Comprehensive Compliance & Workforce Solutions
At LK Nakashe Consultants Pvt. Ltd., we provide comprehensive labour law compliance, payroll, advisory, audit, and workforce solutions designed to help organizations manage their statutory responsibilities with confidence.
Everything You Need, Under One Roof
End-to-end labour law compliance and workforce services, tailored to your organization.
Registration & Renewal
Seamless Registrations. Timely Renewals.
- New statutory registrations
- Renewal of existing licenses
- Pan-India support
Managing statutory registrations and licenses across multiple laws, authorities, and locations can be complex. Our Registration & Renewal Services help organizations obtain and maintain the licenses, registrations, permissions, clearances, and certificates required under applicable labour and employment laws.
We provide end-to-end assistance for new registrations, renewals, amendments, modifications, and changes in existing registrations and licenses, helping businesses maintain regulatory continuity and avoid unnecessary compliance gaps.
Monthly Compliance
Structured Compliance. Timely Execution.
- Monthly compliance management
- Filing of statutory returns
- Due-date monitoring
Managing recurring statutory obligations requires continuous monitoring, accurate documentation, timely filings, and close attention to regulatory timelines.
Our End-to-End Monthly Compliance Services provide organizations with a structured framework for managing their ongoing labour law and statutory compliance requirements across establishments and locations.
Audit & Due Diligence
Identify Gaps. Reduce Risk.
- Comprehensive labour law audits
- Multi-location assessments
- Risk & exposure assessment
Effective compliance management requires more than completing periodic filings. Organizations need clear visibility into their compliance status, documentation practices, potential gaps, and areas of regulatory exposure.
Our Compliance Audit & Due Diligence Services provide a systematic and independent assessment of an organization's labour law and statutory compliance framework.
Advisory & Consulting
Complex Regulations. Clear Guidance.
- Statutory compliance advisory
- Regulatory interpretation
- Implementation guidance
Labour and employment regulations are constantly evolving, creating new responsibilities and compliance challenges for organizations.
Our Labour Law Advisory & Consulting Services help management teams understand regulatory requirements, evaluate their implications, and make informed business decisions. Drawing on decades of practical experience, we provide clear and implementable guidance.
Payroll Management
Accurate Payroll. Timely Processing.
- End-to-end payroll processing
- PF, ESI & statutory deductions
- Payroll reconciliation
Payroll is a critical business function that requires accuracy, confidentiality, timely processing, and alignment with applicable statutory requirements.
Our Payroll Management Services provide organizations with structured end-to-end support for managing employee payroll efficiently and accurately. We support payroll administration covering salary and wage calculations, earnings, deductions, and statutory contributions.
Contract Staffing
Flexible Workforce. Structured Management.
- Contract & temporary staffing
- Recruitment support
- Workforce administration
Changing business requirements often create the need for flexible workforce solutions. Our Contract Staffing Services help organizations address temporary, project-based, seasonal, and operational manpower requirements efficiently.
We provide comprehensive support throughout the staffing lifecycle, including recruitment, onboarding, workforce administration, payroll management, and applicable statutory compliance.
Frequently Asked Questions
Quick answers to what clients most often ask about our services.
Is a Trade Union required to maintain any registers and submit any returns ?
Every registered Trade Union is required to maintain the following books and. registers:-
(i) register of membership and subscription,
(ii) register of receipts and disbursements for the general fund account,
(iii) minute book of meetings,
(iv) -register of stock, tools and plant,
(v) machine numbered subscription receipt book,
(vi) register of receipts and disbursements for the political fund,
(vii) a file of vouchers.
Every registered Trade Union is required to submit to the Registrar of Trade Unions annual returns of receipts and expenditure as well as assets and liabilities in the prescribed form by the 30th day of April in each year.
Q. What is the field of operation of the Act?
A. The field of the operation of the Act is whole of the State of Maharashtra. The provisions of this Act except section 7 shall apply to the establishments employing ten or more workers and the provisions of section 7 shall apply to the establishments employing less than ten workers. S.1
What types of premises are governed by the Act?
A. Broadly speaking the premises governed by the Act are shops, commercial establishments, residential hotels and clubs restaurants eating houses theatres and other places of public amusement or entertainment and other establishment. (Preamble)
What type of the establishments of the Central Government, State Government and/or other establishments where the Act is not applicable?
A. The provisions of this Act will not apply to the Establishments of the Central and State Government Establishments of Local Authorities Establishment of Mumbai Port Trust Establishment of Railway Administration Offices of Reserve Bank of India Offices of the Trade Commissioner and of Consular officers and other Diplomatic representatives of Foreign Government Offices of Air Service Companies Establishments used for treatment or care of infirm destitute or mentally unfit Establishments pertaining to any kind of educational activities excepting those where coaching or tuition classes are conducted by individual persons or any institutions High Court Law Libraries and other Courts Law Libraries A worker occupying position of confidential managerial or supervisory character in an establishment a list of which shall be displayed on the website of establishments and in absence of the website at a conspicuous place in the establishment and a copy thereof shall be sent to the Facilitator A worker whose work is inherently intermittent A member of the family of an employer. S.3
Is the Act applicable to a shop or commercial establishment situate within the precincts of a factory?
A. If such a shop or commercial establishment is not connected with the manufacturing process of the factory the provisions of the Act will apply to it. Otherwise the provisions of the Factories Act will apply to it.
Is an establishment where services are rendered to customers a shop?
A. According to the definition of a shop, an establishment where goods are sold or an establishment where services are rendered to customers is a shop. S.2(21)
Is an establishment carrying on the business of playing music on occasions such as marriages and other social functions a shop?
A. A place where services are sold on retail basis is also a shop. Therefore, an establishment engaged in arranging for musical performance on occasions such as marriages etc., is a shop.
Can a church be treated as a shop or commercial establishment?
A. A church is neither a shop nor a commercial establishment. It will be stranger than fiction to hold that the devotee who goes to the church is a "customer" and the church is a commercial establishment or shop where "services are rendered".
Let's Talk About Your Requirements
Tell us about your organization and we'll recommend the right mix of services to keep you compliant.