Why Labour Law Knowledge is Non-Negotiable for HR Professionals
Let us be direct: if you work in HR and you do not understand Indian labour law, you are a liability risk for your employer. This is not an exaggeration. HR professionals are the people responsible for ensuring a company stays compliant with the complex web of employment legislation in India — and the consequences of getting it wrong range from financial penalties and legal disputes to criminal prosecution of senior management in serious cases.
India's labour law landscape changed significantly with the consolidation of 29 central labour laws into four New Labour Codes — and most working HR professionals have not been formally trained on these changes. This creates a significant gap and a significant opportunity for those who take the time to learn this properly.
The Aapvex Labour Law & Compliance course in Pune does not just teach you what the laws say — it teaches you what they mean for day-to-day HR operations, and how to implement practical compliance systems that protect your company and its employees. We use real case studies from Pune-based companies (manufacturing, IT, hospitality, and startups) to ground every concept in reality.
The Four New Labour Codes — What Every HR Professional Must Know
In 2020, the Government of India consolidated 29 central labour laws into four comprehensive codes. While their implementation is still being phased in at the state level, HR professionals need to understand what is changing and how to prepare. Here is what each Code covers:
Code on Wages, 2019
Consolidates the Minimum Wages Act, Payment of Wages Act, Equal Remuneration Act, and Payment of Bonus Act. Introduces a universal floor wage. Covers wage definition changes that significantly affect CTC structuring and PF calculation.
Industrial Relations Code, 2020
Replaces the Industrial Disputes Act, Trade Unions Act, and Standing Orders Act. Introduces new definitions of "workers" and "employer," and changes thresholds for prior government permission for layoffs and closures.
Social Security Code, 2020
Consolidates PF, ESI, Gratuity, Maternity Benefit, and EDLI schemes. Extends social security coverage to gig workers and platform workers for the first time in Indian law — a major shift for companies using contract staff.
Occupational Safety, Health & Working Conditions Code, 2020
Replaces the Factories Act and 12 other laws. Covers working hours, overtime, safety committees, and welfare provisions. Extends coverage to new categories of workers beyond factories.
Complete Course Curriculum
Our Labour Law course is structured to take you from the foundational principles through to practical compliance systems. Here is the full curriculum:
- Module 1 — Introduction to Labour Law: The Indian labour law framework, the constitution's role, central vs. state legislation, types of establishments and their applicable laws, and the difference between workmen and non-workmen.
- Module 2 — Code on Wages: Minimum wage fixation and applicability, scheduled employment, protected wages, equal remuneration provisions, payment of bonus eligibility and calculation, and how the new wage definition changes PF and gratuity calculations.
- Module 3 — Industrial Relations Code: Dispute resolution mechanisms, domestic enquiry procedures, disciplinary actions that can withstand legal scrutiny, standing orders, recognition of trade unions, and the new provisions on strikes and lockouts.
- Module 4 — Social Security Code: EPF and EPS contributions under the new definitions, ESI applicability to new categories, gratuity calculation and ceiling, maternity benefits, and social security for contract and gig workers.
- Module 5 — OSH Code (Factories Act Replacement): Applicability thresholds, welfare officer requirements, safety committee composition, working hours, overtime limits, leave entitlements, and welfare provisions for different categories of workers.
- Module 6 — POSH Act (Prevention of Sexual Harassment): Definition of sexual harassment, Internal Committee (IC) constitution, complaint procedure, enquiry process, annual report to the District Officer, employer obligations, and consequences of non-compliance.
- Module 7 — Contract Labour Act: When contract labour is applicable, contractor obligations vs. principal employer obligations, licence requirements, welfare provisions for contract workers, and how the Social Security Code changes contractor compliance.
- Module 8 — Maharashtra Shops & Establishments Act: Registration requirements, working hours, leave provisions, employment of women, notice requirements, and annual renewal of licences for establishments in Pune.
- Module 9 — Karnataka Shops Act (for Bangalore students): Key differences from Maharashtra provisions, registration, working hours, leave rules, and termination notice requirements applicable to Bangalore-based companies.
- Module 10 — Compliance Calendar & Audit Preparation: Building a monthly, quarterly and annual compliance filing calendar, internal audit checklists, document retention requirements, how to prepare for a labour inspector visit, and responding to show-cause notices.
Domestic Enquiry — A Critical Skill Taught in This Course
One of the most practically valuable components of this course is our deep coverage of domestic enquiry procedures. When a company needs to take disciplinary action against an employee — for misconduct, absenteeism, insubordination, or policy violation — the process must follow a legally prescribed sequence. If it does not, the employee can challenge the dismissal in a labour court and the company often loses, regardless of the severity of the misconduct.
We teach you the exact sequence: charge sheet drafting, suspension procedures, enquiry officer appointment, presenting the management's case, cross-examination protocols, enquiry officer's report, and the employer's final order. This is knowledge that most HR professionals only acquire after making expensive mistakes on the job — our course accelerates this learning safely.
Who Should Take This Labour Law Course?
- HR Generalists and HR Executives who handle compliance, but feel uncertain about specific legal requirements
- HR Managers and HR Business Partners who need to advise business leaders on employment law matters
- Legal compliance officers transitioning into or supporting HR functions
- Admin managers in manufacturing or construction companies who handle labour compliance directly
- Lawyers and para-legal professionals who want to specialise in employment and labour law advising
- Business owners who want to ensure their company is compliant before their first audit
Career Opportunities in HR Compliance
- HR Compliance Executive: ₹3–5.5 LPA. Manages compliance filings, maintains records, and liaises with labour authorities. High demand in manufacturing, hospitality, and large IT companies.
- Industrial Relations (IR) Manager: ₹8–18 LPA (experienced). Handles worker unions, disputes, and compliance strategy in unionised companies.
- Labour Law Consultant: Freelance or firm-based. Advises companies on compliance, audits, and dispute representation at ₹50,000–2,00,000+ per month for experienced consultants.
- HR Generalist with Compliance Specialisation: Commands a premium of 20–30% over a standard generalist due to the specialised legal knowledge.
What Students Say
"I had been working as an HR Executive for two years and always felt nervous whenever compliance topics came up in management meetings. The Aapvex Labour Law course changed that completely. Not only do I now understand what each law requires, but I have built a compliance calendar for my company that my GM has actually praised. The domestic enquiry training was worth the entire fee alone."— Anjali R., HR Executive, Manufacturing Company, Pune
"I did this course specifically because a company I was targeting required 'knowledge of New Labour Codes' in their job posting. After the course, I could discuss the four codes confidently in my interview. I was told I was the only candidate who could actually explain the wage definition changes under the Code on Wages. I got the job. Call 7796731656 and ask about the batch schedule."— Manas K., Compliance Executive, Large IT Firm, Pune