Role of ILO in Welfare of Labour 1

A PROJECT REPORT ON
ROLE OF ILO IN WELFARE OF LABOUR

SUBMITTED TO

Dr. Balwinder kaur

(FACULTY – LABOUR LAW – II )

SUBMITTED BY

Naveen sihare

SEMESTER – V

ROLL NO– 97

BATCH – 13

DATE OF SUBMISSION: – 23-10-2017

Hidayatullah national law university

Raipur (c.g.)

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Role of ILO in Welfare of Labour 2

ACKNOWLEDGEMENT

This project has been prepared in consideration within the available time and resources.
On completion of this project satisfactorily and successfully land new in the midst of
elation at this movement. On the culmination of finishing my project, I am in dept to all
those who helped me continuing my task, up till end especially to my lecturers who
were the sources of constant inspiration and encouragement for the completion of this
project. I owe a deep sense of gratitude and in debt to our lecturers for giving us
opportunity to write this and help us and guide us with through out this project. To make
subject clearer suitable details have been given. Errors do creep of every care has been
taken as it is well known fact that it is impossible to escape the devil of errors. Words fail
to express my deep sense of glee to my honorable teacher, Mr. Manoj Kumar, who
enlightened me with his beautiful work on this topic. I would like to thank him for
guiding me in doing all sorts of researches, suggestions and having discussions regarding
my project topic by devoting his precious time. My heartiest thanks also go to H.N.L.U
for providing Library, Computer and Internet facilities. And lastly I thank my friends,
seniors and all those around me who have helped me in the completion of this project in
collecting and locating all the required source of materials. It is my great pleasure to
acknowledgement my deep sense of gratitude to our teachers for their valuable guidance
and thanks to all my friends for their valuable contribution and help in completion of the
project.

Submitted by
Naveen sihare

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CONTENTS

I. Research Methodology………………………………………………………….04
II. Objectives……………………………………………………………………….04
III. Introduction to ILO…………………………….……………….……………….05
IV. Chapter-1 Concepts of Labour Welfare…...………………………………….....06
 Definitions…………………………………………………………………...08
 Features……………………………………………………………………....08
 Objectives………………………………………………………………...….09
 Principle…………………………………………………………………..….10
 Approaches………………………………………………………………..…11
V. Chapter-2 Impact of Labour Laws in India……………………………………...12
 Core Conventions……………………………………………………………13
 Labour Legislations………………………………………………………….13
 Areas of ILO
activities……………………………………………………….15
 1952 ILO Convention………………………………………………………..18
VI. Conclusion………………...……………………………………………………..20
VII. Bibliography ……………….……..………………...…..……………………….21

RESEARCH METHODOLOGY

The sources of data for this project are secondary in nature, including books, articles, law
journals and online resources. The mode of writing in this project is descriptive and
analytical.

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Role of ILO in Welfare of Labour 4

OBJECTIVES

 To study Role of ILO in labour welfare

 To analyze the application of acts of ILO in labour laws of India

INTRODUCTION TO ILO

The International Organization (ILO) was set up in 1919 as a part of the League of
Nations for the promotion of universal peace through social justice. The ILO was
the only international organization that survived the Second World War even after
the dissolution of parent body, the League of Nations. It became the first specialized

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Role of ILO in Welfare of Labour 5

agency of the United Nations in 1946 in accordance with the agreement entered into
two organizations.

The aims and purposes of the ILO are set up in the Preamble to its Constitution and
in the Declaration of Philadelphia, adopted in 1944, and formally appended to the
constitution in 1946.The Preamble affirms that universal peace can be established
only if it is based upon social justice, draws attention to the existence of conditions
of the labour involving injustice, hardships to a large number of people and declares
that improvement in these conditions is urgently required through such means as the
regulation of hours of work ,prevention of unemployment, provision of adequate
living wages, protection of workers against sickness, disease and injury arising out
of employment, protection of children, young persons and women, protection of the
interest of migrant workers, recognition to the principles of association and also
states that the failure of any nation to adopt human conditions of labour is an
obstacle in the way of other nations desiring to improve labour conditions in their
own countries.

