Overview of Jammu & Kashmir’s Labour Market
Jammu & Kashmir’s labour market is shaped by its unique geographical, economic, and cultural factors. The region’s economy is heavily reliant on tourism, which draws millions of visitors each year to its picturesque landscapes, religious sites, and adventure tourism opportunities. Agriculture also plays a vital role, with a large section of the population engaged in horticulture, saffron farming, and livestock rearing.
Another distinctive aspect of the region’s economy is its handicrafts industry, renowned for products like Pashmina shawls, carpets, papier-mâché, and wood carvings, which support numerous artisans and small-scale workers. Additionally, small-scale industries including food processing, silk weaving, and walnut woodwork provide employment opportunities, particularly in rural areas.
Importance of Labour Laws for Businesses and Workers
Labour laws in Jammu & Kashmir play a critical role in balancing the interests of employers and employees. These laws not only define the rights and obligations of workers but also set guidelines for fair wages, working conditions, safety standards, and dispute resolution mechanisms. In a region with diverse economic activities and a growing emphasis on formalising sectors like tourism and crafts, effective labour laws help protect vulnerable workers, ensure compliance for businesses, and promote sustainable economic development.
For businesses, adhering to labour laws helps build trust, reduces conflicts, and ensures smoother operations, especially in sectors like hospitality and handicrafts where skilled workers are essential. For workers, particularly those in seasonal and informal employment, labour laws provide much-needed security in terms of wages, working hours, and protection from exploitation.
Key Challenges in Law Enforcement
Despite the presence of various labour laws, enforcement remains a significant challenge in Jammu & Kashmir due to several factors:
- Seasonal Employment: Many jobs, particularly in tourism and agriculture, are seasonal in nature, making it difficult to ensure consistent application of labour laws throughout the year.
- Remote Geography: The hilly terrain and harsh weather conditions in several areas hinder the reach of labour inspectors and enforcement agencies.
- Limited Industrial Base: With relatively few large industries, much of the workforce is engaged in unorganised sectors, where compliance with formal labour laws is often weak.
- Informal Employment: A significant proportion of workers operate in the informal economy, where documentation is scarce, and awareness of labour rights is limited.
Addressing these challenges requires collaborative efforts from the government, local businesses, and worker organisations to improve awareness, monitoring, and enforcement mechanisms tailored to the region’s unique context.
Overview of Central Labour Laws
India’s labour laws form a comprehensive framework that regulates wages, working conditions, industrial relations, and social security across sectors. These laws are designed to protect the rights of workers while ensuring smooth functioning of businesses. Several key central laws apply to Jammu & Kashmir as well, particularly after the abrogation of Article 370, which led to the extension of many central laws to the union territory.
Applicability of Key Laws
- Minimum Wages Act, 1948
The Minimum Wages Act ensures that workers receive fair wages for their labour, with wage rates periodically notified by the government based on factors like region, industry type, and skill level. This law plays a crucial role in Jammu & Kashmir’s sectors such as agriculture, handicrafts, and tourism, where informal employment is prevalent. - Industrial Disputes Act, 1947
The Industrial Disputes Act governs the resolution of industrial disputes between employers and employees, covering issues such as retrenchment, layoffs, and strikes. In Jammu & Kashmir, where the industrial base is limited, this law primarily applies to small-scale enterprises and tourism-related businesses. - Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
This act mandates social security benefits for workers through provident fund contributions from both employers and employees. As formal employment increases in Jammu & Kashmir, particularly in hospitality and retail sectors, adherence to this act becomes crucial in ensuring financial security for workers.
Relationship Between Central and Jammu & Kashmir-Specific Laws
Differences Between Central and State-Specific Laws
Prior to the revocation of Jammu & Kashmir’s special status in 2019, the region had its own labour laws, distinct from the rest of India. These laws, though similar in spirit to central labour laws, were often tailored to local economic and social conditions. For example:
- J&K Industrial Disputes Act, 1956 mirrored the central Industrial Disputes Act but had different procedures for dispute resolution, influenced by regional considerations.
- J&K Shops and Establishments Act governed working conditions in shops, hotels, and small businesses, but with provisions customised to the seasonal nature of tourism and handicraft industries.
Following the constitutional changes in 2019, most central labour laws were extended to Jammu & Kashmir, effectively replacing the region’s separate legal framework. This shift has brought greater uniformity but also created transitional challenges as businesses and workers adapt to new compliance requirements.
