Foreign businesses in India must adhere to several key labour laws to ensure compliance and smooth operations. Labour laws in India for foreign companies include:

• The Employee’s Provident Funds and Miscellaneous Provisions Act, 1952: Mandates contributions to the provident fund from both employees and employers, ensuring social security for workers​​.
• The Employee’s State Insurance Act, 1948: Provides medical care and cash benefits in the event of sickness, maternity and employment injury. Applicable to establishments with ten or more employees​​.
• The Industrial Disputes Act, 1947: Governs the resolution of industrial disputes and conditions under which workers can be laid off, retrenched or terminated, aiming to maintain industrial harmony​.
• The Payment of Gratuity Act, 1972: Ensures payment of gratuity to employees with at least five years of continuous service as a form of gratitude for their service​​.
• The Maternity Benefit Act, 1961: Provides for maternity leave and benefits to female employees, ensuring 26 weeks of paid leave for women in establishments with ten or more people​​.
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: Mandates creation of an internal complaints committee to address sexual harassment complaints in workplaces with ten or more employees.
• The Equal Remuneration Act, 1976: Ensures equal pay for equal work for men and women and prohibits gender discrimination in hiring​ ​.

Compliance with these  labour laws in India for foreign companies helps them to operate legally and ethically in India, fostering a positive working environment.