The Organization is financed by contributions paid by the governments of the

member nations, annually. The contribution made by each member state is
determined as a percentage of the total expenditure.

The ILO consists of three principle organs, namely –the International Labour
Conference, the Governing body and the International Labour Office. The
International Labour Conference is the supreme deliberative body of the ILO and
acts as the legislative wing of the organization. The International Labour
Conference elects the governing body and adopts international labour standards in
the form of Conventions and Recommendations collectively known as the
International Labour Code and provides a forum for discussion on social and labour
questions. The Governing Body functions as the executive wing of the organization.
The Governing Body appoints Director-General and prepares the agenda for the
conference. It consists of 56 members, 28 representing governments, 14 employers
and 14 workers. The International Labour office, whose headquarters are located in

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Geneva, provides the secretariat for all conferences and other meeting and is
responsible for day-to-day implementation of the administrative and other decisions
of the conference, and the Governing Body.

Chapter-1 CONCEPT OF LABOUR WELFARE1

Labour Welfare is the provision and maintenance of the conditions of life for labour
individuals by the community.
The term welfare refers to a state of living of an individual or group in a desirable
relationship with total environment – ecological, economic, and social.
Conceptually as well as operationally, labour welfare is a part of social welfare which, in
turn, is closely linked to the concept and the role of the State. The concept of social
welfare, in its narrow contours, has been equated with economic welfare.
Pigou defined it as “that part of general welfare which can be brought directly or
indirectly into relations with the measuring rod of money” (Pigou, 1962). According to
Willensky and Labeaux, social welfare alludes to “those formally organized and socially
sponsored institutions, agencies and programmes which function to maintain or improve
the economic conditions, health or interpersonal competence of some parts or all of a
population” (Willensky and Labeaux, 1918).
Labour welfare is an extension of the term Welfare and its application to labour. During
the industrialization process, the stress on labour productivity increased; and brought
about changes in the thinking on labour welfare. An early study under the UN observed
as follows “in our opinion most underdeveloped countries are in the situation that
investment in people is likely to prove as productive, in the purely material sense, as any
investment in material resources and in many cases, investment in people would lead to a
greater increase of the flow of goods and services than would follow upon any
comparable investment in material capital” (UN, 1951). The theory that welfare

1
O P MALHOTRA, ‘The Law of Industrial Disputes’, BUTTERWORTHS , NEW DELHI, VOL. 1 AND VOL. 2,
6 EDITION, 2004
TH

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expenditure, especially expenditure on health and education, is productive investment has

led to the view that workers could work more productively if they were given a fair deal
both at the work place and in the community.
The concept of labour welfare is flexible and elastic and differs widely with
time, region, industry, social values and customs, degree of industrialization, the general
socio-economic development of the people and the political ideologies prevailing at a
particular time. It is also molded according to the age-groups, socio-cultural background,
marital and economic status and educational level of the workers in various industries
In its broad connotation, the term welfare refers to a state of living of an
individual or group in a desirable relationship with total environment – ecological,
economic, and social. Conceptually as well as operationally, labour welfare is a part of
social welfare which, in turn, is closely linked to the concept and the role of the State.
The concept of social welfare, in its narrow contours, has been equated with economic
welfare. As these goals are not always be realized by individuals through their efforts
alone, the government came into the picture and gradually began to take over the
responsibility for the free and full development of human personality of its population.
However, labour welfare has both positive and negative sides associated to
it. On the positive side, it deals with the provision of opportunities which enable the
worker and his family to lead a good life, socially and personally, as well as help him to
adjust social transition in his work life, family life and social life. On the negative side it
functions in order to neutralize the baneful effects of large scale industrialization and
provide a counterbalance to the undesirable social consequences and labour problems
which have evolved in the process of this transition.
The word labour means any productive activity. In a broader sense,
therefore, the phrase labour welfare means the adoption of measures to promote the
physical, social, psychological and general well-being of the working population. Welfare
work in any industry aims, or should aim, at improving the working and living conditions
of workers and their families.

