Labour welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way that even a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance (Monappa, 1995). An employee cannot cope with the pace of modern life with minimum sustenance amenities. He needs added stimulus to keep body and soul together. Employers have also realized the importance of their role in providing these extra amenities to the employees. Employee welfare has been used by many organizations as a strategy of improving productivity of employees especially in the mobile industry since work related problems can lead to poor quality of life for employees and a decline in performance (Manzini & Gwandure, 2011). Welfare services can be used to secure the labour force by providing proper human conditions of work and living through minimizing the hazardous effect on the life of the workers and their family members. Employees are the assets of every organization; therefore, the needs of employee must be satisfied in order to meet the goals of the organization (Patro, 2012). Any organization would be effective only when there is high degree of co-operation between the employees and their management.