Labour Laws in Manipur 2025: Minimum Wages, Working Hours, Benefits

Introduction

Overview of Manipur’s Labour Market

Manipur’s labour market reflects a blend of traditional occupations and emerging economic opportunities. Key sectors driving employment include:

Agriculture and Allied Activities: A significant portion of Manipur’s population is engaged in subsistence farming, horticulture, and forestry.
Handloom and Handicrafts: Manipur is known for its rich handloom and handicraft traditions, providing employment to thousands of artisans, especially women and rural communities.
Tourism: With its scenic landscapes, cultural heritage, and eco-tourism potential, the tourism sector is steadily growing, creating seasonal and permanent jobs.
Micro, Small, and Medium Enterprises (MSMEs): The MSME sector in Manipur spans food processing, bamboo products, textiles, and traditional crafts, acting as a major employment generator.
Emerging Industries: With government initiatives supporting start-ups, IT services, and agri-based industries, new employment opportunities are arising.

Importance of Labour Laws for Businesses and Workers

Labour laws play a critical role in ensuring fair treatment, safeguarding worker rights, and promoting healthy industrial relations. In Manipur, where a substantial portion of the workforce belongs to the unorganized sector, effective labour laws help:

Protect workers from exploitation.
Ensure timely payment of wages and adherence to minimum wage norms.
Establish standards for working conditions, safety, and welfare.
Provide social security coverage through schemes like EPF, ESI, and state welfare programs.
Promote ease of doing business by clarifying employer obligations and reducing legal ambiguities.

Key Challenges in Law Enforcement

Despite the legal framework, labour law enforcement in Manipur faces several challenges:

Migrant and Tribal Labour: With a substantial migrant workforce and a large tribal population engaged in agriculture and artisanal work, ensuring labour law awareness and compliance in remote areas is difficult.
Unorganized Sector Dominance: A large chunk of the workforce is in informal employment, where labour rights and protections are often overlooked.
Limited Awareness: Both workers and small business owners may lack awareness of their rights and obligations under various labour laws.
Compliance Gaps: Inadequate labour inspections and enforcement mechanisms, particularly in rural and hill districts, weaken compliance with wage, safety, and welfare norms.

H2: General Framework of Indian Labour Laws

H3: Overview of Central Labour Laws

Labour laws in India are governed by a combination of central and state-specific legislation. In Manipur, the following key central labour laws apply:

Minimum Wages Act, 1948: Ensures workers receive fair wages as notified by the government, categorized by skilled, semi-skilled, and unskilled labour.
Industrial Disputes Act, 1947: Governs industrial relations, dispute resolution mechanisms, and provisions related to layoffs, retrenchments, and strikes.
Employees’ Provident Fund and Miscellaneous Provisions Act, 1952: Provides for mandatory retirement savings through employer-employee contributions.
Employees’ State Insurance Act, 1948: Ensures medical and cash benefits for employees working in covered establishments.
Factories Act, 1948: Regulates working conditions, safety measures, and health provisions in factories.
Maternity Benefit Act, 1961: Provides paid maternity leave and protection for women workers.
Contract Labour (Regulation and Abolition) Act, 1970: Regulates the employment of contract labour and mandates welfare provisions.

These laws form the baseline for worker protections and employer obligations, with states like Manipur authorized to modify or supplement them with state-specific rules.

H3: Relationship Between Central and Manipur-Specific Laws

Differences Between Central and State-Specific Laws

While central labour laws provide the basic framework, Manipur has the flexibility to adapt these laws to its:

Regional economic conditions.
Unique socio-cultural context.
Industry-specific needs, particularly in agriculture, handloom, and handicrafts.

Manipur’s state-specific laws and notifications typically focus on:

Minimum wage rates for local industries.
Working hour norms for shops and establishments.
Local dispute resolution mechanisms.
Welfare schemes tailored to tribal communities, women artisans, and self-employed workers.

Adaptation to Manipur’s Economic and Social Landscape

Manipur’s adaptations of central labour laws consider:

Tribal Rights and Autonomy: In areas governed by Autonomous District Councils (ADCs), labour regulations may incorporate customary practices alongside formal legal provisions.
Seasonal Nature of Employment: In sectors like agriculture and tourism, labour laws need to account for seasonal hiring patterns.
Informal Economy: With a significant informal workforce, the focus is on simplified compliance processes and awareness campaigns to ensure small employers and self-employed workers understand their rights and duties.
Skill Development and Livelihood Promotion: Labour regulations are increasingly linked with skill development programs aimed at enhancing youth employability and livelihood diversification.