Definitions:

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Labour welfare has been defined in various ways, though unfortunately no single
definition has found universal acceptance. The Oxford Dictionary defines labour welfare
as “efforts to make life worth living for worker”
Chamber’s Dictionary defines welfare as “a state of faring or doing well;
freedom from calamity, enjoyment of health, prosperity.”
The ILO report refers to labour welfare as “such services, facilities, and
amenities, which may be established in, or in the vicinity of undertakings to enable
persons employed therein to perform their work in healthy and congenial
surroundings and provided with amenities conducive to good health and high
morale”.

Features:
On the basis of the various definitions, the basic characteristics of labour
welfare work may be noted thus:
 It is the work which is usually undertaken within the premises or in the vicinity
of the undertakings for the benefit of the benefit of the employees and the
members of their families.
 The work generally includes those items of welfare which are over and above
what the employees expect as a result of the contract of service from the
employers.
 The purpose of providing welfare amenities is to bring about development of the
whole personality of the worker -his social, psychological, economic, moral,
cultural and intellectual development to make him a good worker, a good citizen
and a good member of the family.
 These facilities may be provided voluntarily by progressive and enlightened
entrepreneurs at their own accord out of their realization of social responsibility
towards labour, or statutory provisions may compel them to make these facilities
available; or these may be undertaken by the government or trade unions, if they
have the necessary funds for the purpose.

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 Labour welfare is a very broad term, covering social security and such other
activities as medical aid, crèches, canteens, recreation, housing, adult education,
arrangements for the transport of labour to and from the work place.
 It may be noted that not only intra-mural but also extra-mural, statutory as well
as non-statutory activities, undertaken by any of the three agencies- the
employers, trade unions or the government- for the physical and mental
development of the worker, both as a compensation for wear and tear that he
undergoes as a part of the production process and also to enable him to sustain
and improve upon the basic capacity of contribution to the processes of
production, “which are all the species of the longer family encompassed by the
term ‘labour welfare’.

Objectives:
All labour welfare measures have the following objectives:
 Enabling workers to live richer and more satisfactory lives;
 Contributing to the productivity of labour and efficiency of the enterprise;
 Enhancing the standard of living of workers by indirectly reducing the burden on
their purse;
 Enabling workers to live in tune and harmony with services for workers obtaining
in the neighbor hood community where similar enterprises are situated;
 Based on an intelligent prediction of the future needs of the industrial workers,
designing policies to cushion off and absorb the shocks of industrialisation and
urbanisation to workers;
 Fostering administratively viable and essentially developmental outlook among
the workforce; and
 Discharging social responsibilities.

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Principles:2
Certain fundamental considerations are involved in the concept of labour welfare. The
following are the more important among them.
 Social responsibility of industry
It is assumed that labour welfare is an expression of industry’s duty towards its
employees. Social responsibility means that the obligation of the industry to pursue those
policies, to take such decisions, and to follow those lines of action which are desirable in
terms of the objectives and values currently obtaining in the society. The values of the
Indian community are enshrined in the constitution of the country. Labour welfare is not
embroidery on capitalism nor the external dressing of an exploitative management;
rather, it is an expression of the assumption by industry of its responsibility for its
employees
 Democratic Values
The principle of democratic values of labour welfare concedes that workers may have
certain unmet needs for no fault of their own, that industry has an obligation to render
them help in gratifying those needs, and that workers have a right of determining the
manner in which these needs can be met and of participating in the administration of the
mechanism of need gratification. The underlying assumption to this approach is that the
worker is a mature and rational individual who is capable of taking decisions for
himself/herself.
 Adequacy of wages
The third principle of labour welfare is adequacy of wages; it implies that labour welfare
measures are not a substitute for wages. It will be wrong to argue that since workers are
given a variety of labour welfare services, they need be paid only low wages. Right to
adequate wage is beyond dispute.
 Efficiency
The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is
to cultivate efficiency. Even those who deny any social responsibility for industry do