Adaptation of Central Laws to Jammu & Kashmir’s Workforce
Despite the uniform application of central laws, practical implementation in Jammu & Kashmir often requires regional adaptations due to:
- Seasonal and Informal Employment: A large proportion of workers in agriculture, tourism, and handicrafts operate in informal settings, requiring simplified compliance norms and targeted awareness campaigns.
- Geographical and Security Challenges: Labour inspections and enforcement mechanisms need to account for remote areas, security restrictions, and limited administrative reach in certain districts.
- Cultural and Economic Context: Labour laws, especially those related to working hours, dispute resolution, and social security, need to reflect the cultural sensitivities and economic realities unique to the region.
The success of central labour law implementation in Jammu & Kashmir will depend on localised enforcement strategies, worker education, and support for small businesses in understanding and fulfilling their legal obligations.
Key Jammu & Kashmir-Specific Labour Laws
Jammu & Kashmir Shops and Commercial Establishments Act
Applicability to Businesses and Commercial Establishments
The Jammu & Kashmir Shops and Commercial Establishments Act regulates the conditions of work for employees in shops, hotels, restaurants, cinemas, and other commercial establishments operating within the union territory. It applies to all businesses, whether small or large, that engage in commercial activities, trade, or services, ensuring that workers’ rights and well-being are protected.
This law covers aspects such as:
- Working conditions
- Employment terms
- Wages and holidays
- Dispute resolution mechanisms
Registration Process and Compliance
All commercial establishments operating in Jammu & Kashmir must register under this Act within a prescribed period from the commencement of operations. The registration process typically involves:
- Submitting an application form to the Labour Department with business details, employee count, and nature of business.
- Payment of a registration fee, which varies based on business size and type.
- Obtaining a registration certificate, which must be renewed periodically.
Compliance under the Act includes:
- Maintaining employment registers and attendance records
- Displaying wage rates, working hours, and grievance procedures prominently at the workplace
- Adhering to working hour limits and providing mandatory rest periods
Provisions on Working Hours, Rest Days, Overtime
- Working Hours:
Employees are typically allowed to work up to 8 hours per day and 48 hours per week. Work beyond this limit qualifies as overtime. - Rest Days:
Employees are entitled to one rest day per week, preferably on Sunday, unless the nature of work requires otherwise. - Overtime:
Employees working beyond regular hours are entitled to overtime wages, usually at twice the normal wage rate.
Jammu & Kashmir Minimum Wages Act
Worker Categorization
The Jammu & Kashmir Minimum Wages Act, now aligned closely with the central Minimum Wages Act, classifies workers into:
- Unskilled Workers – Labourers performing basic manual tasks requiring no specialized training.
- Semi-skilled Workers – Workers with limited training or experience, capable of handling tasks requiring some degree of technical skill.
- Skilled Workers – Highly trained workers possessing specialized knowledge and experience, often employed in craft-based sectors like handicrafts, wood carving, or machinery operation.
Minimum Wage Rates for 2025
As of 2025, the proposed minimum wage rates for Jammu & Kashmir are (indicative — subject to official notification):
| Worker Category | Minimum Wage (Per Day) | Minimum Wage (Per Month) |
|---|---|---|
| Unskilled | ₹ 450 | ₹ 11,700 |
| Semi-skilled | ₹ 550 | ₹ 14,300 |
| Skilled | ₹ 650 | ₹ 16,900 |
Note: Exact wage rates are revised periodically by the Jammu & Kashmir Labour Department based on factors like inflation, cost of living, and industry trends.
These minimum wages apply to all sectors, including agriculture, tourism, retail, and manufacturing. Employers failing to comply may face penalties and legal action under labour laws.
Factories Act (Jammu & Kashmir Provisions)
Worker Safety, Health, and Welfare
The Factories Act, applicable to industrial units in Jammu & Kashmir, governs worker safety, health conditions, and welfare provisions in factories employing 10 or more workers with power, or 20 workers without power.
Key provisions include:
- Worker Safety
Employers must ensure:- Safe machinery and equipment
- Proper training and supervision to avoid workplace accidents
- Emergency exits, firefighting systems, and first aid facilities
- Health Provisions
Factories are required to maintain:- Clean working environments with proper ventilation, lighting, and sanitation
- Potable drinking water facilities
- Periodic health check-ups for workers engaged in hazardous processes
- Welfare Provisions
Employers must provide:- Canteen facilities (for factories with over 250 workers)
- Restrooms and changing rooms (particularly for female workers)
- Crèche facilities (for establishments employing a prescribed number of female workers)
- Proper work-hour monitoring and leave benefits
The Act also includes mandatory accident reporting requirements and provisions for compensation in case of work-related injuries.