Key Manipur-Specific Labour Laws

Manipur Shops and Establishments Act

The Manipur Shops and Establishments Act governs working conditions, registration, and compliance requirements for shops, commercial establishments, and service providers operating within the state.

Applicability

Applicable to all shops, commercial establishments, restaurants, hotels, theatres, and other service providers.
Covers both urban areas (Imphal and district headquarters) and semi-urban and rural markets.

Registration Process and Compliance Requirements

Every eligible shop and commercial establishment must register with the Labour Department within a stipulated period after commencement.
Registration requires:
- Business name and address.
- Nature of business.
- Number of employees.
- Details of working hours, holidays, and rest periods.
Registration certificates must be renewed periodically.

Provisions on Working Hours, Rest Days, and Overtime

Daily Working Hours: Typically capped at 8 hours per day.
Weekly Working Hours: Maximum 48 hours per week, with overtime allowed under prescribed conditions.
Weekly Holiday: Every establishment must grant at least one rest day per week.
Overtime Payment: Employees working beyond regular hours are entitled to overtime wages at twice the regular rate.
Night Shift and Women Workers: Specific provisions for women workers’ safety and restrictions on night work in certain sectors.

Manipur Minimum Wages Act

The Manipur Minimum Wages Act is the state’s implementation of the Minimum Wages Act, 1948, aimed at ensuring fair wages for workers across sectors.

Worker Categorization

Workers are categorized into:

Unskilled Workers: Engaged in basic, manual work (agriculture labourers, helpers).
Semi-skilled Workers: Require limited training and work under supervision (weavers, machine operators).
Skilled Workers: Possess specialized skills or certifications (craft artisans, construction masons, machine operators).

Minimum Wage Rates for 2025 Across Industries

Manipur’s minimum wages for 2025 are set by the Labour Department and vary based on:

Industry type (Agriculture, Handloom, Handicrafts, Tourism, Construction, etc.).
Skill level (Unskilled, Semi-skilled, Skilled).
Location (Urban vs Rural).

Indicative rates (subject to official notification in 2025):

Worker Category	Agriculture (₹ per day)	Handloom/Handicrafts (₹ per day)	Construction (₹ per day)
Unskilled	400-450	420-470	500-550
Semi-skilled	450-500	480-520	550-600
Skilled	500-550	520-570	600-650

(Note: Actual rates will be notified by the Manipur Labour Department in the official Minimum Wages Notification 2025.)

Factories Act (Manipur Provisions)

The Factories Act, 1948, as applicable to Manipur, governs worker safety, health, and welfare standards in industrial units and manufacturing facilities.

Worker Safety

Mandatory provision of safety gear, proper training on machine operation, and adherence to safety protocols.
Periodic safety audits and compliance checks.

Health Provisions

Clean drinking water, proper sanitation, and ventilation standards.
Regular health check-ups for workers exposed to hazardous materials.

Welfare Measures

Provision for canteens, restrooms, and creches in factories employing a specified number of workers.
Establishment of welfare committees to oversee worker well-being.

Specific Considerations in Manipur

Focus on artisanal manufacturing units, small-scale food processing units, and bamboo processing industries.
Women and Tribal Workers: Special attention to gender-friendly facilities and welfare measures for tribal workers.

Minimum Wages in Manipur

Breakdown of Minimum Wages

For 2025, minimum wages in Manipur will vary across:

Categories of Workers

Unskilled
Semi-skilled
Skilled

Sector-Specific Minimum Wages

The wages will reflect variations across sectors like:

Agriculture (seasonal and permanent workers).
Handloom and Handicrafts (home-based workers, cooperatives, and private sector artisans).
Tourism (hospitality workers, tourist guides, transport operators).
Construction (mason, carpenter, plumber, electrician, and general labour).

Indicative 2025 minimum wages (to be confirmed by government notification):

Sector	Unskilled (₹ per day)	Semi-skilled (₹ per day)	Skilled (₹ per day)
Agriculture	400	450	500
Handloom	420	480	520
Construction	500	550	600
Tourism	450	500	550
MSME Manufacturing	430	500	550

Regional Variations

Hill Districts: Slightly lower wage rates in remote areas due to limited industrial activity.
Imphal Valley: Higher wages to reflect urban cost of living.

