.
There are two types:
(a) Temporary Disablement
• Paid until the worker recovers
• About 90% of wages
(b) Permanent Disablement
• Paid for lifetime if disability is permanent
• Amount depends on severity of injury
This ensures financial support even if the worker cannot work properly again.
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6. Dependants’ Benefit
If a worker dies due to an employment injury:
• His family (dependants) receive regular payments
• Around 90% of wages is shared among family members
This protects the family from sudden financial crisis.
Example:
If Ravi unfortunately dies in an accident at work, his wife and children will continue receiving
financial support.
7. Funeral Expenses
The ESI Act also provides money for funeral costs.
• A fixed amount is given to the family
• Helps perform last rites without financial burden
8. Other Benefits
There are some additional benefits as well:
(a) Rehabilitation Allowance
• Helps injured workers learn new skills
(b) Unemployment Allowance
• Given if a worker loses job due to injury or closure of factory
(c) Confinement Expenses
• Given when medical facilities are not available nearby
Simple Diagram to Understand ESI Benefits
ESI ACT BENEFITS
│
┌──────────────┬──────────────┬──────────────┐
│ │ │ │
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Medical Cash Benefits Family Safety Special Help
Benefit │ │ │
│ │ │
┌──────────────┐ Dependants Funeral
│ │ Benefit Expenses
Sickness Maternity
Benefit Benefit
│
Disablement
Benefit
This diagram shows how the ESI Act covers health, income, family, and emergencies.
Why These Benefits Are Important
The ESI Act is not just a law—it is a lifeline for workers. It ensures:
• Security during illness
• Income during tough times
• Protection for family
• Access to healthcare
Without such benefits, workers would struggle a lot during emergencies.
Conclusion
In simple words, the Employees' State Insurance Act, 1948 acts like a protective shield for
employees. It takes care of their health, income, and family in times of need.
From medical treatment to maternity care, from sickness allowance to family protection
after death, the Act covers almost every major risk a worker might face.
So, if we think of it practically, the ESI system ensures that a worker is never alone during
difficult times. It supports them at every stage—when they are sick, injured, or even when
their family needs help.
6. State the provisions of Employees State Insurace Act, 1948 regarding contribuon.
Ans: Why Contributions Matter
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The ESI Act was created to provide social security to workers. It covers things like medical
care, sickness benefits, maternity benefits, and compensation for injuries. But where does
the money for all this come from?
The answer: Contributions. Both employers and employees put money into the ESI
fund, which is then used to provide benefits to workers and their families.
Think of it like a community piggy bank. Everyone adds a little, and when someone needs
help, the fund is there to support them.
Provisions Regarding Contribution
The Act clearly lays down how contributions are to be made. Let’s break it down.
1. Who Contributes?
• Employer: The owner of the factory or establishment.
• Employee: Any worker earning wages below the prescribed limit (currently ₹21,000
per month in most cases).
Both employer and employee share the responsibility.
2. Contribution Rates
The rates are notified by the government and may change from time to time. As per recent
provisions:
• Employer’s contribution: 3.25% of the employee’s wages.
• Employee’s contribution: 0.75% of wages.
So, total contribution = 4% of wages.
3. Wage Definition
Contribution is calculated on the gross wages of the employee, which includes:
• Basic pay,
• Dearness allowance,
• Overtime,
• Incentives,
• Other allowances.
It excludes gratuity, retrenchment compensation, and certain other payments.
4. Payment of Contribution
• Contributions are payable monthly.
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• Employer deducts the employee’s share from wages and adds their own share.
• The combined amount is deposited into the ESI fund through the ESI portal.
5. Contribution Periods
The Act divides the year into two contribution periods:
• April to September
• October to March
Benefits are linked to these contribution periods. For example, contributions made from
April to September entitle the worker to benefits from January to June of the following year.
6. Responsibility of Employer
• Employer must deduct employee’s contribution from wages.
• Employer must add their own contribution.
• Employer must deposit the total with the ESI Corporation.
• Employer must maintain records and submit returns.
If the employer fails, they are liable for penalties.
Example with Imaginary Figures
Let’s say you work in a textile factory and earn ₹15,000 per month.
• Employer’s contribution = 3.25% of ₹15,000 = ₹487.50
• Employee’s contribution = 0.75% of ₹15,000 = ₹112.50
• Total contribution = ₹600
So, every month ₹600 goes into the ESI fund for you. Out of this, ₹487.50 is paid by your
employer and ₹112.50 is deducted from your salary.