2
S C SHRIVASTAVA, ‘Industrial Relations and Labour Laws’ , VIKAS PUBLISHING HOUSE, NEW DELHI, 5TH
EDITION, 2007

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accept that an enterprise must introduce all such labour welfare measures which promote
efficiency (Marshall, 1950). It has been often mentioned that workers’ education and
training, housing, and diet are the three most important aspects of labour welfare, which
always accentuate labour efficiency.
 Re-personalization
Since industrial organisation is rigid and impersonal, the goal of welfare in industry is the
enrichment and growth of human personality. The labour welfare movement seeks to
bring cheer, comfort, and warmth in the human relationship by treating man as an
individual, with quiet distinct needs and aspirations. Social and cultural programmes,
recreation and other measures designed after taking into consideration the workers’
interests go a long way in counteracting the effects of monotony, boredom, and
cheerlessness.
 Co-responsibility
The sixth principle of labour welfare recognizes that the responsibility for labour welfare
lies on both employers and workers and not on employers alone. Labour welfare
measures are likely to be of little success unless mutuality of interest and responsibilities
are accepted and understood by both the parties, in particular the quality of responsibility
at the attitudinal and organizational level.
 Totality of welfare
The final principle of labour welfare is that the concept of labour welfare must permeate
throughout the hierarchy of an organization, and accepted by all levels of functionaries in
the enterprise.

Approaches3
The issue of labour welfare may be studied from different angles, such as:
 The location, where these amenities are provided, within and outside the
industrial undertakings;
 The nature of amenities such as those concerned conditions of employment and
 The welfare activities termed as ‘statutory’, ‘voluntary’ and ‘mutual’.
 The agencies which provide living conditions of work people; these amenities.
3
http://www.ilo.org//

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 On the basis of location of welfare activities, labour welfare work has been
classified by Broughton in two specific categories, namely, (a)intramural(b)extra-
mural

CHAPTER-2 IMPACT OF ILO ON LABOUR LAWS OF INDIA4

The ILO (International Labor Organization) was set up in the year 1919, with an aim to
improve the conditions of labors around the world. India was the founding member of
ILO, which has now expanded its membership to 145 nations. ILO through its
conventions and recommendations helps nations to draw their own set of labor laws for
the better treatment of the working class, and the preservation of their rights. The
principal means of action in the ILO is the setting up the International Labor Standards in
the form of Conventions and Recommendations. Conventions are international treaties
and are instruments, which create legally binding obligations on the countries that ratify
them. Recommendations are non-binding and set out guidelines orienting national
policies and actions.

Labor Law regulates matters, such as, labor employment, remunerations, and conditions
of work, trade unions, and labor management relations. They also include social laws
regulating such aspects as compensation for accident caused to a worker at work, fixation
of minimum wages, maternity benefits, sharing of the company’s profit by the workers,
and so on. Most of these legal instruments regulate rights and responsibilities of the
working people.

The approach of India with regard to International Labor Standards has always been
positive. The ILO instruments have provided guidelines and useful framework for the
evolution of legislative and administrative measures for the protection and advancement
of the interest of labor. To that extent the influence of ILO Conventions as a standard for
reference for labor legislation and practices in India, rather than as a legally binding
norm, has been significant. Ratification of a Convention imposes legally binding
4
DR. G V GOSWAMI, ‘Labour Industrial Laws’, CENTRAL LAW AGENCY, ALLAHABAD, 8TH EDITION, 2004

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obligations on the country concerned and, therefore, India has been careful in ratifying
Conventions. It has always been the practice in India that we ratify a Convention when
we are fully satisfied that our laws and practices are in conformity with the relevant ILO
Convention. It is now considered that a better course of action is to proceed with
progressive implementation of the standards, leave the formal ratification for
consideration at a later stage when it becomes practicable. We have so far ratified 39
Conventions of the ILO, which is much better than the position obtaining in many other
countries. Even where for special reasons, India may not be in a position to ratify a
Convention, India has generally voted in favor of the Conventions reserving its position
as far as its future ratification is concerned.

