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The Minimum Wages Act came into existence to safeguard the interests of the workers engaged in the unorganized
sector. This Act provides for fixation and revision of minimum wages of the workers engaged in employment.
Under this Act, both central, as well as State Government, are responsible, in respect of scheduled employments
within their jurisdictions to fix and revise the minimum wages and enforce payment of minimum wages.
In case of Central sphere, any Scheduled employment carried on by or under the authority
of the Central Government or a railway administration, or in relation to a mine, oil-field or major port, or any
corporation established by a Central Act, the Central Government is the appropriate Government while in relation to
any other Scheduled employment, the State Government is the appropriate Government. The Act is applicable only
for those employments, which are notified and included in the schedule of the Act by the appropriate Governments.
According to the Act, the appropriate Governments review/revise the minimum wages in the scheduled
employments under their respective jurisdictions at an interval not exceeding five years. However, there is large-
scale variation of minimum wages both within the country and internationally owing to differences in prices of
essential commodities, paying capacity, productivity, local conditions, items of the commodity basket, differences in
exchange rates etc. The objective of this study lesson is to thoroughly acclimatize the students with the law relating
to minimum wages.
The Minimum Wages Act, 1948, is an Act to provide for fixing minimum rates of wages in certain employments.
The employment is those which are included in the schedule and are referred to as ‘Scheduled Employments’.
The Minimum Wages Act was passed in 1948 and it came into force on 15th March 1948. The National
Commission on Labour has described the passing of the Act as a landmark in the history of labour legislation in the
country.
The philosophy of the Minimum Wages Act and its significance in the context of conditions in India has been
explained by the Supreme Court in Unichoyi v. State of Kerala (1), as follows:
“What the Minimum Wages Act purports to achieve is to prevent exploitation of labour and for that purpose
empowers the appropriate Government to take steps to prescribe minimum rates of wages in the scheduled
industries. In an underdeveloped country which faces the problem of unemployment on a very large scale, it is not
unlikely that labour may offer to work even on starvation wages. The policy of the Act is to prevent the employment
of such sweated labour in the interest of general public and so in prescribing the minimum rates, the capacity of the
employer need not be considered. What is being prescribed is minimum wage rates which a welfare State assumes
every employer must pay before he employs labour”.
According to its preamble the Minimum Wages Act, 1948, is an Act to provide for fixing minimum rates of wages
in certain employments. The employment is those which are included in the schedule and are referred to as
‘Scheduled Employments’. The Act extends to whole of India.
Individual employers might find it difficult to carry on the business on the basis of minimum wages fixed under the
Act but this must not be the entire premise and reason to strike down the law itself as unreasonable.
“ The restrictions, though they interfere to some extent with the freedom of trade or business guaranteed under
Article 19(1)(g) of the constitution, are reasonable and, being imposed on the general interest of the general public,
are protected by the terms of the clause (6) of the article 19.” This quote is a part of judgment in the case “
Golmohammad Tatyasaheb, a bidi factory by its proprietors Shamrao v. State of Bombay(2)
Another important judgment that favours and supports the constitutional Validity of the Minimum Wages Act, 1948
is, “ V. Unichonoy v. State of Kerala(2). This case raised the same questions which were raised in the case
of Golmohammad Tatyasaheb v. State of Bombay(3)., which were, “that , can a state be prevented from making
any law, in the interest of general public, where it creates restrictions and interferes to some extent with the freedom
of trade or business guaranteed under Article 19(1)(g), of the Constitution of India, and it was held that “ Fixation of
minimum wages is for preservation of public order, and if no minimum wage is fixed then it shall lead to
arbitrariness by the employers and that shall lead to clashes of interest between employer and labour which shall
cause friction in society”.
The article 14 of the Indian Constitution which relates to equality before the law, it must be noted that minimum
wages are not fixed equally across the whole nation but they vary from occupation to occupation and industry to
industry and from place to place.
The case of Uchinoy v. State of Kerala (1) further quotes the following, “As regards to the procedure for fixing of
the minimum wages, the ‘appropriate government’ has undoubtedly been given very large powers, but it has to take
into consideration, before fixing wages, the advice of the committee if one is appointed on the representations on
proposals made by persons who are likely to be affected thereby. The various provisions constitute an adequate
safeguard against any hasty or capricious decision by the ‘appropriate government’. In suitable cases, the
‘appropriate government’ has also been given the power of granting exemptions from the operations of the
provisions of the Act. There is no provision undoubtedly, for a further review of the decision of the appropriate
government, but that itself would not make the provisions of the act unreasonable”.