This ₹600 ensures that if you fall sick, need medical care, or face maternity or injury
issues, the ESI scheme will support you.
🖼 Diagram to Visualize
Contribution under ESI Act, 1948
┌─────────────────────────┐
│ Employer │
│ (3.25% of wages) │
└───────────┬────────────┘
│
▼
┌─────────────────────────┐
│ Employee │
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│ (0.75% of wages) │
└───────────┬────────────┘
│
▼
┌─────────────────────────┐
│ ESI Fund (Total 4%) │
│ Provides medical & social│
│ security benefits │
└─────────────────────────┘
Key Points to Remember
1. Both employer and employee contribute.
2. Employer’s share is higher (3.25%) than employee’s (0.75%).
3. Contributions are based on gross wages.
4. Contributions are paid monthly.
5. Contribution periods are April–September and October–March.
6. Employer is responsible for deduction, deposit, and compliance.
Conclusion
The contribution provisions under the ESI Act, 1948 ensure that workers have a safety net.
By pooling small amounts from both employers and employees, the Act creates a fund that
provides big benefits—medical care, sickness support, maternity protection, and more.
It’s a beautiful example of shared responsibility: employers and employees both invest in
security, and society as a whole benefits.
7. State the rules regarding distribuon of compensaon under the Workmen's
Compensaon Act, 1923.
Ans: Rules Regarding Distribution of Compensation under the Workmen’s Compensation
Act, 1923
The Workmen's Compensation Act, 1923 (now also known as the Employees’ Compensation
Act) is designed to protect workers and their families in case of injury or death during
employment. One of the most important parts of this Act is how compensation is
distributed, especially when a worker dies. Let’s understand this in a simple, story-like way.
Basic Idea: Why Distribution Matters
Imagine a worker who is the sole earning member of a family. If something unfortunate
happens—like an accident at work—the family suddenly loses its financial support. The law
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ensures that compensation is not just given, but fairly distributed among dependents such
as spouse, children, or parents.
Key Rules for Distribution of Compensation
1. Compensation is Paid Through the Commissioner
The first and most important rule is that compensation is not directly handed over to the
family by the employer.
Instead, it must be deposited with the Commissioner for Employees’ Compensation.
Why?
This ensures fairness. The Commissioner carefully examines:
• Who are the dependents?
• How much each person should receive?
This prevents misuse or unfair distribution.
2. Distribution Only Among Dependents
Compensation is distributed only to legal dependents of the deceased worker.
Dependents may include:
• Wife or husband
• Minor children
• Widowed mother
• Disabled adult children
• Other relatives who were financially dependent
If someone is not financially dependent, they do not get a share.
3. Commissioner Decides the Shares
The Commissioner has the authority to decide:
• Who gets compensation
• How much each person receives
This decision is based on:
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• Level of dependency
• Age of dependents
• Financial needs
For example:
• A minor child may get a protected share
• A widow may receive a larger portion
Simple Diagram to Understand Distribution
Compensation Amount
│
▼
Commissioner for Employees’ Compensation
│
┌─────────────┼─────────────┐
▼ ▼ ▼
Wife Children Parents
(Major Share) (Protected) (If Dependent)
This diagram shows how the Commissioner acts as a central authority to ensure fair
division.
4. Special Protection for Minors and Disabled Dependents
If compensation is given to:
• Minors (children under 18)
• Mentally or physically disabled dependents
The money is not given directly.
Instead:
• It is kept in safe custody or invested
• The Commissioner releases money periodically
This ensures long-term financial security.
5. Lump Sum vs Periodic Payments
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The Commissioner may decide:
• To give lump sum amount
OR
• To provide periodic payments (like installments)
This depends on what is best for the dependent.
For example:
• A widow may receive monthly support
• A child’s education may be funded over time
6. No Assignment or Transfer Allowed
The compensation amount:
• Cannot be transferred
• Cannot be assigned to others
• Cannot be attached by creditors
This means no one can take away this money—even if the family has debts.
This rule protects the true purpose of compensation: supporting the family.
7. In Case of No Dependents
If the worker dies and:
• No dependents are found
The compensation does not go to relatives randomly.
Instead:
• It may be returned or handled according to legal provisions by the Commissioner.
8. Employer Must Deposit Full Amount
The employer must:
• Deposit the full compensation amount
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• Do it within the prescribed time
Failure may result in:
• Penalty
• Interest charges
This ensures that families don’t suffer delays.
