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Labour Law and Industrial Relations II
Previous Year Question Paper with Solution
BLS LLB 5 Years · Sem 9
Apr 2026 - 75/25 Examination
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BLS LLB 5 Years Sem 9 Labour Law and Industrial Relations II Apr 2026 - 75/25 Question Paper with Solutions
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First published on munotes.in on 22 September 2026.
Published by munotes.in, Mumbai.
Model answers written and edited by the munotes.in editorial desk.
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The University does not publish an official answer key for this paper. The answers in this volume are model answers, written to show how a full-mark answer is built. They are a study aid, not an authority on what an examiner marked.
The question paper reproduced here is the paper as set by the University of Mumbai at the Apr 2026 - 75/25 examination.
The answers in this volume state the law as it stands today, and in this subject that matters more than usual. Both Codes were passed in 2020 and came into force only on 21 November 2025, which is after the November 2024 paper was sat and nineteen days before the December 2025 paper. Between them they repealed twenty-two Acts, among them the Employee's Compensation Act 1923, the ESI Act 1948, the EPF Act 1952, the Maternity Benefit Act 1961, the Payment of Gratuity Act 1972 and the Factories Act 1948, so notes printed before 2026 teach repealed statutes. The Central Rules under both Codes came into force on 8 May 2026. Two things are still not notified: the rate of an aggregator's contribution for gig and platform workers under section 114(4), and the date from which it is payable under section 114(5). Where an answer turns on a provision that has since changed, it gives both positions and says which is which.
Contents
The questions below are the paper as the University of Mumbai set it at the Apr 2026 - 75/25 examination, in the order it was set.
MarksPage
MarksPage
MarksPage
The Paper as Set
The questions in this volume are the questions asked at the Apr 2026 - 75/25 examination, reproduced as the University of Mumbai set them, in the order it set them. Nothing has been reworded, added or left out. Only the answers are ours. See the original question paper.
Duration 2½ hours · Total marks 75 · 23 questions answered
Instructions printed on the paper
- N.B: 1. Please check if you have received the correct Question Paper; 2. Answer all Questions as per the instructions given; 3. Do not reveal your identity or put any signs, markings, inscriptions anywhere on your answer sheets; 4. Give relevant case laws / references / illustrations.
How to use this volume
Solve the paper first, under exam conditions and against the clock. Then read the answers here and mark your own. Reading a solution before attempting the question feels productive and teaches very little, because recognising an answer is not the same as being able to write one.
Q.1
Q.1: Answer Any Six of the Following
6 X 2 · 12 Marks
(a)Mention any Four heads which are not included in the term 'wages' as per the provisions of the Occupational Safety, Health and Working Conditions Code, 2020?[2]
Answer
"Wages" is defined in section 2(1)(zzj) of the Occupational Safety, Health and Working Conditions Code, 2020. It includes basic pay, dearness allowance and retaining allowance. It then excludes eleven heads. Any four of them answer this question.
Four heads that are not wages.
- House rent allowance, clause (f).
- Any overtime allowance, clause (h).
- Any commission payable to the employee, clause (i).
- Any gratuity payable on the termination of employment, clause (j).
The other seven, for completeness. Bonus payable under any law that is not part of the contractual remuneration, clause (a). The value of house accommodation, light, water or medical attendance, clause (b). The employer's contribution to a pension or provident fund, with interest, clause (c). Conveyance allowance or the value of a travelling concession, clause (d). A sum paid to defray special expenses of the employment, clause (e). Remuneration payable under an award, a settlement or a court order, clause (g). Retrenchment compensation, other retirement benefit and an ex gratia payment on termination, clause (k).
The proviso that matters more than the list. If the payments under clauses (a) to (i) exceed one half of all remuneration, the excess is added back into wages. So an employer cannot shrink wages by paying most of the pay as excluded allowances.
That proviso codifies Regional Provident Fund Commissioner (II) West Bengal v. Vivekananda Vidyamandir, (2019) 6 SCC 240. Employers there had split salaries into allowances to reduce provident fund contributions. The Supreme Court held that allowances paid universally, necessarily and ordinarily to all employees are basic wages.
One more rule. The second proviso brings four heads back in for two purposes. They are conveyance allowance, house rent allowance, remuneration under an award and overtime. The purposes are equal pay across genders and the payment of wages.
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