Minimum Wages in Jammu & Kashmir
Breakdown of Minimum Wages
Minimum wages in Jammu & Kashmir are determined by the Labour Department to ensure fair compensation across various sectors and worker categories. The wage rates for 2025 are categorized based on skill levels and industry type, reflecting the diverse nature of the region’s economy, from tourism and agriculture to handicrafts and construction.
Minimum Wage Rates for 2025 (Indicative)
| Worker Category | General Minimum Wage (Per Day) | Minimum Wage (Per Month) |
|---|---|---|
| Unskilled | ₹ 450 | ₹ 11,700 |
| Semi-skilled | ₹ 550 | ₹ 14,300 |
| Skilled | ₹ 650 | ₹ 16,900 |
| Highly Skilled | ₹ 750 | ₹ 19,500 |
These are indicative figures and subject to final notifications by the Jammu & Kashmir Labour Department.
Sector-Specific Variations
Minimum wages also vary slightly across specific industries, depending on working conditions, seasonal employment patterns, and demand for specialized skills:
| Industry Sector | Worker Category | Minimum Wage (Per Day) |
|---|---|---|
| Tourism & Hospitality | Unskilled | ₹ 480 |
| Skilled | ₹ 670 | |
| Construction | Unskilled | ₹ 470 |
| Skilled | ₹ 660 | |
| Agriculture | Unskilled | ₹ 420 |
| Skilled | ₹ 600 | |
| Handicrafts | Skilled | ₹ 680 |
| Highly Skilled | ₹ 770 |
- Tourism & Hospitality – Slightly higher wages due to seasonal demand and need for customer-facing skills.
- Construction – Reflects the demand for manual labour in infrastructure projects.
- Agriculture – Lower rates, reflecting the seasonal and informal nature of work.
- Handicrafts – Skilled artisans often earn premium wages due to the specialized craftsmanship involved.
Revisions and Compliance
Frequency of Wage Revisions
- Minimum wages in Jammu & Kashmir are revised periodically, typically once every 2-3 years, although interim revisions can occur if inflation or economic conditions demand faster updates.
- The Minimum Wages Advisory Board reviews factors like:
- Cost of living index
- Industry health and profitability
- Input from employer and worker associations
- Notifications of revised wages are published by the Labour Department and must be prominently displayed at workplaces.
Penalties for Non-Compliance
Employers failing to pay the prescribed minimum wages or violating related provisions face penalties under the Minimum Wages Act:
- Fines up to ₹ 10,000 for the first offence.
- Higher fines and potential imprisonment (up to 6 months) for repeated violations.
- Recovery proceedings, where unpaid wages can be directly recovered from the employer through labour courts.
- Labour Inspectors conduct regular inspections, especially in tourism hubs, construction sites, and handicraft clusters, where underpayment and informal employment practices are more common.
Working Hours, Leaves, and Holidays
Working Hours
Standard Daily and Weekly Working Hours
In Jammu & Kashmir, working hours for different sectors are governed by the Jammu & Kashmir Shops and Establishments Act (for shops and commercial establishments) and the Factories Act (for industrial units). The standard working hours across most sectors are:
- Daily Limit: 8 hours per day
- Weekly Limit: 48 hours per week
- Break Time: At least 30 minutes after 5 hours of continuous work
- Weekly Off: One mandatory day off (commonly Sunday)
Special provisions exist for seasonal businesses, especially in tourism and agriculture, allowing for some flexibility during peak seasons, provided proper compensatory measures are in place.
Overtime and Compensatory Off Policies
- Overtime Pay:
Any work performed beyond 8 hours a day or 48 hours a week qualifies for overtime wages, typically at twice the regular wage rate. - Compensatory Off:
If a worker is required to work on a weekly off day or a public holiday, they are entitled to:- Either double wages for that day, or
- A compensatory off day within a specified period, depending on the establishment’s policy and sectoral regulations.
