is absolutely imperative to comply with all legal and statutory norms for businesses to operate successfully in India. This often involves significant investment of resources, time, and continuous monitoring to be in the know of all the changes that are happening, in order to be compliant and avoid penalties. For this, the HR plays a significant role, by taking a proactive approach in covering all legal obligations. One of the main objectives of the HR is to ensure that the company does not encounter any legal trouble, due to non-adherence of compliance laws. Therefore, in accordance with all labor laws, compliance are offered to all temporary staff by Mid Asian.

Why choose Mid Asian as your Recruitment firm?
we offer compliance services that perfectly meet your organisation’s requirements.
Compliance subjects covered by Mid Asian include From Employees’ Provident Fund, Contract Labour, Labour Welfare Fund, Payment of Wages, Minimum Wages, Payment of Bonus & Gratuity, to Industrial Disputes, Workmen Compensation, Apprentice, Industrial Standing Orders, Professional Tax, Maternity Benefits, Employ Documents, Payroll Management, and Employees’ State Insurance.
Employee legal welfare through effective troubleshooting and/or well-organised system.

The Employees Provident Funds and Miscellaneous Provision Act – 1952 (EPF)
The Employees State Insurance Corporation Act – 1948 (ESIC)
Shops and Commercial Establishments Act (S&E)
The Minimum Wages Act-1948
The Payment of Wages Act-1936
The Payment of Bonus Act-1965
The Maternity Benefit Act-1961
The Payment of Gratuity Act-1972
The Industrial Employment (Standing Orders) ACT 1946 – Model Standing Order Only
The Industrial Disputes ACT 1947
The Apprentice ACT, 1961
The Interstate Migrant Workmen (Regulation of Employment and Conditions of
Services) ACT, 1979
The Factories ACT, 1948
The Trade Unions Act, 1926
The Professional Tax Act (PT) 1975
The Labour Welfare Fund Act (LWF) 1965
The Contract Labour (Regulation & Abolition) Act – 1970 (CLRA)
The Child Labour (Prohibition & Regulation Act), 1986
The Equal Remuneration Act-1976
The Industrial Establishment (N&FH) ACT 1963
The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
The Employees Compensation ACT-1923

An increase in focus on strategic business areas
No legal troubles for the company.
A reduction in the labour overheads
Upholding all rules, regulation and laws, pertaining to compliance.
Timely compliance and adherence to all the different statutes and labour laws
Avoidance of all litigation and associated costs that may arise out of non-compliance
Complete and accurate maintenance using company resources appropriately All records that are relevant to compliance