Core Conventions of the ILO5: - The eight Core Conventions of the ILO (also called
fundamental/human rights conventions) are:

Forced Labor Convention (No. 29), Abolition of Forced Labor Convention (No.105),
Equal Remuneration Convention (No.100), Discrimination (Employment Occupation)
Convention (No.111) (The four have been ratified by India)

Freedom of Association and Protection of Right to Organized Convention (No.87), Right

to Organize and Collective Bargaining Convention (No.98), Minimum Age Convention
(No.138), Worst forms of Child Labor Convention (No.182) (These four are yet to be
ratified by India)

The effect of ILO on Labor legislation in India6

With the growth and expansion of factories and industries in the subcontinent beginning
in the mid-nineteenth century, new avenues for employment were created, resulting in a
gradual migration of the labor force from rural areas to mills and factories located
primarily in urban areas.

5
www.ilo.org/connventions_labourwelfare/
6
S N MISHRA, ‘Labour and Industrial Laws’, CENTRAL LAW PUBLICATIONS, ALLAHABAD, 25TH EDITION,
2009

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The Factories Act 1881 is the basis of all labor and industrial laws of the country. It
contained provisions even for hours of work of women and workers including that of
minimum age for employment of children. After the International Labor Organization
(ILO) was formed in 1919, this Act was amended and thereafter repealed, resulting in the
promulgation of the Factories Act 1934. It makes provision for safety, health and hygiene
of the workers and special provision for women and juvenile workers. It also prohibits
child labor. It limits work of a child in factories, including the seasonal ones.

Under the Mines Act 1923 which applies to workers employed in mines, the hours of
work for persons employed on surface are limited to ten per day and fifty four per week.
The periods of work including rest interval shall not spread over more than 12 hours in
any day. For workers employed underground, the daily limit is nine hours per day. The
Act does not contain provisions as to overtime work. No worker is to work in a mine for
more than six days a week. The Act does not provide for wages for the weekly rest day.

The government of India set up an enquiry committee in 1926 to ascertain the loophole
for irregularity of payment of wages to industrial workers. The Royal Commission on
Labor appointed in 1929 considered the reports and suggestions of the aforesaid
enquiry committee and recommended for enactment for prevention of maladies relating
to payment of wages resulting in the promulgation of the Payment of Wages Act in 1936.
It aimed, firstly, at disbursement of actual distributable wages to workers within the
prescribed period and, secondly, to ensure that the employees get their full wages without
any deduction. The Act was passed to regulate the payment of wages to certain classes of
persons employed in industry. The object of the Act obviously was to provide a cheap
and speedy remedy for employees to whom the Act applied inter alia, to recover wages
due to them, and for that purpose, a special tribunal was subsequently created, but due to
some inherent defects in the statute the recovery of decree able wages rema
ined difficult.

The Weekly Holidays Act of 1942 prescribes one paid holiday a week for persons
employed in any shop, restaurant or theatre (excepting those employed in a confidential

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capacity or in a position of management). The government is empowered to grant

additional half-day holiday with pay in a week

The Industrial Disputes Act, 1947 came into being on the 1st day of April 1947. The
Act provided for establishment of industrial tribunals by the appropriate government in
British India. It established a full-fledged industrial tribunal for adjudication of industrial
disputes for the first time

The Industrial Employment (Standing Orders) Act, 1946 came into operation for the
first time requiring employers in industrial establishments employing 100 or more
workmen to define the terms of employment of workmen in the form of standing orders
which should be in general conformity with the model standing orders incorporated in the
Act. The Merchant Shipping Act, 1923 provided for an agreement between a seaman and
the master of the ship regarding terms of service

Some of the important areas of ILO activities and field operations are7-

 Manpower Organization and Vocational Training-The ILO as well as the

United Nations made concerted efforts in the post second world war period
in the manpower field to stimulate the most effective and productive use of
human resources in the whole process of economic and social development.
The ILO manpower experts have been made available to developing
countries seeking help in assessing their manpower needs and in organizing
vocational training programmes for meeting skill shortage.

 Migrant workers-Migrant workers make an important contribution to the

economic development of their host countries, yet they may suffer from
many forms of discrimination. The international Labour Conference adopted
a resolution in June 1971 on the need to promote equality of migrant
workers in all social and labour matters.

