Dear Friends,
One of the earliest pieces of social welfare legislation in the country, the Employee's Compensation Act of 1923, previously known as the Workmen Compensation Act, has been on the statute book for over eighty years. This act supports employees and their dependents in case of mishaps occurring during the course of employment, where the employer is liable to compensate in the event of death or major/minor injuries to an employee and their dependents. The Act also includes provisions for compensating workers for certain occupational diseases contracted during their employment.
The recent amendments that came into force in 2009 aimed to broaden the definition of "employee" to encompass a wide range of individuals. It now applies to all classes of employees and is gender-neutral, covering workers employed in various capacities specified in Schedule II of the Act, including Factories, Mines, Plantations, Mechanically Propelled Vehicles, Construction Work, and certain other hazardous occupations, as well as specified categories of Railway Servants. There is no wage limit for coverage under the Act, except for persons serving in the Armed Forces and those covered by the Employees' State Insurance Act of 1948. The Act does not differentiate between types of employees, encompassing contractual, permanent, casual, daily wage, and even employees working abroad. In the case of contractual employees, both the contractor and principal employer are liable to pay compensation to the employee in the event of mishaps defined in the Act.
This legislation provides relief to numerous workers in both the organized and unorganized sectors, regardless of their salary, designation, or status. However, delays in the claims process can hinder the timely support for dependents, leading to significant challenges for families who have lost their primary breadwinner. It is crucial for authorities to establish a mechanism to expedite such cases and ensure that individuals in need receive relief promptly. The impact of losing a bread earner can be devastating on a family, not just financially but also socially and emotionally. It is essential to address these matters with compassion and efficiency to prevent undue hardship on affected families.
The cover story in this issue of Business Manager HR Magazine delves into the legalities and technicalities of the Employee's Compensation Act, presenting key aspects in a comprehensive and easily understandable manner by experts and the research team of BM. Upon reading this issue, you will gain a thorough understanding of the employee's compensation law in the country.
From India, Delhi
Acknowledge(0)
Amend(0)
181One of the earliest pieces of social welfare legislation in the country, the Employee's Compensation Act of 1923, previously known as the Workmen Compensation Act, has been on the statute book for over eighty years. This act supports employees and their dependents in case of mishaps occurring during the course of employment, where the employer is liable to compensate in the event of death or major/minor injuries to an employee and their dependents. The Act also includes provisions for compensating workers for certain occupational diseases contracted during their employment.
The recent amendments that came into force in 2009 aimed to broaden the definition of "employee" to encompass a wide range of individuals. It now applies to all classes of employees and is gender-neutral, covering workers employed in various capacities specified in Schedule II of the Act, including Factories, Mines, Plantations, Mechanically Propelled Vehicles, Construction Work, and certain other hazardous occupations, as well as specified categories of Railway Servants. There is no wage limit for coverage under the Act, except for persons serving in the Armed Forces and those covered by the Employees' State Insurance Act of 1948. The Act does not differentiate between types of employees, encompassing contractual, permanent, casual, daily wage, and even employees working abroad. In the case of contractual employees, both the contractor and principal employer are liable to pay compensation to the employee in the event of mishaps defined in the Act.
This legislation provides relief to numerous workers in both the organized and unorganized sectors, regardless of their salary, designation, or status. However, delays in the claims process can hinder the timely support for dependents, leading to significant challenges for families who have lost their primary breadwinner. It is crucial for authorities to establish a mechanism to expedite such cases and ensure that individuals in need receive relief promptly. The impact of losing a bread earner can be devastating on a family, not just financially but also socially and emotionally. It is essential to address these matters with compassion and efficiency to prevent undue hardship on affected families.
The cover story in this issue of Business Manager HR Magazine delves into the legalities and technicalities of the Employee's Compensation Act, presenting key aspects in a comprehensive and easily understandable manner by experts and the research team of BM. Upon reading this issue, you will gain a thorough understanding of the employee's compensation law in the country.
From India, Delhi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.