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Project Report

The Minimum Wages Act, 1948

Submitted To:
Dr. Virender Negi

Submitted By:
Rewant Mehra
73/16
B.A. LL.B. (Hons.)
Semester - 9
Section - B
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ACKNOWLEDGEMENT
I would like to thank our honorable teacher Dr. Virender Negi, for without his valuable
guidance, constant encouragement and detailed approach would not have made it possible for me
to make a proper research for the topic – The Minimum Wages Act, 1948. His précised
examples, detailed descriptions and enthusiastic approach made my efforts to flourish in a right
direction.
The work contained herein is an amalgamation of the remarkable work of various authors and I
am thankful to them for their publications that have helped me prepare this research paper to the
best of my abilities.
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TABLE OF CASES

1. Bhikusa Yamess Kshatriya vs. Regional Labor Commissioner, A.I.R. 1963 S.C. 806

2. Gujarat State Bakers'' Federation ... vs. State Of Gujarat, (1995) 1 GLR 73, (1995)
ILLJ 1224 Guj

3. Karnataka Film Chamber of Commerce vs. State of Karnataka, (1987) IILLJ 182
(Karn)

4. Municipal Borough, Bijapur vs. M.N. Gundawan, (1965) IILLJ 26 Kant.

5. Raptakos Brett & Co. case, 1977 WLN 461

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TABLE OF CONTENTS

S. No. Topic Page No.

1. Introduction 5

2. Evolution of Labour Laws 5-6

3. Background of the Minimum Wages Act, 1948 7

4. Aim & Objects of Minimum Wages Act, 1948 7-8

5. Wages under the Act 8

6. Definition of Minimum Wage 8-9

7. Fixation of Minimum Wages 9

8. Minimum Rates of Wages 10-12

9. Procedure for Fixing & Revising Minimum Wages 12-13

10. Advisory Board 13

11. Safeguards in Payment of Minimum Wages 13-14

12. Authority and Claims 14-15

13. Offences & Penalties 15

14. Exemptions & Exceptions 16

15. Powers of the Government 16-17

16. Recent Initiatives 17-18

17. Conclusion 18

18. Bibliography 19
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Introduction

In a developing economy like India where about 90 percent of the workers work in the informal
sector, not having collective bargaining power.1 In India, 422.6 million workers out of the total
workforce of 467 million belong to the unorganized/informal sector. These workers contribute to
more than 60 per cent to India’s GDP growth.2 There are large groups of unorganized workers in
small industry, agriculture, construction, domestic service, garment industry, many forms of self-
employment, etc. Their condition resembles that of workers in large industry in the early years of
union formation. Few laws apply to them; even the ones that are passed are not implemented. Many
of these workers have no education, few skills and little ability to organize themselves.3

Over the years, in our country, except certain highly organized industries, the labor as a whole was
not able to put a face of collective bargaining and look after their own interests. 4 In a labor surplus
economy like India wages couldn’t be left to be determined entirely by forces of demand and supply
as it would lead to the fixation of wages at a very low level resulting in exploitation of less
privileged class. Keeping this in view, the Government of India enacted the Minimum Wages Act,
1948.

Evolution of Labor Laws

The history of labour legislation in India is naturally interwoven with the history of British
colonialism. Considerations of British political economy were naturally paramount in shaping some
of these early laws. In the beginning it was difficult to get enough regular Indian workers to run
British establishments and hence laws for indenturing workers became necessary. This was
obviously labour legislation in order to protect the interests of British employers. Then the Factories
Act. It is well known that Indian textile goods offered stiff competition to British textiles in the
export market and hence in order to make India labour costlier the Factories Act was first introduced
in 1883 because of the pressure brought on the British parliament by the textile magnates of
Manchester and Lancashire. Thus we received the first stipulation of eight hours of work, the
abolition of child labour, and the restriction of women in night employment, and the introduction of
overtime wages for work beyond eight hours. While the impact of this measure was clearly welfarist

1
“Report On The Working Of Minimum Wages Act”; for the year 1998 www.laborbureau.nic.in
2
“Minimum Wages India – Current Minimum Wage Rate India”; www.paycheck.in
3
“ Law Relating to Minimum Wages”, Anuja Mirchandaney, Alternative Law Forum
4
“ Chapter 5- Wages”; http://labour.nic.in/annrep/annrep0304/english/Chapter05.pdf
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the real motivation was undoubtedly protectionist! To date, India has ratified 39 International Labour
Organization (ILO) conventions of which 37 are in force. Of the ILO‟s eight fundamental
conventions, India has ratified four – Forced Labour 1930, Abolition of Forced Labour 1957, Equal
Remuneration 1951, and Discrimination (employment and occupation) 1958. Labour law also
known as employment law is the body of laws, administrative rulings, and precedents which address
the legal rights of, and restrictions on, working people and their organizations. As such, it mediates
many aspects of the relationship between trade unions, employers and employees. In other words,
Labour law defines the rights and obligations as workers, union members and employers in the
workplace. Generally, labour law covers:

 Industrial relations – certification of unions, labour-management relations, collective

bargaining and unfair labour practices;
 Workplace health and safety;
 Employment standards, including general holidays, annual leave, working hours, unfair
dismissals, minimum wage, layoff procedures and severance pay.

There are two broad categories of labour law. First, collective labour law relates to the tripartite
relationship between employee, employer and union. Second, individual labour law concerns
employees' rights at work and through the contract for work.

The labour movement has been instrumental in the enacting of laws protecting labour rights in the
19th and 20th centuries. Labour rights have been integral to the social and economic development
since the industrial revolution.

Industrial Disputes Act, 1947 came into effect immediately after independence and the object of the
Act was to provide for effective machinery for investigation and settlement of industrial disputes.
Section 2(j) of the Act of 1947 provides for definition of Industry. The definition of Industry as
provided in Section 2(j) of the Industrial Disputes Act, 1947 reads as under, “Industry” means any
business, trade, undertaking, manufacture or calling of employers and includes any calling, service,
employment, handicraft, or industrial occupation or avocation of workmen;”
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Background of the Minimum Wages Act, 1948

On the recommendation of the 8th Standing Labor Committee, the Minimum Wages Bill was
introduced in the Central Legislative Assembly on 11th April, 1946 to provide for fixation of
minimum wages in certain employments. The Minimum Wages Bill was passed by the Indian
Dominion Legislature and came into force on 15th March, 1948. Under the Act, both Central and the
State Governments are “Appropriate Governments” for fixation/ revision of minimum rates of wages
for employments covered by the Schedule to the Act.5

Article 39 states that the State shall, in particular, direct its policy towards securing (a) that the
citizen, men and women equally shall have the right to an adequate livelihood and (b) that there is
equal pay for equal work for both men and women. Article 43 states that the State shall endeavor, by
suitable legislation or economic organization or in any other way, to give all workers, agricultural,
industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life
and full enjoyment of leisure, and social and cultural opportunities.6

Under the Act, Central and State Governments are appropriate governments and can do the two
actions:

1. Notify scheduled employment (specified in Part I- carpet weaving, mill and other
mines, plantation etc; Part II- agriculture, cultivation, harvesting etc specified in the
schedule).

2. Fix/revise minimum wages.

Aim & Objects of the Minimum Wages Act, 1948

The purpose of the Act is to provide that no employer shall pay to workers in certain categories of
employments wages at a rate less than the minimum wage prescribed by notification under the Act.
The Act provides for fixation / periodic revision of minimum wages in employments where the labor
is vulnerable to exploitation. Under the Act, the appropriate Government, both Central and State can

5
Ibid
6
Khan, Kamaluddin, “Directive Principles For the establishment of the welfare state”, 19th Feb, 2009
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fix / revise the minimum wages in such scheduled employments falling in their respective
jurisdiction.7

The object of the Act is to prevent exploitation of the workers, and for that purpose it aims at
fixation of minimum wages which the employer must pay. The legislature undoubtedly intended to
apply the Act to those industries or localities in which by reason or causes such as unorganized labor
or absence of machinery for regulation of wages, the wages paid to workers, were in the light of
general level of wages and substantive level, inadequate.8

In the essence what the Act purports to achieve is to prevent exploitation of labor and for the purpose
it authorizes the appropriate Government to take steps to prescribe minimum rates of wages in the
scheduled industries.

Wages under the Act

This Act defines Wages under Section 2(h) which reads as under-

“Wages means all remuneration, capable of being expressed in terms of money, which would, if the
terms of the contract of employment, express or implied, were fulfilled, be payable to a person
employed in respect of his employment or of work done in such employment and includes house rent
allowance”

Definition of Minimum Wage

A criticism against the Act has been that it does not define the term “Minimum wages”. Trade
Unions have urged that to avoid differences in interpretation by wage fixing authorities “minimum
wages” should be spelt out in precise terms.

