You're absolutely right! The Payment of Wages Act, 1936 applies to employees earning up to ₹24,000 per month. For salaries exceeding this limit, there isn't a single, specific law that governs all aspects like timely payment or deductions. However, there are various other regulations that come into play: Contractual Agreement: The primary source for regulations regarding salary above ₹24,000 is the employment contract between the employer and employee. This contract should clearly outline details like salary amount, payment schedule, deductions allowed, and other terms of employment. Industrial Disputes Act, 1947: This act applies to a broader range of employees, including those with salaries exceeding ₹24,000. It focuses on resolving industrial disputes related to termination, layoffs, and other service conditions. Bonus Payment Act, 1965: This act applies to certain establishments and mandates the payment of bonus to eligible employees, irrespective of their salary. Minimum Wages Act, 1948: This act sets minimum wage limits for various industries and regions. While not directly applicable to high-earning employees, it establishes a baseline for fair wages. General Labour Laws: Several other general labour laws like the Factories Act, 1948, and the Shops and Establishments Acts of various states also apply, ensuring safe working conditions and some basic rights for all employees, regardless of salary level. In summary: There's no single law governing salaries above ₹24,000 in India. The employment contract holds primary importance. Various other labour laws offer protection and define specific rights for employees. If you have any specific concerns regarding your salary or employment rights, it's advisable to consult a lawyer specializing in labour law. They can provide more specific guidance based on your situation and the applicable laws.

In India, the Payment of Wages Act, 1936, applies to employees earning up to ₹24,000 per month. For salaries above this limit, the following laws govern: _The Payment of Wages Act exemptions:_ Section 1(6) of the Payment of Wages Act exempts certain employees from its provisions, including: 1. Those earning more than ₹24,000 per month. 2. Employees of the Central/State Governments. 3. Employees of local authorities. 4. Employees in certain industries (e.g., railways, airlines). _Laws governing salaries above ₹24,000:_ 1. The Contract Labour (Regulation and Abolition) Act, 1970*: Applies to contract labor, regardless of salary. 2. *The Labour Law (Amendment) Act, 2017*: Increased the threshold for applicability of various labor laws. 3. *The Code on Wages, 2019*: Repealed and replaced the Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, and Equal Remuneration Act. 4. *The Industrial Disputes Act, 1947*: Governs industrial disputes, including those related to wages. 5. *The Shops and Establishment Acts*: State-specific laws regulating wages, working hours, and conditions. _Other relevant laws:_ 1. *The Employees' Provident Funds and Miscellaneous Provisions Act, 1952*: Governs provident fund contributions. 2. *The Employees' State Insurance Act, 1948*: Provides social security benefits. 3. *The Income-tax Act, 1961*: Governs tax deductions and exemptions. _Key court judgments:_ 1. *Vishal Engineering v. Assistant Provident Fund Commissioner* (2017): Clarified applicability of PF provisions. 2. *RP Kapoor v. Union of India* (2018): Interpreted the scope of the Contract Labour Act. Keep in mind that laws and regulations are subject to change, and specific industry or state-level laws may apply. Would you like information on: 1. Salary thresholds for other labor laws? 2. Applicability of labor laws to specific industries? 3. Recent amendments to labor laws?

In India, the Payment of Wages Act, 1936, applies to employees earning up to ₹24,000 per month. For salaries above this limit, the following laws govern: _The Payment of Wages Act exemptions:_ Section 1(6) of the Payment of Wages Act exempts certain employees from its provisions, including: 1. Those earning more than ₹24,000 per month. 2. Employees of the Central/State Governments. 3. Employees of local authorities. 4. Employees in certain industries (e.g., railways, airlines). _Laws governing salaries above ₹24,000:_ 1. *The Contract Labour (Regulation and Abolition) Act, 1970*: Applies to contract labor, regardless of salary. 2. *The Labour Law (Amendment) Act, 2017*: Increased the threshold for applicability of various labor laws. 3. *The Code on Wages, 2019*: Repealed and replaced the Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, and Equal Remuneration Act. 4. *The Industrial Disputes Act, 1947*: Governs industrial disputes, including those related to wages. 5. *The Shops and Establishment Acts*: State-specific laws regulating wages, working hours, and conditions. _Other relevant laws:_ 1. *The Employees' Provident Funds and Miscellaneous Provisions Act, 1952*: Governs provident fund contributions. 2. *The Employees' State Insurance Act, 1948*: Provides social security benefits. 3. *The Income-tax Act, 1961*: Governs tax deductions and exemptions. _Key court judgments:_ 1. *Vishal Engineering v. Assistant Provident Fund Commissioner* (2017): Clarified applicability of PF provisions. 2. *RP Kapoor v. Union of India* (2018): Interpreted the scope of the Contract Labour Act. Keep in mind that laws and regulations are subject to change, and specific industry or state-level laws may apply. Would you like information on: 1. Salary thresholds for other labor laws? 2. Applicability of labor laws to specific industries? 3. Recent amendments to labor laws? https://law4u.in/advocate-m-srinivasan

In India, the Payment of Wages Act, 1936, applies to employees earning up to ₹24,000 per month. For salaries above this limit, the following laws govern: _The Payment of Wages Act exemptions:_ Section 1(6) of the Payment of Wages Act exempts certain employees from its provisions, including: 1. Those earning more than ₹24,000 per month. 2. Employees of the Central/State Governments. 3. Employees of local authorities. 4. Employees in certain industries (e.g., railways, airlines). _Laws governing salaries above ₹24,000:_ 1. *The Contract Labour (Regulation and Abolition) Act, 1970*: Applies to contract labor, regardless of salary. 2. *The Labour Law (Amendment) Act, 2017*: Increased the threshold for applicability of various labor laws. 3. *The Code on Wages, 2019*: Repealed and replaced the Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, and Equal Remuneration Act. 4. *The Industrial Disputes Act, 1947*: Governs industrial disputes, including those related to wages. 5. *The Shops and Establishment Acts*: State-specific laws regulating wages, working hours, and conditions. _Other relevant laws:_ 1. *The Employees' Provident Funds and Miscellaneous Provisions Act, 1952*: Governs provident fund contributions. 2. *The Employees' State Insurance Act, 1948*: Provides social security benefits. 3. *The Income-tax Act, 1961*: Governs tax deductions and exemptions. _Key court judgments:_ 1. *Vishal Engineering v. Assistant Provident Fund Commissioner* (2017): Clarified applicability of PF provisions. 2. *RP Kapoor v. Union of India* (2018): Interpreted the scope of the Contract Labour Act. Keep in mind that laws and regulations are subject to change, and specific industry or state-level laws may apply. Would you like information on: 1. Salary thresholds for other labor laws? 2. Applicability of labor laws to specific industries? 3. Recent amendments to labor laws? https://law4u.in/advocate-m-srinivasan