Revisions and Compliance

Frequency of Wage Revisions

Wages are revised every 2-3 years.
Revisions are notified based on factors like inflation, economic growth, and industry conditions.
Manipur Minimum Wages Advisory Board reviews proposals from labour unions, employer associations, and government departments.

Penalties for Non-Compliance

Employers failing to adhere to minimum wage norms face:

Fines ranging from ₹5,000 to ₹25,000 for initial violations.
Higher penalties and potential imprisonment for repeat offences.
Workers can lodge complaints with:
- Labour Inspectors at district level.
- Labour Courts for dispute resolution.
Regular inspections are conducted to ensure compliance, particularly in sectors like construction, hospitality, and manufacturing.

Working Hours, Leaves, and Holidays

Working Hours

Standard Daily and Weekly Working Hours

In Manipur, working hours are regulated by the Manipur Shops and Establishments Act and other applicable labour laws:

Daily Working Hours:
Maximum 8 hours per day, with a mandatory break of at least 30 minutes after 5 hours of continuous work.
Weekly Working Hours:
Capped at 48 hours per week, typically spread across 6 working days.
Women Workers:
In certain sectors (like manufacturing or hospitality), restrictions may apply on night shifts for women unless special safety provisions are implemented.

Overtime and Compensatory Off Policies

Overtime Compensation:
Any work performed beyond standard hours is compensated at twice the regular wage rate.
Compensatory Off:
Employees required to work on designated rest days or public holidays are entitled to a substitute day off or extra pay, as per industry-specific rules.

Leave Entitlements

Workers in Manipur are entitled to a range of leaves, in line with both central labour laws and state-specific provisions under the Manipur Shops and Establishments Act.

Types of Leave

Annual Leave (Earned Leave):
Workers earn 1 day of paid leave for every 20 days worked in a year, with carry-forward provisions for unused leave (up to a cap).
Casual Leave:
Generally, up to 12 days per year for personal emergencies or urgent matters.
Sick Leave:
Typically 12 days per year, which may require a medical certificate for extended absences.

Maternity Leave

Governed primarily by the Maternity Benefit Act, 1961, applicable in Manipur.
26 weeks of paid maternity leave for eligible female employees.
Additional provisions for:
- Pre-natal and post-natal care.
- Nursing breaks during working hours.
Small and unorganized enterprises, especially in handloom and handicraft sectors, are encouraged to register women workers to ensure they receive these benefits.

Public Holidays in Manipur

List of Public Holidays (Indicative for 2025)

Manipur observes a mix of national, state, and cultural holidays. The exact list for 2025 will be notified by the state government, but typically includes:

Republic Day – January 26
Yaoshang (Holi Festival) – March (as per local calendar)
Cheiraoba (Manipuri New Year) – April
Independence Day – August 15
Gandhi Jayanti – October 2
Kang (Rath Yatra) – July
Kut Festival – November (Tribal harvest festival)
Christmas Day – December 25

Wage Implications for Working on Public Holidays

Workers required to work on public holidays are entitled to:
- Double wages for the day, or
- A compensatory holiday with full pay on another day.
Industries with continuous processes (like certain factories) must secure labour department approval to operate on holidays.

Employee Benefits and Welfare Schemes

Social Security Programs

Implementation of EPF and ESI

Employees’ Provident Fund (EPF) and Employees’ State Insurance (ESI) are implemented in Manipur for eligible establishments.

Employees’ Provident Fund (EPF)

Applies to establishments with 20 or more employees.
Mandatory contribution rates:
- Employer: 12% of wages.
- Employee: 12% of wages.
Benefits include:
- Retirement savings.
- Partial withdrawals for housing, education, or emergencies.
- Pension and insurance coverage.

Employees’ State Insurance (ESI)

Applicable to establishments with 10 or more employees (in specified sectors).
Provides:
- Medical care for employees and dependents.
- Sickness benefits.
- Maternity benefits.
- Disability and dependent benefits.
Contribution rates:
- Employer: 3.25% of wages.
- Employee: 0.75% of wages.

Manipur-Specific Welfare Schemes

Manipur’s Labour Department, in collaboration with the central government and other agencies, runs several welfare programs aimed at enhancing worker welfare, social security, and livelihood promotion.