The 2nd National Labor Commission which came out with its report in 2002 recommends that the
Minimum wages should be such as to satisfy the needs of the worker and his family, arrived at on
the need based formula of the 15 Indian Labor conference. This should be supplemented by the
judgment of the Supreme Court in Raptakos Brett & Co. case9 they said. In spite of endorsing such a

7
“Report On The Working Of Minimum Wages Act”; for the year 2001 www.laborbureau.nic.in
8
Bhikusa Yamess Kshatriya v. Regional Labor Commissioner, A.I.R. 1963 S.C. 806
9
1977 WLN 461
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wage, the Commission went on to say “the Appropriate Government should keep in mind the
capacity of the industry to pay as well as the basic needs of the worker.10

Fixation of Minimum Wages (Sections 3)

The term ‘Minimum Wage Fixation’ implies the fixation of the rate or rates of minimum wages by
a process or invoking the authority of the State.11 The statutory minimum wage has the force of law
and it becomes obligatory on the part of the employers not to pay below the prescribed minimum
wage to its employees. The obligation of the employer to pay the said wage is absolute. This process
helps the employees in getting fair and reasonable wages more particularly in the unorganized
sector. Also the other gain which could be derived by fixing minimum wages under statutory
provisions are to eliminate exploitation of labor to ensure rapid growth and equitable distribution of
the national income thereby ensuring sound development of the national economy.12

Section 3 of the Minimum Wages Act, 1948 lays down that the appropriate Government shall be
empowered to fix the minimum rates of wages in the manner prescribed under this Act, payable to
employees employed in the scheduled employments and in an employment added to either Part I or
Part II of the Schedule by Notification under Section 27.13

The appropriate Government shall review the minimum rates of wages to fix and revise the
minimum rates, if necessary, at such intervals as it may think fit, where the intervals as aforesaid
may not exceed five years. But where for any reason the appropriate Government has not reviewed
the minimum rates of wages fixed by it within an interval of five years, the appropriate Government
shall not be without power to review or revise after five years. Until the minimum rates are so
revised the minimum rates in force immediately before the expiry of the said period of five years
shall continue in force.

10
‘Report of the National Commission of Labour, Volume I, Part I’ at p. 366.
11
“Minimum Wages Act 1948”, www.nidfm.nic.in
12
Supranote no. 7
13
Gujarat State Bakers'' Federation ... vs. State Of Gujarat (1995) 1 GLR 73, (1995) ILLJ 1224 Guj
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Minimum Rates of Wages (Section 4)

Section 4(1) provides with the minimum rates of wages. It provides that any minimum rates of
wages fixed or revised by the appropriate Government in respect of scheduled employments under
Section 3 may consist of :-

1. A basic rate of wages; and

2. A special allowance at a rate to be adjusted, at such intervals and in such a manner as the
appropriate Government may direct, to accord as nearly as practicable with the variation in the
cost of living index number applicable to such workers, hereinafter referred to as the cost of living
allowance; or
3. A basic rate of wages with or without the cost of living allowance and the cash value of
concessions in respect of supplies of essential commodities at concessional rates where so
authorized; or
4. An all-inclusive rate allowance for the basic rate, the cost of living allowance and the cash value
of the concessions, if any.

Therefore minimum wage may consist of basic wages and a special allowance to be adjusted with
variations with increase or decrease in basic wages when question of neutralization of cost of living
arises by payment of dearness allowance. As indicated earlier, the main object of the Act was to fix
statutory minimum wages in those industries where sweated labor is most prevalent or where there is
a considerable chance for exploitation of labor. The Act lays down these employments in Parts I and
II of its schedule.

Sl. No. Scheduled Employments

1(a) Employment in Agriculture:

Agricultural works

1 (b) Employment in Agriculture: Soil

Conservation

2 Aerated Water Manufacturing Industry

3 Agarbathi Industry
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4 Automobile Engineering (including

servicing & repairing works)

5 Bakeries

6 (a) Tobacco Industry: Beedi Making

6 (b) Tobacco Industry: Tobacco Processing

7 Biscuit Manufacturing Industry

8 Brass Copper and Aluminium Utensils

manufacturing industry

9 Bricks Industry

10 (a) Wood Work including: Carpentry

industry and Saw Mill industry

10 (b) Wood Work including: Match Works

(Match Box)Industry

10 (c) Wood Work including: Plywood

Industry

Revision of wages is necessary mainly for 2 reasons:

