Key Points about Labour license under the Contract Labour Act:

1. Applicability: The requirement for obtaining a labour licence applies to establishments that employ 20 or more contract workers on any given day of the preceding twelve months. It is the responsibility of the principal employer (the entity engaging the contract labour) to obtain the labour licence.
2. Application Process: The principal employer needs to submit an application for a labour licence to the appropriate licensing authority, typically the Labour Department or the State Government’s designated authority. The application should include details such as the name of the establishment, address, nature of work, the number of contract workers employed, and other relevant information.
3. Issuance of Labour Licence: Upon review of the application, if found satisfactory, the licensing authority grants the labour licence to the principal employer. The license specifies the maximum number of contract workers that can be employed, the nature of work, and other conditions or restrictions, if any.
4. Validity and Renewal: The labour licence is valid for a specific period, usually one year. It needs to be renewed before its expiry to ensure continued compliance. Renewal involves submitting an application for the renewal of the labour license along with any required documents or fees.
5. Display of license: The principal employer must prominently display the labour license at the workplace or establishment, where it is easily visible to workers, inspectors, and other concerned parties.
6. Obligations and Compliance: Obtaining a labour licence imposes certain obligations on the principal employer, such as maintaining registers and records, ensuring timely payment of wages, providing appropriate working conditions, and adhering to statutory obligations related to contract labour.
7. Inspections and Penalties: Government authorities have the power to conduct inspections to verify compliance with the Contract Labour Act. Non-compliance with the act’s provisions or operating without a valid labour license can result in penalties, fines, or legal actions against the employer.