Welfare Schemes for Construction Workers

Registered construction workers under the Building and Other Construction Workers Welfare Board (BOCW) are eligible for:
- Accident insurance.
- Educational assistance for children.
- Maternity benefits.
- Medical assistance.
- Housing support.

Welfare Schemes for Handloom and Handicraft Workers

Special welfare schemes cater to artisans, weavers, and craft workers, including:
- Skill upgradation training.
- Toolkits and raw material assistance.
- Financial support during lean periods.
- Health insurance coverage.

Welfare Schemes for Tribal Labour

Programs tailored for tribal workers focus on:
- Livelihood diversification (agro-processing, bamboo crafts, eco-tourism).
- Micro-enterprise support.
- Access to social security schemes like EPF and ESI through cooperatives and self-help groups.

Skill Development Programs and Employment Generation Initiatives

Manipur Skill Development Mission (MSDM):
- Provides vocational training in hospitality, tourism, handloom, agriculture, and construction sectors.
- Promotes placement-linked skill programs to enhance youth employability.
Livelihood and Entrepreneurship Programs:
- Encourages rural self-employment through micro-finance, market linkages, and product branding initiatives.
- Targets women entrepreneurs, returning migrants, and tribal communities.

Industrial Relations and Dispute Resolution

Mechanisms for Dispute Resolution

Role of Labour Courts and Industrial Tribunals in Manipur

In Manipur, industrial relations and dispute resolution mechanisms are governed primarily by the Industrial Disputes Act, 1947, adapted for state-specific needs.

Labour Courts:
Labour courts in Manipur handle individual disputes related to:
- Wage disputes.
- Unfair dismissals.
- Violation of employment terms.
- Retrenchment compensation. These courts serve as the primary forums for workers seeking legal remedies.
Industrial Tribunals:
These tribunals deal with collective disputes, including:
- Strikes.
- Lockouts.
- Collective bargaining failures.
- Industrial restructuring impacting employment.
Jurisdiction:
Labour courts and tribunals in Manipur cover both organized and certain segments of the unorganized sector, particularly when disputes involve wages, safety, or legal entitlements.
Appeals Process:
Decisions made by labour courts can be challenged in higher courts, including the High Court of Manipur, for review on legal and procedural grounds.

Worker Grievance Redressal Mechanisms

To ensure quick and accessible resolution of workplace disputes, several mechanisms are available in Manipur:

Internal Grievance Committees:
Medium and large establishments are required to form Internal Grievance Committees, especially to handle issues like:
- Workplace harassment.
- Wage delays.
- Unsafe working conditions.
Conciliation Officers:
Appointed by the Labour Department, these officers attempt to resolve disputes through mediation before they escalate to formal labour courts.
- Conciliation is often the first step in dispute resolution, particularly for smaller establishments.
Trade Unions and Worker Associations:
In sectors like construction, handloom, and handicrafts, worker unions play an important role in:
- Raising grievances.
- Negotiating settlements.
- Ensuring labour law compliance.
Labour Helplines:
The Manipur Labour Department operates helplines to:
- Provide legal advice to workers.
- Receive complaints about non-payment of wages, unfair dismissals, or unsafe conditions.

Strikes, Lockouts, and Layoffs

Legal Provisions

Manipur follows the Industrial Disputes Act, 1947, which defines the legal framework for strikes, lockouts, and layoffs.

Strikes

Workers have the right to strike under specified conditions, including:
- Serving prior notice of strike.
- Exploring conciliation and arbitration before initiating a strike.
Strikes are prohibited during conciliation proceedings.
Essential services (like healthcare, water supply, and electricity) require special permissions before workers can strike.

Lockouts

Employers can declare a lockout only if:
- Prior notice is given to the workers and the Labour Department.
- All conciliation efforts have failed.
Illegal Lockouts:
Declaring a lockout without following legal processes can lead to:
- Fines.
- Back payment of wages.
- Potential criminal proceedings against the employer.

Layoffs

Employers can lay off workers due to:
- Shortage of power.
- Raw material shortages.
- Economic downturns.
- Natural calamities affecting business operations.

Employer Responsibilities During Layoffs

Notice and Prior Approval:
For establishments with more than 50 workers, prior approval from the Labour Department may be required for layoffs.
Compensation:
Workers are entitled to compensation equal to 50% of their average wages during the layoff period.
Priority Re-employment:
If production resumes, laid-off workers must be given priority for re-employment.

