Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 12 DECEMBER 2017

Safety Management Plan

S.S. Rana & Co.
S.S. Rana & Co.
Contributor
S.S. Rana & Co.

S.S. Rana & Co.

Established in 1989, S.S. Rana & Co. is a premier intellectual property and corporate law firm...

View firm profile
Explore more from S.S. Rana & Co.

The welfare of the workers should always be the primary concern of the employers.

IndiaEmployment and HR
S.S. Rana & Co. Advocates
S.S. Rana & Co. Advocates
Author LinkedIn connections

Introduction –

Safety management has long been a crucial issue in the corporate world, giving invaluable benefits in terms of its input towards the wellbeing and interest of the people working in such organizations. The welfare of the workers should always be the primary concern of the employers. Many workplaces nowadays have opted to keep in place effective safety management system or plan. Safety management plan differs from workplace to workplace as well as sector to sector.

Through the years, there has been a number of safety management plans and systems which can be adopted by organizations as per their requirements. In this article, we shall briefly look into the guidelines on occupational safety and health management systems as provided by the International Labour Organization (herein after referred to as "ILO"). According to this system, there are five essential elements for effectively rendering safety and welfare measures to the workers1, which are as

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Ministry Of Labour And Employment Operationalises The Provisions On Payment Of Statutory Bonus

On 25 August 2026, the Ministry of Labour and Employment issued two notifications (Notifications) under the Code on Wages, 2019 (Wage Code), thereby operationalising specified provisions relating to payment of statutory bonus for establishments for which the appropriate government is the Central Government. The Wage Code consolidates the legislative framework governing wages and related employee entitlements, including the regime previously governed by the Payment of Bonus Act, 1965.
IndiaEmployment and HR
Khaitan & Co.
Khaitan & Co.
Article

Notified Code On Wages (Central) Rules, 2026: What Employers Need To Know

India's Ministry of Labour and Employment has notified the Code on Wages (Central) Rules, 2026, operationalizing the Code on Wages, 2019. These comprehensive rules establish frameworks for minimum wage fixation, working hours standardization, permissible wage deductions, bonus computation methodologies, and enhanced principal employer accountability in contractor-based employment arrangements.
IndiaEmployment and HR
Anhad Law
Anhad Law
Article

Revision to EPF Wage Ceiling: Coverage, Contributions and the September Transition

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?
IndiaEmployment and HR
Argus Partners
Argus Partners
Article

Enhancement Of PF Wage Ceiling To INR 25,000

The Ministry of Labour & Employment has issued a notification dated September 17, 2026, notifying INR 25,000 per month as the new wage ceiling for the purposes of the provident fund provisions (“PF“) of the Code on Social Security, 2020 (“SS Code”). The notification is effective from September 17, 2026. The wage ceiling was last revised 12 years ago in September 2014, when it was increased from INR 6,500 per month to INR 15,000 per month.
IndiaEmployment and HR
AZB & Partners
AZB & Partners
Article

Use Of Artificial Intelligence (AI) In Courts

On June 3, 2026, the Supreme Court of India’s AI Committee released preliminary draft of the Regulations for Use of Artificial Intelligence (AI) in Courts, 2026 (“The Draft”). This marks a shift from scattered experiments with AI tools for translation, transcription, research and case management. With over 93,000 pending matters as of March 2026, the guidelines aim to ease processes for officials and citizens. AI could help reduce backlogs through automated cause-list preparation, transcription, research, and defect scrutiny, but its use also raises serious concerns.
IndiaTechnology
S.S. Rana & Co.
S.S. Rana & Co.
Article

Copy, Right? ANI Media Pvt. Ltd. v. Open AI OpCo LLC

When an artificial intelligence system is trained on copyrighted news content, and later answers a user’s question using what it learned, has the law been broken? On 24th July 2026, the Delhi High Court answered that question, at least for now. In ANI Media Pvt. Ltd. v. Open AI OpCo LLC, Justice Amit Bansal declined to grant an interim injunction against OpenAI, holding, on a prima facie, interim stage view, that the company’s use of ANI’s news content to train its large language models (“LLMs”) falls within the fair dealing exception under Section 52(1)(a) of the Copyright Act, 1957
IndiaIntellectual Property
S.S. Rana & Co.
S.S. Rana & Co.
Article

FSSAI Raises Turnover Limits For Food Business Registration And Licensing

The change is effected through two instruments: the Food Safety and Standards (Licensing and Registration of Food Businesses) Amendment Regulations, 2026, notified via gazette on 10th March, 2026[1] (the “Amendment Regulations”), and a subsequent implementation order dated 13th March, 2026[2] (the “Order”) issued by FSSAI directing all licensing authorities to apply the revised thresholds with effect from 1st April, 2026.
IndiaFood, Drugs, Healthcare, Life Sciences
S.S. Rana & Co.
S.S. Rana & Co.
Article

CERT-In’s New AI-Vulnerability Guidelines: A Quick-Reference For OEMs, Tech Vendors And In-House Counsel

Cybersecurity regulation in India has, until now, largely spoken to the entity that suffers the breach. The 2022 CERT-In Directions issued under Section 70B of the Information Technology Act, 2000 fixed a six-hour reporting clock on the organisation that detects an incident. The new Guidelines flip the lens onto the entity upstream of that breach, the OEM or technology provider that built the product in the first place. For the first time, vendors supplying software, firmware, cloud platforms, or APIs into India carry direct, time-bound, and independently verifiable obligations of their own and not obligations that are merely passed through a customer contract, but obligations CERT-In itself may enforce.
IndiaTechnology
S.S. Rana & Co.
S.S. Rana & Co.
Article

Is Meta Still Just An Intermediary? Why India Is Rethinking Safe Harbour

In mid-September 2026, government sources said Meta Platforms’ Indian operations, Facebook, Instagram and Threads, should no longer be viewed merely as an “internet intermediary” but should also be treated as a “service provider,” arguing that the company’s monetised algorithms actively decide what content gets amplified, distributed and shown to whom. That is a government position, not a new statutory classification, and this article returns to that distinction below.
IndiaMedia, Telecoms, IT, Entertainment
S.S. Rana & Co.
S.S. Rana & Co.
Article

Understanding The 50% Wage Rule Under The Code On Wages, 2019: A Cap On Exclusions, Not A Ceiling On Wages

India’s new labour code framework, comprising four consolidated codes enacted between 2019 and 2020, represents the most comprehensive overhaul of employment laws since independence. Among these, the Code on Wages, 2019 (hereinafter referred to as the “Code”) amalgamates the Payment of Wages Act, 1936; the Minimum Wages Act, 1948; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976, into a single, unified enactment.
IndiaEmployment and HR
S.S. Rana & Co.
S.S. Rana & Co.