1. To provide for the erosion of the real value of money due to inflation and

2. To allow for the workers to share in the fruits of development.

In Karnataka Film Chamber of Commerce v. State of Karnataka14, it was held that the language of
Section 4 does not lend itself to the interpretation that a minimum wage under Section 4(1)
necessarily should consist of basic wages and dearness allowance. Minimum wages may consist of a
basic rate of wages and a special allowance at a rate adjusted at such intervals and in such manner as
the appropriate Government may direct to accord as nearly as practicable with the variation in the
cost of living index number applicable to such workers, or basic rate of wages with or without cost
of living allowance and the cash value of the concessions in respect of supplies of essential

14
(1987) I LLJ 182 (Karn)
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commodities at concessional rates, where so authorized, or all inclusive rate allowing for the basic
rate, the cost of living allowance and the cash value of the concessions, if any.

Procedure for Fixing & Revising Minimum Wages (Section 5)

Section 5 lays down that in fixing rates of wages in respect of any scheduled employment for the
first time under this Act or in revising minimum rates of wages so fixed, the appropriate Government
shall either :--

(a) appoint as many committees and sub-committees as it considers necessary to hold enquiries and
advise it in respect of such fixation or revision, as the case may be, or

(b) by notification in the Official Gazette, publish its proposals for the information of persons likely
to be affected thereby and specify a date, not less than two months from the date of the notification,
on which the proposals will be taken into consideration.

After considering the advice of the committees appointed, and all representations received by it
before the date specified in the Gazette notification, the appropriate Government may by notification
in the official Gazette, fix or revise the minimum rates of wages in respect of each scheduled
employment, which shall come into force after the expiry of 3 months unless otherwise provided in
the notification.

For the purposes of advising the Central and State Governments in the matter of fixation and
revision of minimum rates of wages and other matters under this Act and for coordinating the works
of the Advisory Boards, the Central Government shall appoint a Central Advisory Board. Thus, the
Central Advisory Board is constituted by the Central Government under Section 8 of the Minimum
Wages Act, for the following purposes:

1. To advise the Central and State Governments in the matters of fixation and revision of minimum
rates of wages;
2. To advise on any matters within the scope of this Act;
3. To co-ordinate the work of the Advisory Boards.

The Act speaks of two procedures by which a minimum wage can be fixed by the government for a
given employment. It is in the government’s discretion to choose either of these methods or a
combination of both. In one, the committees hold enquiries and advice in respect of the fixation or
revision and the Government in the light of advice, ultimately decides. In the other, the Government
 P a g e | 13

formulates its proposals, invites the representations and after consulting the Advisory Board, arrives
at its decision.

Advisory Board (Sections 7 to 9)

The appropriate Government shall according to Section 7 appoint an Advisory Board for the purpose
of-

(a) Co-ordinate the work of committees and sub-committees, appointed under Section 5; and
(b) Advising the appropriate Government in the matter of fixing and revising minimum rate of
wages.

Besides the Advisory Board may device the procedure to be adopted for discharging its function
under Section 5 of the Act.15

Section 8 makes it obligatory upon the Central Government to appoint a Central Advisory Board for
the following purposes:

(i) Advising the Central and State Governments in the matters of the fixation and revision of
minimum rates of wages and other matters under the Act; and
(ii) For coordinating the work of the Advisory Boards.

Safeguards in Payment of Minimum Wages (Sections 11 to 18)

Where it has been the custom to pay wages wholly or partly in kind, the appropriate Government
may, by notification in the Official Gazette authorize the payment of minimum wages either wholly
or partly in kind. According to Section 12, where in respect of any scheduled employment minimum
wages have been fixed, the employer shall pay to every employee wages at a rate not less than the
minimum rate of wages fixed for that class of employees in the employment. Such wages shall be
paid without any deductions except as may be prescribed or authorized.

Fixing of minimum rates of wages without reference to working hours may not achieve the purpose
for which wages are fixed. Thus, by virtue of Section 13 the appropriate Government may –

1. fix the number of work which shall constitute a normal working day, inclusive of one or
more specified intervals;

15
Gulam Ahmad v. State of Bombay, AIR 1962 Bom 97
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2. provide for a day of rest in every period of seven days which shall be allowed to all
employees or to any specified class of employees and for the payment of remuneration in
respect of such day of rest;
3. provide for payment of work on a day of rest at a rate not less than the overtime rate.

Section 14 of the Act provides for the rates of overtime that where an employee, whose minimum
rate of wages is fixed under this Act, by the hour, by the day or by such longer wage period as may
be prescribed, works overtime, the employer shall pay him for every hour or for part of an hour so
worked in excess, wages at the rates fixed for overtime work under the Act or any law of the
Appropriate Government in force, whichever is higher.

