A job of "perennial nature" refers to work that is continuous, permanent, and necessary for the core activities of an organization or industry. Legally, in the context of Indian labor law (such as the Contract Labour (Regulation & Abolition) Act, 1970), perennial work is defined as work that is permanent, lasts throughout the year, and is an integral part of the business operation—unlike seasonal or occasional work.

Key points about perennial nature jobs:

• The work exists year-round and is not tied to a particular season or temporary demand.

• Examples include maintenance, cleaning, security, production in factories, or any fundamental activity essential for the continued running of the business.

• Courts and the law consider whether the service is indispensable and done by regular employees in similar establishments when determining if work is perennial.

Permanent & Perennial Jobs and Contracts:

• Recent Supreme Court judgments have made it clear that if a job is perennial or permanent in nature, the practice of hiring contract labor for such roles is not justified.

• Workers performing such perennial work are entitled to regularization (permanent employment status) and cannot be treated as contract labor just to deny employment benefits.

• A proper permanent employment contract outlines the rights, duties, job security, and benefits such as health insurance, holidays, provident fund, and long-term stability.

• Engaging contract labor for perennial jobs is disallowed unless specifically permitted, as such arrangements may be considered a sham or illegal with the intent to deprive workers of their statutory rights and security.

In summary:
A "perennial nature" job is ongoing and essential to the functioning of the employer’s business. By law and judicial precedent, roles that are perennial should be held by permanent employees with all corresponding benefits—contractual arrangements for these jobs are not valid, and affected workers have a strong claim for regularization as permanent staff.