Leave Entitlements
Annual Leave, Casual Leave, Sick Leave
Workers in Jammu & Kashmir are entitled to various types of leave as per central labour codes (applicable post-2019) and local adaptations under the Jammu & Kashmir Shops and Establishments Act.
| Leave Type | Entitlement |
|---|---|
| Annual Leave (Earned Leave) | 1 day for every 20 days worked (i.e., around 15 days per year) |
| Casual Leave | Typically 7 to 10 days per year, depending on the sector |
| Sick Leave | Minimum 12 days per year, with additional leave available for certain hazardous occupations |
- Carry Forward: Unused annual leave can usually be carried forward to the next year, up to a prescribed limit.
- Leave Encashment: In some cases, particularly in factories, workers can encash unused earned leave during separation or retirement.
Maternity Leave
Maternity leave entitlements in Jammu & Kashmir follow the Maternity Benefit Act, 1961, which now directly applies after the extension of central laws to the union territory. Provisions include:
- Maternity Leave Duration: 26 weeks (for first two children); 12 weeks for subsequent children.
- Eligibility: Female employees with at least 80 days of service in the preceding 12 months.
- Wages During Leave: Full wages based on average daily wage for the period of leave.
- Creche Facilities: Required for establishments with 50 or more employees, providing childcare facilities within office premises.
Public Holidays in Jammu & Kashmir
List of Public Holidays
The Jammu & Kashmir Government notifies a list of public holidays each year, combining national holidays, state-specific holidays, and religious festivals celebrated in the region. Indicative list for 2025:
| Date | Holiday |
|---|---|
| January 26 | Republic Day |
| March 4 | Mahashivratri |
| March 23 | Nauroz (Kashmiri New Year) |
| April 14 | Baisakhi |
| April 17 | Eid-ul-Fitr (tentative) |
| May 10 | Buddha Purnima |
| June 16 | Eid-ul-Adha (tentative) |
| August 15 | Independence Day |
| August 19 | Raksha Bandhan |
| September 7 | Janmashtami |
| October 2 | Gandhi Jayanti |
| October 13 | Dussehra |
| October 31 | Union Territory Day |
| November 1 | Diwali |
| December 25 | Christmas |
Wage Implications for Working on Public Holidays
If employees are required to work on any public holiday, they are entitled to:
- Double the normal wages for the day, or
- A substitute holiday within the same wage period, depending on the sector and agreement between the employer and employee.
In tourism and hospitality sectors, where work on public holidays is common, employers often adopt rotational leave policies to balance operational needs with compliance.
Employee Benefits and Welfare Schemes
Social Security Programs
Implementation of EPF and ESI
After the abrogation of Article 370 in 2019, central social security laws, including the Employees’ Provident Fund and Miscellaneous Provisions Act, 1952 and the Employees’ State Insurance (ESI) Act, 1948, have been fully extended to Jammu & Kashmir.
- Employees’ Provident Fund (EPF)
EPF provides retirement benefits to employees working in establishments with 20 or more employees.
Contributions:- Employer: 12% of employee’s wages
- Employee: 12% of wages
- Contribution is mandatory for workers earning up to ₹15,000 per month (voluntary above this threshold).
- Employees’ State Insurance (ESI)
ESI offers health insurance and medical benefits to employees working in factories and establishments with 10 or more workers (with power) or 20 or more workers (without power).
Contributions:- Employer: 3.25% of wages
- Employee: 0.75% of wages
ESI covers expenses related to medical care, sickness benefits, maternity benefits, and disability compensation.
Eligibility and Contribution Requirements
| Scheme | Eligibility | Employee Contribution | Employer Contribution |
|---|---|---|---|
| EPF | All employees in establishments with 20+ workers | 12% of wages | 12% of wages |
| ESI | All employees earning up to ₹21,000/month in eligible establishments | 0.75% of wages | 3.25% of wages |
- EPF accounts are portable, which benefits workers who migrate across districts or states for seasonal work.
- ESI benefits include free medical treatment for the insured worker and their dependents in ESI hospitals and dispensaries.
Jammu & Kashmir-Specific Welfare Schemes
Welfare Schemes for Tourism Workers, Construction Workers, and Agricultural Labourers
In addition to central social security programs, the Jammu & Kashmir government has launched welfare schemes targeting specific sectors that are critical to the region’s economy and employ a large informal workforce.
