Labour Complement | Wages | Compliance Initiatives & much more

Labour Complement

Written By: Suryawanshi Saurabh
Veermata Jijabai Technological Institute, Mumbai, India

Labour complement in different departments of a company and their job responsibilities

Today’s global economy & specifically the textile sector is characterized by geographically dispersed production and rapid market driven changes. Millions of jobs have been created in the textile sector in developing countries which have benefited greatly.

Current production in textile and clothing industries is complex to manage because there are multiple actors of various sizes, in geographically dispersed location and production includes numerous steps & activities that must be performed in sequence within a limited frame.

Wages & working time have a direct impact on the lives of worker and the competitiveness of companies’ labour complain. Aims at the development of labours standard that assists government in establishing national legislation to regulates wages and working hours.

Labours are arguably one of the prominent aspects of not only textile industries but also for various other industries.

Young women with relatively low skills comprise a high share of employees in the clothing industry, which is often one of the few accepted from of contractual for women in may developing countries.

Working conditions in the clothing industry & some industry practices can be particularly challenging. How wages, weak collective bargaining opportunities & lack of equal pay for work of equal values can make women vulnerable to hurdles.


  • As discussed, earlier wages & working time have a direct impact on the lives of workers and the competitiveness of companies. Wages regulations & wage settings have been an integral part of industries.
  • The industries have adopted specific wages conventions and recommendation which includes the followings: 

Ø  Protection of wages construction & recommendation

Ø  Minimum wage fixing convention & recommendatio

ØProtection of workers claims & recommendation

  • In the convention of protection of wages construction, it offers protection of wages specific the form and manner (where, when, how) of the payment of wages to provide the fullest possible protection to worker.
  • Stats party has to establish a system of minimum wages that covers all groups of wages earner whose terms of employment are such that coverage would be appropriate.
  • In determining & reviewing periodically the level of minimum wages, member states consider “the need of worker & their families, taking into accounts the general level; of wages in the country, the cost of living, social security’s benefited and relative standard of other social groups”
  • It also includes economic factors, including the requirements of economic development levels of productivity and the desirability of attaining and maintaining a high level of employment. The establishment, operations & modification of the minimum wages system need to be carried out in full consultations with employers & worker organizations
  • They also require the adoption of appropriate measures such as adequate inspection reinforced by other measures to ensure effective application of minimum wages provisions.
  • Above all, respect to the fundamental principle and rights and particularly on freedom of association and collection bargaining are essential for ensuring wage protection. It also provides the necessary protection to women against the elimination of any sources of discrimination and other abusive practices.
  • The minimum wage provision needs to be legally binding, that is prohibited to pay less than the minimum wage and that minimum wage setting mechanisms are ineffective unless their implementation is ensured in practice.
  • Regardless of national laws that set minimum wage rates and stipulates that information should be made available to the both workers and employees, research indicates that compliance with legislation is often low in the sector. In the industry.
  • Many top 20 producers in the world, such as India, Bangladesh, Vietnam, Cambodia & Srilanka have the lowest minimum wage
  • Some research studies show that the Indian clothing industry found that 43% of workers did not receive their legal minimum entitlement & 71% did not receive overtime payments.
  • Recent international and national debates on minimum wage have focused on their coverage and application as well as on the level at which they should be set to provide a fair income to worker & to determine the right balance for business.
  • Better work studies indicates that low wage is often accompanied by other labour issues. There is variation between countries, but the highest rates of non-compliance across countries are in respect of paid leave, social security & other benefits & inaccurate payment & insufficient wages information.  


  • The principle of the 8-hour day and 48-hour week as maximum normal working hours has been internationally established since 1919.
  • The hours of work industry convention 1919, introduced a maximum standard working time of 48 hours/week and 8 hours/day, with the exception of limited and well-circumscribed cases.
  • The convention other than hours of work, weekly rest and paid leave, it includes: -

Ø  Hours of work industry convention

Ø  Weekly rest convention

Ø  Holiday with pay convention

Ø  Reduction of hours of work recommendation

  • Overtime is also linked to wage level. The study conducted that on average factor workers worked more then 60 hour/week and 88% of case more than 6 days in the rows.


  • Need for daily, weekly and perhaps annual limits on working hours.
  • Importance of keeping overtime. Exception, limiting the number of additional hours and providing adequate compensation.
  • Right to regular & uninterrupted weekly rest.
  • Right to paid leave
  • Need to keep night time work exceptional and warranting special protection.
  • Importance of enterprises needs in respect of flexible working time arrangemen
  • Right to collective bargaining and the full and genuine consulting of employees and workers representatives on working time regulation.
  • Ned for effective labour inspection system or other enforcement measure to prevent and punish abusive practices.


  • The main responsibility for the implementation of wage and working time legislation lies with government. Ensuring compliance with national law requires labour administration and inspection system that have efficient method of governance.
  • Labour inspection & administration system operates in rapidly changing environment that is well exemplified by industries.


  • Private compliance initiatives (PCI’s) are voluntary initiatives that monitor compliance with corporate social responsibility (CSR) requirements.
  • Despite the increasing number of PCI’s, such initiatives alone fail to deliver better or safer working conditions.


Social dialogue can produce sustainable change & promote decent & productive work. The industries have been profoundly transferred in the past few decades & social dialogue plays a key role in addressing globalization and adding to finance.

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