In the case of Municipal Borough, Bijapur vs. M.N. Gundawan,16 the method of determination of
amount of overtime wages was explained. Suppose an employee works for more than 9 hours
prescribed, then to determine the minimum wages payable to him, first separate the normal working
day & compute the minimum wages payable to him for the normal working day. Then find out the
hours during which the employee worked overtime for which the minimum rate of wages is double
than fixed for an hour during the normal day. Then to determine the minimum wages payable to the
employee add the wages payable for overtime to the minimum wages payable for the normal
working day.

According to Section 15, Where the rate of wages has been fixed under the Act by the day for an
employee and if he works on any day on which he employed for a period less than the requisite
number of hours constituting a normal working day, he shall be entitled to receive wages for that day
as if he had worked for a full working day. Section 18 provides for the maintenance of registers and
records giving such particulars of employees under his employment, the work performed by them
and the receipts given by them.

Authority and Claims (Sections 20 & 21)

Under Section 20(1) of the Act, the appropriate Government, may appoint any of the following as an
authority to hear and decide for any specified area any claims arising out of payment of less than the
minimum rate of wages or in respect of the payment of remuneration for the days of rest or of wages
at the rate of overtime work:

16
(1965) IILLJ 26 Kant
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1. any Commissioner for Workmen’s Compensation; or

2. any officer of the Central Government exercising functions as Labour Commissioner for any
region; or
3. any officer of the State Government not below the rank of Labour Commissioner; or
4. any other officer with experience as a Judge of a Civil Court or as the Stipendiary Magistrate.

The authority so appointed shall have jurisdiction to hear and decide claim arising out of payment of
less than minimum wages or in respect of the payment of remuneration for days of rest or for work
done on such days or for payment of overtime. The provisions of Section 20(1) are attracted only if
there exists a dispute between the employer and the employee as to the rates of the wages.

Offences & Penalties (Section 22)

Any employer who pays to any employee less than the minimum rates of wages fixed for that
employee’s class of work or less than the amount due to him under the provisions of this Act or
contravenes any rule or order made under Section 13, shall be punishable with imprisonment for a
term which may extend to 6 months or with fine which may extend to 500 rupees or with both. It is
further stipulated under Section 22-A of the Act that any employer who contravenes any provision of
this Act or of any rule or order made there under shall if no other penalty is provided for such
contravention by this Act be punishable with fine which may extend to five hundred rupees.

Section 22-C provides that if the person committing any offence under the Act is a company, every
person who at the time the offence was committed, was in charge of, & was responsible to, the
company for the conduct of the business of the company as well as the company shall be deemed to
be guilty of the offence & shall be liable to be proceeded against & punished accordingly.

All amounts payable by an employer to an employee as the amount of minimum wages or otherwise
due to the employee under the Act shall be deposited with the prescribed authority if such amounts
could not or cannot be paid to the employee:

- On account of his death before payment; or

- On account of his whereabouts not being known.17

17
Section 22-D.
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Exemptions & Exceptions (Sections 23 to 26)

According to Section 23 where an employer is charged with an offence against this Act, he shall be
excused from liability if he can show that some other person was responsible for the offence & that:

- He has used due diligence to enforce the execution of the Act;

- The said other person committed the offence in question without his knowledge consent or
connivance.

In such as case, the other person shall be convicted of the offence & shall be liable to the like
punishment as if he were the employer & the employer shall be discharged.

The provisions of this Act shall not apply in relation to the wages:

1. payable to disabled employees;

2. exempt, by notification in the Official Gazette, some specified scheduled employments from
the application of some or all of the provisions of the Act;
3. payable by an employer to a member of his family who is living with him and is dependent
on him.18

Powers of the Government (Sections 27 to 30)

If the Appropriate Government intends to add to the Schedule any employment in respect of which it
is of opinion that minimum rates of wages should be fixed, it must give by notification in the
Official Gazette not less than 3 Months notice of its intention so to do. After that the Appropriate
Government may, by like notification in the Official Gazette, add to the Schedule the employments
in respect of which it is of opinion that minimum rates of wages should be fixed.19

The Central Government may subject to the condition of previous publication, by notification in the
Official Gazette, make rules prescribing the term of office of the members, the procedure to be
followed in the conduct of business, the method of voting, the manner of filling up casual vacancies
in membership & the quorum necessary for the transaction of business of the Central Advisory
Board.20

