Adaptive Learning EngineZero-Defect Preparation
Smart Mistake Notebook & Weak-Area Drills
The Mistake Notebook automatically catalogs all tricky conceptual areas and incorrect questions from your mock attempts, allowing you to practice focused 15-question targeted drills until you reach 100% mastery.
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High-Yield Diagnostic Review Pool
15 Questions Ready for PracticelabourTricky Concept
The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952, once applicable to an establishment, continues to apply even if the number of persons employed falls below twenty. This follows from:
Core Rationale:Section 1(5) provides for continued applicability after coverage, even if employment drops below the threshold. s.1(4) is voluntary coverage; s.17 is exemption.
labourTricky Concept
Under the standard EPF contribution architecture, the employer’s 8.33% share (subject to the wage ceiling) is credited to:
Core Rationale:Of the employer’s 12%, 8.33% (capped on the statutory wage ceiling) goes to EPS 1995 and the balance 3.67% to EPF.
labourTricky Concept
Determination of moneys due from an employer under the EPF Act is primarily done through an inquiry under:
Core Rationale:s.7A is the quasi-judicial inquiry to determine dues. 7Q is interest, 14B is damages, 8F is recovery modes.
labourTricky Concept
Minimum contributory service ordinarily required for a monthly pension under EPS, 1995 is:
Core Rationale:Ten years’ contributory service is the standard eligibility for monthly pension (death/disablement have separate rules).
labourTricky Concept
The Employees’ State Insurance Act, 1948 is administered by:
Core Rationale:ESIC is a body corporate that administers the ESI Act. EPFO administers the EPF Act.
labourTricky Concept
Which of the following cash benefits is NOT a classical statutory benefit under the ESI Act?
Core Rationale:Old-age pension is an EPS/NPS/APY feature, not an ESI cash benefit. ESI covers sickness, maternity, disablement, dependants’ and related benefits.
labourTricky Concept
Under the Industrial Disputes Act, 1947, compensation for lay-off (where payable) is:
Core Rationale:Lay-off compensation is 50% of basic + DA for the relevant period, subject to the Act’s conditions.
labourTricky Concept
Chapter VB of the Industrial Disputes Act (special provisions on lay-off, retrenchment and closure) applies, in the central statute, to industrial establishments employing not less than:
Core Rationale:The ID Act threshold is 100 workmen. The IR Code proposes 300 — a frequent trap.
labourTricky Concept
Under the Factories Act, 1948, a crèche is required where the number of women workers ordinarily employed is more than:
Core Rationale:Section 48: crèche where more than 30 women workers are ordinarily employed. Maternity Act crèche trigger is 50 employees (any gender).
labourTricky Concept
Maximum weekly hours of work for an adult worker under the Factories Act, 1948 are:
Core Rationale:Section 51: no adult shall be required or allowed to work more than 48 hours in any week.
labourTricky Concept
Payment of Gratuity Act, 1972 generally requires continuous service of:
Core Rationale:Five years’ continuous service is required, except in death or disablement, when it is payable irrespective of the five-year rule.
labourTricky Concept
The present statutory ceiling on gratuity under the Payment of Gratuity Act is:
Core Rationale:The ceiling was raised to ₹20 lakh (2018 amendment / notification). Government servants may have separate rules.
labourTricky Concept
After the 2017 amendment, maximum paid maternity leave for a woman with fewer than two surviving children is:
Core Rationale:Maternity Benefit (Amendment) Act, 2017 raised leave from 12 to 26 weeks for the first two children.
labourTricky Concept
The minimum bonus payable under the Payment of Bonus Act, 1965 is:
Core Rationale:Minimum bonus is 8.33% of wages (or ₹100, whichever is higher, as per the Act’s formula); maximum is 20%.
labourTricky Concept
Which Labour Code consolidates the Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act and Equal Remuneration Act?
Core Rationale:Code on Wages, 2019 subsumes those four wage-related statutes.