Obtain CLRA (Contract Labour Regulation & Abolition) Registration / Licence to comply with labour laws governing employment of contract labour and ensure legal workforce management.
CLRA Registration / Licence refers to the legal compliance process under the Contract Labour (Regulation & Abolition) Act, 1970. Any establishment employing contract labour above a specified threshold must obtain a licence from the appropriate Labour Commissionerate. This ensures regulated employment conditions, fair wages, social security benefits, and adherence to statutory labour standards. The process involves applying with requisite documents, employer and contractor details, and compliance with health, safety, and welfare provisions.
Ensures your establishment complies with CLRA Act requirements and avoids penalties.
Provides regulated employment standards and safeguards for contract labour.
Enhances trust with governmental agencies, clients, and partners.
Prevents fines, show-cause notices, or operation stoppages due to non-compliance.
Mandatory for establishments employing contract labour beyond the threshold limit.
Ensures contract labour is entitled to fair wages and statutory benefits.
Helps regulate employment standards, working conditions, and welfare facilities.
Reduces legal and operational risks associated with contract labour management.
Confirm if your establishment employs contract labour above the statutory threshold and needs CLRA licence.
Collect proofs of establishment, employer details, contractor details, workforce information, and statutory compliance documents.
File your CLRA application with the appropriate Labour Commissionerate or online portal with attached documents.
Labour authorities review the application, conduct any required inspection, and grant the licence upon approval.
Understand CLRA requirements based on your workforce size and category.
Prepare establishment, employer, and workforce records for filing.
File the application with the relevant Labour Commissionerate (State/Central).
Track approval status and obtain the CLRA licence.
Application may be rejected or deemed premature.
How to avoid: Verify employee count and contract labour usage before applying.
Verification delays or rejection.
How to avoid: Ensure all establishment and workforce proofs are accurate.
Processing delays.
How to avoid: Submit application to the correct State or Central Labour Department.
Non-compliance notices.
How to avoid: Provide complete employer, contractor, and employee statutory information.
It is a licence issued under the Contract Labour (Regulation & Abolition) Act, 1970, for establishments employing contract labour beyond a specified threshold.
Any establishment that employs contract labour above the statutory limit as defined under the Act.
Yes, it is mandatory if your workforce includes contract labour beyond statutory criteria.
Validity varies by state but typically requires periodic renewal or compliance reporting.
Operating without a required CLRA licence may lead to penalties or regulatory action by labour authorities.
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