1. Welfare Board for Construction Workers
The Jammu & Kashmir Building and Other Construction Workers Welfare Board (JKBOCWWB) implements welfare measures for construction workers, including:
- Financial Assistance for Education of Children
- Maternity Benefits for Female Workers
- Health Assistance and Medical Aid
- Toolkits and Safety Gear Distribution
- Pension Scheme for Elderly Construction Workers
2. Tourism Worker Welfare Initiatives
Given the importance of tourism to the local economy, the government offers:
- Health insurance coverage for hospitality sector workers.
- Skill enhancement programs for guides, hotel staff, and drivers through Jammu & Kashmir Tourism Development Corporation (JKTDC).
- Subsidized loans to encourage workers to set up small tourism-related businesses, such as home stays or adventure tourism services.
3. Agricultural Labour Welfare
- Crop Insurance Schemes to protect farmers and agricultural labourers from losses due to weather calamities.
- Direct Income Support Schemes under PM-Kisan, combined with state-level initiatives for small and marginal farmers.
- Subsidized seeds, fertilizers, and equipment for registered farm workers.
- Special awareness programs to educate farm workers on labour rights, minimum wages, and social security benefits.
Skill Development Programs and Employment Initiatives
To boost employability and livelihood opportunities, the government of Jammu & Kashmir runs various skill development and employment programs under:
- Himayat Program – Focused on providing skills training and placement support for youth in rural areas, especially those affected by conflict and economic distress.
- Skill Development Mission (JKSDM) – Offers vocational training in sectors like hospitality, IT, handicrafts, and healthcare, helping align local talent with industry demand.
- PM Vishwakarma Yojana – Special program for traditional artisans and handicraft workers, providing skill upgradation, credit support, and marketing assistance.
These targeted welfare and employment initiatives help bridge the gap between formal labour laws and the realities of Jammu & Kashmir’s informal, seasonal, and culturally distinct workforce.
Industrial Relations and Dispute Resolution
Mechanisms for Dispute Resolution
Role of Labour Courts and Industrial Tribunals
Labour relations in Jammu & Kashmir are governed largely by central laws such as the Industrial Disputes Act, 1947, which was extended to the union territory after 2019. The act defines the processes for resolving disputes between employers and employees, including:
- Labour Courts:
Labour courts handle individual disputes, such as wrongful termination, non-payment of wages, or violations of service conditions.
Jurisdiction: Primarily covers industrial establishments, but certain provisions may also apply to shops and commercial establishments. - Industrial Tribunals:
These tribunals deal with collective disputes involving wage negotiations, working conditions, or unfair labour practices.
Industrial tribunals in Jammu & Kashmir function under the jurisdiction of the Central Industrial Relations Machinery (CIRM), particularly for disputes involving large establishments or public sector units.
Worker Grievance Redressal Mechanisms
In addition to formal labour courts and tribunals, several mechanisms exist to help workers resolve grievances at the establishment level:
- Internal Grievance Committees – Required in larger establishments, especially those with more than 20 workers.
- Labour Inspectors and Conciliation Officers – Appointed by the Labour Department, these officers facilitate conciliation meetings to resolve disputes amicably before they escalate to formal legal proceedings.
- Trade Unions and Worker Associations – In sectors like tourism, construction, and handicrafts, worker unions play a crucial role in representing employee grievances and negotiating settlements.
For women workers, particularly in the hospitality and handicraft sectors, there are special provisions for complaints related to sexual harassment, governed by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, which is now fully applicable in Jammu & Kashmir.
Strikes, Lockouts, and Layoffs
Legal Provisions
The Industrial Disputes Act, 1947 regulates the rights of both employers and workers to engage in strikes, lockouts, and layoffs. Key provisions include:
- Strikes
Workers have the right to strike, but they must follow legal procedures, including:- Providing notice at least 14 days in advance (for public utility services such as electricity or transportation).
- Strikes during the pendency of conciliation or tribunal proceedings are prohibited.
- Lockouts
Employers can declare a lockout, but only after:- Issuing prior notice to the appropriate authority.
- Ensuring that the lockout is not declared during conciliation or arbitration proceedings.
- Prohibited Strikes and Lockouts
Both strikes and lockouts are prohibited in:- Essential services (public health, electricity, water supply).
- Establishments under government control or facing national security issues (especially in sensitive areas of Jammu & Kashmir).
Employer Responsibilities During Layoffs
Layoffs (temporary suspension of employment due to economic or operational reasons) are regulated to protect workers’ rights. Employer responsibilities include:
- Prior Notice and Approval
- In establishments with more than 50 workers, employers must seek prior approval from the Labour Department for layoffs.
