. Employees’ Provident Funds and Miscellaneous Provisions Act, 1952;

° Employees’ State Insurance Act, 1948;

. Equal Remuneration Act, 1976*;

. Factories Act, 1948;

. The Maternity Benefit Act, 1961;

. Industrial Disputes Act, 1947;

° Inter State Migrant Workers Act, 1979;

. Minimum Wages Act, 1948*;

. Payment of Bonus Act, 1965*;

° Payment of Gratuity Act, 1972;

e Payment of Wages Act, 1936*;

° Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013;
° Telangana Shops and Establishments Act, 1988; and
° Industrial Employment (Standing Order) Act, 1946

In order to rationalise and reform labour laws in India, the Government of India has recently enacted four labour codes,
namely, The Code on Wages, 2019 (“Wage Code”), The Industrial Relations Code, 2020 (“Industrial Code”), The
Occupational Safety, Health and Working Conditions Code, 2020 (“Safety and Health Code”), and The Code on Social
Security, 2020 (“Social Security Code”). The Wage Code, Industrial Relations Code, Safety and Health Code, and Social
Security Code have received the President of India’s assent, and will come into force at a date notified by the Central
Government.

The Wage Code amends and consolidates laws relating to wages and bonus. It subsumes and replaces four existing laws,
namely, the Payment of Wages Act, 1936, the Minimum Wages Act, 1948, the Payment of Bonus Act, 1965 and the Equal
Remuneration Act, 1976.

The Industrial Relations Code consolidates and amends laws relating to trade unions, conditions of employment in industrial
establishment or undertaking, investigation and settlement of industrial dispute. It subsumes and replaces the Industrial
Disputes Act, 1947, Trade Unions Act, 1926, and Industrial Employment (Standing Orders) Act, 1946.

The Safety and Health Code subsumes and replaces certain existing labour legislations, including the Factories Act, 1948, the
Contract Labour (Regulation and Abolition) Act, 1970, the Inter-State Migrant Workmen (Regulation of Employment and
Conditions of Service) Act, 1979 and the Building and Other Construction Workers (Regulation of Employment and Conditions
of Service) Act, 1996.

The Social Security Code subsumes and replaces certain existing legislations including the Employee's Compensation Act,
1923, the Employees’ State Insurance Act, 1948, the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952, the
Maternity Benefit Act, 1961, the Payment of Gratuity Act, 1972, the Building and Other Construction Workers’ Welfare Cess
Act, 1996 and the Unorganised Workers’ Social Security Act, 2008.

Information Technology Laws

Our Company is also required to comply with the provisions of the Information Technology (Reasonable security practices and
procedures and sensitive personal data on information) Rules, 2011. The rules aim to protect sensitive personal data such as
medical records and history which is collected by an individual or a person who is involved in commercial or professional
activities and ensure that the same are available for view by such providers of information who has provided such information
under lawful contract.

Other laws

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