At the outset, please note that for best results it is advisable to make posts relating to the same topic in the same thread. In this case, https://www.citelegal.com/1774-i-wan...abour-act.html would have been the ideal place to continue this discussion.
To answer your question, I have tried to make a brief description of the Acts mentioned by you below.
Factories Act, 1948 (the said Act) provides for the health, safety, welfare, working hours and leave of workers in factories. It lays emphasis on the welfare, health and safety of workers by way of making provisions vis-a-vis basic facilities to be made available to them (medical, creche etc) as well as what would constitute non-suitable working conditions (working with hazardous materials etc).
The Shops & Establishment Act is a state legislation and each state has frames its own respective rules. The primary aim of this Act is to provide statutory obligations and rights to employees and employers in the unauthorized sector of employment, that is, shops and establishments. This Act is applicable to all persons (except members of the employer's family) employed in an establishment- with or without wages.
Minimum Wages Act 1948 prescribes minimum wages for all employees in all establishments or working at home in certain employments. The Act 1948 classifies workers as unskilled, semi-skilled, skilled; and highly skilled.
Industrial Employment (Standing orders) Act 1946 requires employers in industrial establishments to clearly define the conditions of employment such as classification of workmen, holidays, shifts, payment of wages, leaves, termination etc. The Act also classifies workers into various categories.
The Payment of Wages Act 1936 lays down the basic parameters regarding payment of wages by the employer to the employee. These would include specifications such as periodicity of payment of wages, mode of payment etc.
Workmen’s Compensation Act 1923 prescribes that the employer must pay compensation for an accident suffered by an employee during the course of employment along with the detailed requisitions and procedures of doing so. The Act also describes what would be deemed accidents at workplace/ during the course of work.
The Industrial Disputes act 1947 provides for the investigation and settlement of industrial disputes in an industrial establishment relating to lockouts, layoffs, retrenchment etc. It provides the machinery for the reconciliation and adjudication of
disputes or differences between the employees and the employers. Also, the Act lays out the procedure to carry out termination/ retrenchment within legal ambits.
The primary objective of the Employees Provident Funds and Miscellaneous Provisions Act 1952 is to ensure the financial security of the employees in an establishment by providing for a system of compulsory savings by way of Provident Funds etc.
Payment of Bonus Act 1965 provides for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity and is applicable to establishments employing 20 or more people.
The Payment of Gratuity Act 1972 provides for a scheme for the payment of gratuity to all employees in all establishments employing ten or more employees to all types of workers.
The Maternity Benefit Act regulates the employment of the women in certain establishments for a prescribed period before and after child birth and provides certain other benefits. It must be noted however that this Act does not apply to any factory or other establishment to which the Employees State Insurance Act 1948 is applicable.
Hope you will find the above useful. In case you require further details regarding specific provisions of any of the Acts, please feel free to ask. In the alternative you could refer to the Bare Acts pertaining to the same and put forth any questions that might arise from there.
20th February 2013 From India , Delhi