The employer is legally bound to maintain registers of attendance, wages, leave, and other prescribed records under the Bombay Shops and Establishments Act, 1948. This helps inspectors verify compliance with labour laws and protects employees against exploitation.

The State Government frames rules under the Bombay Shops and Establishments Act, 1948 for its smooth functioning, enforcement, and practical application.

Annual leave with wages under the Bombay Shops and Establishments Act, 1948 is intended to provide rest and relaxation to employees after continuous service. It improves employee morale, reduces stress, and increases efficiency upon return to work.

The Bombay Shops and Establishments Act, 1948 provides maternity leave with wages to protect the interests of pregnant women employees. This ensures their health and financial security during maternity.

The Bombay Shops and Establishments Act, 1948 requires every new shop or commercial establishment to apply for registration within 30 days from the date of commencement of business. This ensures official recognition and helps the government keep records for employee welfare and regulation.

The Register of Establishments is maintained by the Inspector under the Bombay Shops and Establishments Act, 1948. It contains names and details of all registered establishments in a local area.

Female employees are generally prohibited from working between 8 p.m. and 6 a.m. under the Bombay Shops and Establishments Act, 1948, except with specific government permission. This rule ensures their safety and welfare.

The main objective of the Bombay Shops and Establishments Act, 1948 is to regulate conditions of work and employment in shops, commercial establishments, restaurants, theatres, etc. It lays down rules about working hours, weekly holidays, wages, overtime, and health and safety, thereby ensuring welfare of employees in non-factory workplaces.

All employees are entitled to casual leave under the Bombay Shops and Establishments Act, 1948, regardless of type, ensuring fairness across categories.

The Act defines “employee” broadly as any person wholly or principally employed in connection with an establishment, whether clerical, managerial, manual, technical, or supervisory. This inclusive definition ensures all categories of workers get protection.