Recent Amendments or Updates

Key 2025 Updates in Manipur’s Labour Laws

Manipur’s labour laws framework continues to evolve in 2025 to address the changing economic landscape, emerging industries, and worker welfare priorities. The key amendments and updates introduced for 2025 focus on:

1. Revised Minimum Wages for 2025

The Manipur Labour Department has notified updated minimum wages across sectors, considering:
- Rising cost of living.
- Inflation trends.
- Sector-specific challenges (handloom, tourism, construction).
Special focus has been placed on protecting wages for workers in remote hill districts and informal sectors.

Key Changes:

Increased minimum wages across agriculture, construction, and service sectors by an average of 8% to 12%.
New minimum wage slabs for emerging sectors like:
- Eco-tourism.
- Food processing.
- E-commerce delivery services.

2. Strengthened Compliance and Digital Monitoring

The Manipur Labour Department has rolled out:
- A labour compliance portal where businesses must register and file returns online.
- E-inspections and virtual audits to monitor:
  - Wage payments.
  - Worker welfare compliance.
  - Workplace safety norms.
This digital transformation aims to reduce physical inspections while ensuring greater transparency and ease of compliance for employers.

3. Expanded Welfare Schemes for 2025

New and Updated Schemes

Construction Workers Welfare Board: Expanded benefits for registered workers, including:
- Higher maternity assistance (₹30,000 for women workers).
- Increased education grants for children of registered workers.
- Skill development training for displaced workers.
Handloom and Handicraft Worker Schemes: New provisions for:
- Subsidized healthcare.
- Raw material procurement support.
- Direct bank transfer (DBT) of welfare benefits.

Tribal Labour Focus

New welfare packages for tribal workers in remote hill areas, including:
- Mobile health clinics.
- Micro-credit programs for self-employed artisans.
- Incentives for cooperatives formed by tribal women.

4. Revised Shops and Establishments Rules

The Shops and Establishments Act (Manipur) was amended to:
- Simplify registration for micro-enterprises (less than 5 workers).
- Introduce flexible working hours for sectors like IT services and e-commerce logistics, subject to worker consent.
- Introduce mandatory annual health checkups for workers in hazardous industries.

5. New Guidelines for Contract Labour

The state government introduced updated guidelines for contract labour employment, particularly in:
- Construction and infrastructure projects.
- Hospitality and tourism sectors.
Key changes include:
- Mandatory written contracts for contract workers.
- Equal pay for equal work provisions.
- Welfare fund contributions by contractors.

6. Alignment with Labour Codes (Central Laws)

Manipur continues the phased implementation of India’s new Labour Codes (which consolidate central labour laws into four broad codes):
- Code on Wages.
- Industrial Relations Code.
- Social Security Code.
- Occupational Safety, Health and Working Conditions Code.
State-specific rules and clarifications for Manipur’s MSME, tourism, and agricultural sectors have been issued to align with these new codes.

Government Notifications

Notable Notifications for 2025 (Indicative)

Notification Date	Subject	Key Provisions
January 2025	Minimum Wages Revision Notification	Revised minimum wages for all categories of workers across key sectors.
March 2025	Construction Workers Welfare Scheme Update	Enhanced financial assistance for education, healthcare, and skill development.
May 2025	Shops and Establishments Digital Registration Circular	Mandatory online registration and annual return filing for all commercial establishments.
July 2025	Labour Code Implementation Guidelines	Clarification on applicability of central Labour Codes to specific sectors in Manipur.

Conclusion

The labour laws in Manipur for 2025 reflect a careful balance between protecting workers’ rights and supporting economic development in the state’s unique socio-economic landscape. With a workforce spread across agriculture, handloom, handicrafts, tourism, construction, and MSMEs, the legal framework ensures:

Fair wages through updated minimum wage notifications, with sector-wise variations.
Safe and healthy working conditions under the Factories Act and the Shops and Establishments Act.
Social security coverage via schemes like EPF, ESI, and state welfare programs.
Simplified compliance processes, particularly for small businesses in the unorganized sector.
Enhanced welfare programs that specifically cater to tribal communities, construction workers, and traditional artisans.

The integration of technology through online registration portals, e-inspections, and digital wage payment tracking reflects Manipur’s commitment to modernizing compliance and ensuring transparency in labour law enforcement.

As Manipur’s economy evolves, particularly with the growth of eco-tourism, agro-processing industries, and digital services, the state’s labour laws will continue to adapt to foster a fair, inclusive, and growth-oriented employment ecosystem.