18
Section 26.
19
Section 27.
20
Section 29.
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According to Section 30, the Appropriate Government may subject to the condition of previous
publication, by notification in the Official Gazette, make the following rules for carrying out the
purposes of this Act:

1. It can prescribe the term of Office of the members, the procedure to be followed in the
conduct of the business, the method of voting, the manner of filling up casual vacancies in
membership & the quorum necessary for the transaction of business of the committees, sub-
committees & the Advisory Board;
2. It can prescribe the method of summoning witnesses, production of documents relevant to the
subject-matter of the enquiry before the committees, subcommittees & the Advisory Board;
3. It can prescribe the mode of computation of the cash value of wages in kind & of concessions
in respect of supplies of essential commodities at concessional rates;
4. It can provide for a day of rest in every period of 7 days & for the payment of remuneration
in respect of such day;
5. It can prescribe the number of hours of work which shall constitute a normal working day;
6. Provide for giving adequate publicity to the minimum rates of wages fixed under this act;
7. It prescribe the form of registers & records to be maintained & the particulars to be entered in
such registers & records;
8. It can also provide for the issue of wage books & wage slips & prescribe the manner of
making & authenticating entries n wage books & wage slips;
9. It can prescribe the powers of Inspectors for purposes of this Act;
10. It can prescribe the amount of court-fees payable in respect of proceedings under Sec. 20.

Recent Initiatives

Based on the recommendations of the Minimum Wages Advisory Board (MWAB) in its meeting
held on 22.01.2008 and 26.06.2008, the Ministry of Labour & Employment has issued the Final
Notification in the Gazette of India (Extra Ordinary) fixing the minimum rates of wages for workers
employed in the scheduled employments.

“Employment of Sweeping and Cleaning” in the Central sphere at Rs.120/-, Rs. 150/- and Rs.180/-
per day and for “Employment of Watch and Ward”

1. without arms at Rs.120/-, Rs.150/- and Rs.180/- per day and

2. with arms at Rs.140/-, Rs.170/- and Rs.200/- per day for Area „C‟, „B‟ and „A‟ respectively
 P a g e | 18

and the Final Notifications in respect of revision of minimum rates of wages for workers engaged in
the scheduled employments of “Construction” and “Loading and Unloading” in the Central sphere at
Rs.120/-, Rs.150/- and Rs.180/- per day for unskilled workers to Rs.200/-, Rs.220/- and Rs.240/- per
day for highly skilled workers in Area „C‟,‟B‟ and „A‟ respectively and for workers engaged in
“Non-Coal Mines” in the Central sphere at Rs.120/- per day for unskilled Workers (Above Ground)
to Rs.240/- per day for highly skilled workers.

Conclusion

To sum up, effective implementation of the Minimum Wages Act, 1948, including that of the
revision of minimum wages at national floor level minimum wage or higher; which primarily falls in
the State sphere, is assiduously pursued by us through discussion, writing letters, personal interaction
and visits to States, including the North-Eastern States. The State Governments are regularly asked
to fix and revise minimum wages in scheduled employments to be at least at par with National Floor
Level Minimum Wage of Rs.80/- per day as at present. What they actually do is in keeping with
their respective paying capacity.
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BIBLIOGRAPHY

Books
1. Goswami, V.G. Dr., Labor & Industrial Laws, 8th edition, Central Law Agency, 2004
2. Malhotra, O.P., The Law Of Industrial Disputes, 6th Edition, LexisNexis ButterWorths
Wadhwa, 2004
3. Mishra ,S.N., Modern Labour Laws And Industrial Relations, Deep & Deep Publications Pvt.
Ltd, 1992
4. Singh, Avtar, Introduction To Labour & Industrial Law, LexisNexis ButterWorths Wadhwa

Articles
1. ‘Report of the National Commission of Labour, Volume I, Part I’ at p. 366.
2. “Chapter 5- Wages”
3. “Minimum Wages Act 1948”,
4. “Minimum Wages India – Current Minimum Wage Rate India”; “Report On The Working
Of Minimum Wages Act”; for the year 1998 “Report On The Working Of Minimum Wages
Act”; for the year 2001 Khan, Kamaluddin, “Directive Principles For the establishment of the
welfare state”, 19th Feb, 2009
5. Mirchandaney, Anuja “Law Relating to Minimum Wages”, Alternative Law Forum

Websites
1. http://labour.nic.in/annrep/annrep0304/english/Chapter05.pdf
2. www.laborbureau.nic.in
3. www.nidfm.nic.in
4. www.paycheck.in