7
http://www.un.org/protection_labours/

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 Women workers- The ILO Constitution specifically provides for the

protection of women workers. The first session of the International Labour
Conference held in Washington in October 1919, adopted international
standards protecting expectant mothers and limiting the amount of night
work by women. In 1937, the conference set down the ILO’s aims in regard
to women workers, namely,

a. the guarantee of all civil and political rights;

b. full opportunities to improve their education;

c. better conditions for finding employment;

d. equal pay for equal work;

e. legal protection against dangerous working conditions;

f. legal maternity protection;

g. The same trade union rights as that of men.

The main conventions adopted by the ILO with regard to women workers are
:Maternity Protection ,1919(revised in 1948);the Night work (women)1919(revised
in 1934,1948);the Underground work(women)1953 and the Equal
Remuneration,1951.

 Child Workers- The ILO has been concerned with the problem of child
employment since its inception. It has played a key role in the fight against
exploitation of children by setting standards, regulating the minimum age for
working and the recruitment of youngsters into unhealthy or dangerous jobs.
The theme of the Director-General’s report at the 69th session of the
International Labour Conference (1983) was on child labour.

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 Social Security-The ILO has done the pioneering work in the field of social
security. A number of Recommendations and Conventions deal with workmen’s
compensation, sickness insurance, invalidity, old-age, and survivor’s insurance ,
unemployment provisions, maternity protection and general aspects of social
security. One of the most important instruments adopted by the ILO is the social
security (Minimum Standards) conventions, 1952. Currently, the organization’s
main object is to extend social security to agriculture and plantation workers.

 Conditions of work-The ILO has devoted considerable attention to the

conditions of work of labour at work places including(a)hours of work,
(b)weekly rest,(c)holidays with pay,(d)principles and methods of wage
regulation and(e)labour administration and inspection. A large number of
Recommendations and Conventions covering conditions of work of labour have
been adopted by the International Labour Conference.

 Health, safety and welfare-In promoting the interests of labour in the fields of
health, safety and welfare, the ILO has had recourse to a variety of methods,
e.g.international regulations, model codes, technical monographs on dangerous
machinery and assistance to governments in drafting regulations. Conventions
and Recommendations in these fields suggest general principles concerning the
prevention of accidents and protection of health of the workers and also indicate
the special requirements of particular industries and processes. The ILO has
emphasized on protection against sickness, disease and protection against
sickness, disease and injury arising out of employment and stressed on
occupational health service and environmental protection. Moreover, the
organization did much to bring about the standardization of industrial injury and
occupational disease statistics and the systematic collection of data on accident
frequency.

 Co-operatives-Since co-operative organizations of all types proved to be ideal

for the developing countries; the ILO has undertaken projects to establish co-
operatives, both of producers and consumers, and co-operative legislation to

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develop specific types of co-operatives and train personnel in co-operative

methods.

 Other Activities-(a)promotion of handicrafts and small industries

(b)Encouragement and reinforcement of workers education programmes
undertaken by worker’s organizations and other interested parties (c)Adoption
of number of Conventions and Recommendations dealing exclusively with
various aspects of conditions of employment and welfare of seafarers.

The 1952 ILO convention on social security divided social security into nine
components:

(a) Medical care: This should cover pregnancy, confinement, and its consequences and
any disease which may lead to a morbid condition. The need for pre-natal and post-natal
care, in addition to hospitalization, was emphasized. A morbid condition may require
general practitioner care, provision of essential pharmaceuticals and hospitalization.

(b) Sickness benefit: This should cover incapacity to work following morbid condition
resulting in loss of earnings. This calls for periodical payments based on the convention
specification. The worker need not be paid for the first three days of suspension of
earnings and the payment of benefit may be limited to 26 weeks in a year.

(c) Unemployment benefit: This should cover the loss of earning during a worker’s
unemployment period. When he is capable and available for work but remains
unemployed because of lack of suitable employment. This benefit may be limited to 13
weeks payment in a year, excluding the first seven days of the waiting period.

