Although there has not been much discussion in India, there have been several cases of allegations that the contract is a sham or not. The basic understanding that we can deduce from fake contracts is that; when the employer employs and performs contract work through its own employee, who pretends to be a contractor, the employer controls the contract work VII, without increasing the actual number of employees. The agreement must meet the objectives of legislation and judicial declarations. There are certain guidelines to verify whether the contract is a fictitious contract or not: a forgery is a forgery; it indicates that the real agreement between the parties is a different option from that which arises in the context of the reports. Sham is not the same as fraud (for example. B the production of an exchange report), but it will regularly contain a component of dishonesty. In the case of „Vooght v. Hoath” the court ruled that the agreement was not a fraud, but a false contract. As in the case of the National Westminster Bank plc v. Jones” it has been found that appearances are accompanied by dishonesty and the fact that there is a third party participation that can rely on the wisdom of a disposition. There is a strong presumption of holding a contract in appearance.
Given the cooperation between the FWO and the ATO, which deal with fictitious contracts, employers and employees who commit must carefully respect the relationships with the individuals concerned. Fair Labour inspectors can investigate allegations of violations of some of the general safeguards under the Fair Labour Act 2009, including fictitious contract agreements. In order for a fictitious contract to be established before the industrial warrant officer, the relationship between the employer and the worker must be established. In this context, it may be appropriate to refer to the Supreme Court decision Ram Singh and other V Union Territory, Chandigarh et al. 2004 (1) CLR 81 (SC) 2004 Lab.IC 50 (SC), which briefly addressed two factors, namely the „control test” and the „integration test” for determining the relationship between the employer and the worker.