- Layoff Compensation
- Workers are entitled to 50% of their basic wages and dearness allowance during the layoff period.
- Compensation is mandatory if the layoff exceeds 45 days in a year.
- Exemptions
- Establishments with less than 50 workers have fewer formalities, though they are still required to compensate workers as per contract terms and minimum wage requirements.
- Rehiring Obligations
- If work resumes after layoffs, employers must give preference to previously laid-off workers.
Recent Amendments or Updates
Key 2025 Updates in Jammu & Kashmir’s Labour Laws
In 2025, several updates and amendments have been introduced to better align Jammu & Kashmir’s labour laws with evolving economic conditions, central labour reforms, and the unique socio-economic context of the union territory. These changes aim to enhance worker protections, simplify compliance for businesses, and promote ease of doing business, particularly in sectors like tourism, construction, handicrafts, and agriculture.
Changes in Wages, Welfare Schemes, and Compliance
Minimum Wages Revision
- The minimum wages for 2025 have been revised across sectors, ensuring better income security for workers in agriculture, tourism, construction, and small-scale manufacturing.
- New minimum wage rates effective from April 1, 2025:
| Worker Category | Minimum Wage (Per Day) | Minimum Wage (Per Month) |
|---|---|---|
| Unskilled | ₹ 450 | ₹ 11,700 |
| Semi-skilled | ₹ 550 | ₹ 14,300 |
| Skilled | ₹ 650 | ₹ 16,900 |
| Highly Skilled | ₹ 750 | ₹ 19,500 |
- Sector-Specific Adjustments: Special wage rates have been notified for:
- Tourism & Hospitality Workers (including hotel staff and tour guides)
- Construction Labourers
- Handicraft Artisans
Expanded Coverage Under Social Security Schemes
- EPF & ESI Extended to Smaller Establishments:
More micro and small enterprises (with fewer than 20 employees in certain sectors) are now encouraged to voluntarily register under EPF and ESI, with government contribution incentives for first-time registrations. - Welfare Benefits Expanded for Informal Workers:
New schemes under the Jammu & Kashmir Building and Other Construction Workers Welfare Board (JKBOCWWB) offer:- Increased scholarship amounts for workers’ children.
- Higher maternity assistance for female construction workers.
- Insurance coverage for accidental deaths, now set at ₹5 lakh.
Compliance Reforms
- Online Registration and Self-Certification:
The Labour Department has introduced a new online portal where businesses can:- Register under Shops and Establishments Act, EPF, and ESI.
- File returns and self-certification documents, reducing the need for physical inspections in non-hazardous sectors.
- Simplified Returns for MSMEs:
Micro, small, and medium enterprises (MSMEs) can now file consolidated returns under labour laws, easing compliance burdens and encouraging formal employment generation.
Government Notifications
Key notifications issued in 2025 include:
- Notification No. JKL/MinWage/2025/01: Revision of minimum wages across all employment categories and sectors.
- Notification No. JKL/Welfare/2025/02: Enhancement of welfare benefits for construction and tourism workers, including educational aid, health coverage, and financial assistance.
- Notification No. JKL/Compliance/2025/03: Introduction of Labour Compliance Portal for online registration, return filing, and grievance redressal.
- Notification No. JKL/SkillDev/2025/04: Launch of Jammu & Kashmir Skill Connect 2025, a multi-sector skill development program aimed at upskilling youth and informal workers in sectors like handicrafts, agriculture technology, and eco-tourism.
Focus on Worker Formalisation and Social Security Inclusion
A recurring theme across the 2025 amendments is the formalisation of the workforce—bringing more informal workers into the fold of labour laws, social security schemes, and welfare benefits, especially in:
- Handicrafts sector (artisans and home-based workers)
- Tourism (seasonal guides, hospitality staff)
- Agriculture (casual and migrant workers)
Conclusion
The labour laws in Jammu & Kashmir reflect the unique economic landscape of the region, balancing the need for worker protection with the importance of promoting business growth. From minimum wages and working hours to social security coverage and dispute resolution mechanisms, these laws play a critical role in shaping fair employment practices across sectors like tourism, agriculture, construction, and handicrafts.
With the extension of central labour laws following the abrogation of Article 370, employers and workers alike must adapt to the new legal framework. Understanding rights, responsibilities, and compliance requirements is essential for ensuring smooth industrial relations, protecting worker welfare, and avoiding legal penalties.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
