1. Contract Labour (Regulation and Abolishing) Act

According to Section 21 of the Act, the contractor is in charge of paying the wages to each employee he hires as contract labour, and those payments must be paid prior to the end of any applicable time period.

If the contractor does not pay the required number of wages within the allotted time, the principal employer will be responsible for paying the full number of wages owed to the contract labour that the contractor employed and recovering the amount so paid from the contractor either through a deduction from any amounts owed to the contractor under any contracts or as a debt owed by the contractor.

2. The 1953 Shops and Establishment Act

   Many states have their own laws dictating how different businesses and establishments must operate within their borders. The Model Act states that a worker is entitled to earnings at the rate of double his regular rate of wages or such greater amount as may be authorized "when any worker is compelled to work on any day in excess of nine hours and forty-eight hours in a week."

   A punishment of up to Rs. 2 Lakhs may be imposed on the employer for any violations of the Act's provisions or any rules issued under it by the State Government, including failure to pay wages. The extra fine may also be assessed.

3. Wages Act

   The two main pieces of legislation that govern and regulate wages given by the employer to the employee are the Minimum Wages Act of 1948 and the Payment of Wages Act of 1936. The previous Act aims to establish a minimum wage that all workers must receive. The minimum wage varies from State to State and is set according to the nature of the work, which is listed in the Schedule of the Act.

   On the other side, the Payment of Salary, Act of 1936 ensures that the employee or workman will receive their wages on time. As a result, the competent Government is given the authority to designate the following groups of officials to handle disputes resulting from salary deductions or payment delays-

   -Workmen's compensation commissioner

   -Officer of the State Government having a minimum of two years' experience who is not below the rank of regional labour commissioner.

   -The labour court or industrial dispute tribunal's presiding officer

   -Other officials with prior judicial magistrate or civil judge experience.

4. Industrial Disputes Act The Act's Section 33C addresses the recovery of money that is owed to the employee. This clause states that any employee, anybody authorized by the employee, or the legal heir in the case of a deceased employee, may submit a request for salary payment to the relevant authorities. The competent government issues a certificate for payment of dues once it is satisfied that the money is indeed owed. However, the Labour Court will make the decision if it is necessary to calculate the amount of money.
5. Use of Arbitration

These days, arbitration clauses are frequently included in contracts. Therefore, if the arbitration clause applies, the employee may continue to resolve the disagreement using the Arbitration and Conciliation Act of 1996. It is a speedy settlement that takes place outside of court.