(C) Notification fixing different rates of minimum wages for different localities is
not discriminatory.
where the fixation of rates of wages and their revision was manifestly preceded by a detailed survey and enquiry and
the rates were brought into force after a full consideration of the representations which were made by a section of
the employers concerned, it would be difficult in the circumstances to hold that notification which fixed different
rates of minimum wages for different localities was not based on intelligent differentia having a rational nexus with
the object of the Act, and thereby violated article 14. when the Government issued notification improving the
existing minimum wages as revised minimum wages disregarding the contrary report of the committee appointed
under Section 5-1(a) ; such notification was bad under the law and was to be made inoperative.”.
As pointed out by one of the India’s Union Labour and Employment Minister Shri Mallikarjuna Kharge;, “The
variation of minimum wages between the states is due to differences in socioeconomic and agro-climatic conditions,
prices of essential commodities, paying capacity, productivity and local conditions influencing the wage rate. The
regional disparity in minimum wages is also attributed to the fact that both the Central and the State Governments
are the appropriate Governments to fix, revise and enforce minimum wages in Scheduled employments in their
respective jurisdictions under the Act”.
Referring the case of “N.M.Wadia Charitable Hospital v. State of Maharashtra , 1993”(6), it was decided by the
Court that – “ Fixing different minimum wages for different localities is permitted under the constitution and under
labour laws, hence the question that any proviso of the Minimum Wages Act is in any way against the proviso of
constitution is wrong.
Drawing on the Supreme Court rulings, Andhra High Court set aside the Government of India (GoI) notification
mandating that prevailing state minimum wage be paid. This has been underscored in the legal opinion provided by
Additional Solicitor General, Ms. Indira Jaising, to the Central Employment Guarantee Council (CEGC) Working
Group on Wages where she made it clear that using Section 6(1) to allow a payment of less than minimum wage in
MGNREGA works will amount to forced labour. 15 eminent jurists and lawyers of India to have asked Government
of India to immediately revoke its unconstitutional notification and ensure that minimum wages are paid to all
workers in India.
In the view of the Directive Principles of State Policy as contained in the Article 43 of the Indian Constitution, it is
beyond doubt that securing of living wages to labourers which ensures not only bare physical subsistence but also
the maintenance of health and decency, it is conducive to the general interest of the public.
1. The Act applied to certain employments (listed in the Schedule). Both the governments (Central and State)
have to declare minimum wages for their sphere. The appropriate government may add any employment to
the list if there are 1000 workers are working in that state.
2. Minimum wage means all remuneration in cash includes HRA (declared minimum wage + special
allowance).
3. Kinds of fixing of Minimum wages: (a) a minimum time rate, (b) a minimum piece rate, (c) a guaranteed
time rate, (d) a time rate or a piece rate applicable to overtime rate.
4. Classes of fixing minimum rates of wages : (a) different scheduled employments; (b) different classes of
work in the same scheduled employment; (c) adults, adolescents, children and apprentices; and (d) different
localities (zone wise).
5. Norms to be considered for fixing minimum wage: Standard family of four members – three consumption
units (2 adults + 2 children) for one earner. Minimum food requirement should be calculated on the basis of
a net intake of calories. Clothing a total of 72 yards;
The rent corresponding to the minimum area (one room) Other routine expenditure 20% of the total
minimum wage. Social expenditure – further constitute 25% of the total minimum wage.
6. Period to revise minimum wages by the appropriate government is five years.
7. The appropriate Government shall declare special allowance after every six months (i.e. 1st April and 1st
October of every year).
8. In case of not paying minimum wage, a claim can be made under section 20 before the labor authority who
can make or order of payment of 10 times of difference amount.
9. Not paying Minimum wages is an offence punishable up to six months’ imprisonment or with fine up to Rs.
500 or with both.
10. Contracting out: Any contract or agreement whereby an employee either relinquishes or reduces his right to
a minimum rate of wages or any privilege or concession accruing to him under this Act shall be null and
void.
11. Regional Labour Commissioner (C) is the authority declared by Central Government to decide claims (less
than minimum wages) made under section 20 of the Act. Assistant Commissioner of Labour is an authority
in Gujarat.