For workers and employers alike, understanding and adhering to these laws is essential — not just for legal compliance, but to build a stable and productive workforce, contributing to Manipur’s overall economic development.

Frequently Asked Questions (FAQs)

1. What are the latest minimum wages in Manipur for 2025?

The Manipur Labour Department revises minimum wages periodically. For 2025, the indicative rates for key sectors are:

Worker Category	Agriculture (₹ per day)	Handloom/Handicrafts (₹ per day)	Construction (₹ per day)
Unskilled	400-450	420-470	500-550
Semi-skilled	450-500	480-520	550-600
Skilled	500-550	520-570	600-650

Note: Final rates are published via the official Minimum Wages Notification 2025.

2. How can businesses register under the Manipur Shops and Establishments Act?

Businesses operating in Manipur must register under the Manipur Shops and Establishments Act within 30 days of commencing operations. The process includes:

Submitting an online application via the Manipur Labour Department portal.
Providing details like business name, address, nature of work, and employee count.
Payment of a nominal registration fee based on business size.
Receiving a registration certificate, which must be renewed periodically.

3. What are the leave entitlements for employees in Manipur?

Employees in Manipur are entitled to:

Annual Leave: 1 day for every 20 days worked.
Casual Leave: Up to 12 days per year.
Sick Leave: Typically 12 days per year.
Maternity Leave: 26 weeks of paid leave for eligible female employees under the Maternity Benefit Act.

Some sector-specific establishments may offer additional leave benefits.

4. How does overtime payment work in Manipur?

Employees working beyond 8 hours per day or 48 hours per week are entitled to overtime wages at twice the regular rate.
Overtime is regulated under the Factories Act and the Shops and Establishments Act, with special rules for certain industries (like construction and tourism).

5. Are EPF and ESI mandatory for all employees?

EPF (Employees’ Provident Fund) applies to establishments with 20 or more employees, with both employer and employee contributing 12% of wages.
ESI (Employees’ State Insurance) covers establishments with 10 or more employees, providing medical and financial benefits, with contributions from both employer (3.25%) and employee (0.75%).
Micro-enterprises and self-employed workers are usually exempt, but are encouraged to join welfare schemes offered by the state.

6. What welfare schemes are available for handloom and tribal workers?

Manipur offers special welfare schemes for:

Handloom and Handicraft Workers:
- Skill development training.
- Health insurance coverage.
- Financial assistance during off-seasons.
- Access to subsidized raw materials.
Tribal Workers:
- Micro-financing for self-employment.
- Mobile healthcare services.
- Special scholarships for children of tribal workers.

These programs are often linked to cooperative societies and artisans’ clusters.

7. How can workers file disputes in Manipur?

Workers can file disputes through:

Internal Grievance Committees in larger establishments.
Direct complaints to the Labour Department (online or through district labour offices).
Conciliation Officers appointed by the government to mediate disputes.
Labour Courts, if conciliation fails or the dispute involves legal entitlements like wages, dismissal, or retrenchment.

8. What is the role of labour courts in Manipur?

Labour courts in Manipur handle:

Individual disputes, including wage issues, wrongful termination, and retrenchment compensation.
Collective disputes, where workers’ unions or associations are involved.
Appeals from conciliation proceedings, if no settlement is reached.
Labour courts ensure that labour laws are fairly enforced and workers’ rights are upheld.

9. What are the differences between Manipur and Nagaland labour laws?

Aspect	Manipur	Nagaland
Minimum Wages	Sector-specific wages for agriculture, handloom, construction	Similar, but with variations in industries like mining
Welfare Schemes	Strong focus on handloom, handicrafts, and tribal workers	Emphasis on agriculture and forest-based workers
Contract Labour Rules	Expanded rules for tourism and construction sectors	Focused on plantation and natural resource sectors
Labour Court System	Unified labour court structure	Separate mechanisms for hill and urban districts in some cases
Social Security Focus	EPF, ESI, and special tribal schemes	Similar, with added focus on forest-based cooperatives

10. How are public holidays handled in Manipur?

Manipur observes a blend of national holidays, state-specific holidays, and tribal festivals.
Employees working on public holidays are entitled to:
- Double wages, or
- A compensatory off day.
Specific holiday lists are notified annually by the Manipur government, with local variations in hill districts to accommodate tribal festivals.