Why These Rules Are Important
These rules are not just legal formalities—they are designed to:
• Protect vulnerable families
• Ensure fair and transparent distribution
• Prevent exploitation or misuse
• Provide long-term financial stability
Without such rules, compensation could be:
• Unequally distributed
• Misused by one family member
• Lost due to poor decisions
Final Understanding (In Simple Words)
Think of the Commissioner as a trusted guardian who ensures that the compensation:
• Goes to the right people
• Is distributed fairly
• Is used in the best interest of the family
So, the Act doesn’t just give money—it ensures that the money actually helps those who
need it most.
8. How far is an employer liable for compensaon to a workman injured by accident
arising out of and in course of his employment?
Ans: The Basic Idea
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The law recognizes that workers often face risks while doing their jobs. If a worker is injured
or dies due to an accident arising out of and in the course of employment, the employer is
liable to pay compensation.
In simple words: If the accident is connected to the job and happens while the worker is
performing duties, the employer must compensate.
Key Provisions of Employer’s Liability
The liability of the employer is not unlimited—it is defined by certain rules under the
Employees’ Compensation Act, 1923 (earlier called Workmen’s Compensation Act). Let’s
break these down:
1. Accident Must Arise Out of Employment
• The accident must be linked to the nature of the job.
• Example: A factory worker injured while operating a machine is covered.
• But if the worker gets injured while doing something unrelated (say, playing cricket
outside the factory), the employer is not liable.
2. Accident Must Occur in the Course of Employment
• The accident must happen during working hours or while performing duties.
• Example: A delivery driver injured in a road accident while delivering goods is
covered.
• But if the driver takes a personal detour and gets injured, the employer may not be
liable.
3. Employer’s Liability for Compensation
The employer must pay compensation if:
• The injury results in death.
• The injury causes permanent total disability.
• The injury causes permanent partial disability.
• The injury causes temporary disability lasting more than 3 days.
The amount depends on the worker’s wages and the nature of disability.
4. Exceptions (When Employer is Not Liable)
The employer is not liable if:
• The injury does not arise out of employment.
• The injury is due to the worker’s own negligence (e.g., being drunk).
• The injury is due to deliberate disobedience of safety rules.
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5. Compensation Amount
The law provides formulas for calculating compensation:
• Death → 50% of monthly wages × relevant factor (based on age).
• Permanent total disability → 60% of monthly wages × relevant factor.
• Permanent partial disability → Proportionate compensation based on loss of
earning capacity.
• Temporary disability → Half-monthly payments during the period of disablement.
Example: A worker earning ₹12,000 per month dies in an accident. Compensation = 50%
× 12,000 × relevant factor (say 200 for age 30) = ₹12,00,000.
6. Medical Expenses
Apart from compensation, the employer must also cover medical expenses for treatment of
the injured worker.
Imaginary Scenario
Let’s imagine a textile mill worker named Ravi.
• Ravi earns ₹10,000 per month.
• While operating a machine, his hand gets severely injured.
• The injury leads to permanent partial disability (say, 40% loss of earning capacity).
Compensation = 60% of wages × relevant factor × % disability. = 60% × 10,000 × 200 ×
40% = ₹4,80,000
So, Ravi’s employer must pay ₹4,80,000 as compensation.
🖼 Diagram to Visualize
Employer’s Liability for Compensation
Accident must be:
┌─────────────────────────┐
│ Arising out of job │
│ (Linked to employment) │
└─────────────────────────┘
│
▼
┌─────────────────────────┐
│ In course of employment │
│ (During duty/work hours)│
└─────────────────────────┘
│
▼
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┌─────────────────────────┐
│ Employer liable to pay │
│ Compensation (Death, │
│ Disability, Medical) │
└─────────────────────────┘
Key Takeaways
1. Employer is liable if accident arises out of employment and in course of
employment.
2. Compensation depends on wages and nature of injury.
3. Employer must also cover medical expenses.
4. No liability if injury is due to worker’s negligence, intoxication, or disobedience of
safety rules.
Conclusion
An employer’s liability for compensation is fair but limited. The law ensures that workers
are protected when accidents happen during their job, but it also protects employers from
unfair claims. In essence, the employer is liable as far as the accident is connected to the
job and occurs while performing duties.
This balance ensures justice for workers while keeping industries running smoothly.
“This paper has been carefully prepared for educaonal purposes. If you noce any
mistakes or have suggesons, feel free to share your feedback.”