(d) Old-age benefit: This benefit provides for the payment-the quantum depending upon
an individual’s working capacity during the period before retirement.-of a certain amount
beyond a prescribed age and continues till death.

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(e) Employment injury benefit: This should cover the following contingencies resulting
from accident or disease during employment:
 Morbid condition
 Inability to work following a morbid condition, leading to suspension of earning;
 Total o0r partial loss of earning capacity which may become permanent;
 Death of the breadwinner in the family, as a result of which family is deprived of
financial support. Medical care and periodical payment corresponding to an
individual’s need should be available.

(f) Family benefit: This should cover responsibility for the maintenance of children
during an entire period of contingency. Periodical payment, provision of food, housing,
clothing, holidays or domestic help in respect of children should be provided to a needy
family.

(g) Maternity benefit: This benefit should cover pregnancy, confinement and their
consequences resulting in the suspension of earnings. Provision should be for medical
care, including pre-natal confinement, post-natal care and hospitalization if necessary.
Periodical payment limited to 12 weeks should be made during the period of suspension
of earnings.

(h) Invalidism benefit: This benefit, in the form of periodical payments should cover the
needs of workers who suffer from any, disability arising out of sickness or accident and
who are unable to engage in any gainful activity. This benefit should continue till
invalidism changes into old-age, when old age benefits would become payable.

(i) Survivor’s benefit: This should cover periodical payments to the family following
the death of its breadwinner and should continue the entire period of contingency.

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CONCLUSION

The international Labour Organization did much to improve working and living
condition of people throughout the world. It is shown itself to be an efficiency tool in the
service of social justice in all parts of the world. It has brought about international co-
operation, unity and understanding and helped in the elimination of poverty and injustice.
It has rendering exemplary service to all the three elements composing it –government,
employers and workers. Its Conventions have been greatly appreciated by the working
class all over the world for their beneficent, humanitarian and missionary influence. They
are considered as the embodiment of social justice by the under-privileged. Our country
is greatly benefited by the ILO standards which helped in improving the working class. It
has greatly influenced labour legislation, labour welfare, trade unionism and industrial
relations of our country. The very law making process in our country in the field of
labour has been considerably influenced by its standard-setting process. Following ILO
traditional, the principle of tripartite consultation has been successfully adopted by the
Government of India in the formulation of labour policy on the Government of India in
the formulation of labour policy on the basis of consensus. n essence, there is a close
resemblance between the ILO Philadelphia Charter of 1944 and the Fundamental Rights
and the Directive Principles of State Policy under the Indian Constitution. These entire
basic documents are based on the principles of freedom, individual dignity and social
justice.

A Project Report on Labour Law

Role of ILO in Welfare of Labour 21

India provides for core labour standards of ILO for welfare of workers and to protect
their interests. India has a number of labour laws addressing various issues such as
resolution of industrial disputes, working conditions, labour compensation, insurance,
child labour, equal remuneration etc. Labour is a subject in the concurrent list of the
Indian Constitution and is therefore in the jurisdiction of both central and state
governments. Both central and state governments have enacted laws on labour issues.
Central laws grant powers to officers under central government in some cases and to the
officers of the state governments in some cases.

BIBLIOGRAPHY

 DR. G V GOSWAMI, ‘Labour Industrial Laws’, CENTRAL LAW AGENCY,

ALLAHABAD, 8TH EDITION, 2004
 K M PILLAI, ‘Labour and Industrial Law’ , ALLAHABAD LAW AGENCY,
ALLAHABAD, 10TH EDITION, 2005
 O P MALHOTRA, ‘The Law of Industrial Disputes’, BUTTERWORTHS , NEW
DELHI, VOL. 1 AND VOL. 2, 6TH EDITION, 2004
 S C SHRIVASTAVA, ‘Industrial Relations and Labour Laws’ , VIKAS
PUBLISHING HOUSE, NEW DELHI, 5TH EDITION, 2007
 S N MISHRA, ‘Labour and Industrial Laws’, CENTRAL LAW PUBLICATIONS,
ALLAHABAD, 25TH EDITION, 2009

A Project Report on Labour Law