Preliminary & Definitions
The opening chapter does the housekeeping: what these rules are called, when they take effect, what "electronically" means, and — crucially — who counts as the "employer" for ministerial undertakings and railways. It also lays down the format for any settlement memorandum signed between an employer and workers.
The Industrial Relations (Central) Rules, 2026 take effect on the date of their publication in the Official Gazette — that is, 8 May 2026. There is no transition period built into the rules themselves.
The rules define "electronically" to mean any information submitted by email, uploading on the official portal, or digital payment in any mode. This single definition runs throughout the rules — almost every notice, application, and report can now be delivered without paper.
For Union Territories without legislatures, references to the Central Government in the Code mean the Administrator of that UT. For ministries and departments, the officer-in-charge of the establishment is the employer. For railways, three categories:
- Zonal Railway establishments — General Manager is the employer (regular staff, not casual labour)
- Independent railway establishments — Officer-in-charge of the establishment
- Casual labour — District Officer-in-charge, Divisional Personnel Officer, or Personnel Officer (whichever applies)
Any written settlement between employer and workers — whether reached during conciliation or directly — must be in Form I. On the employer side, it can be signed by the employer or an authorised agent (or, for incorporated companies, by an agent, manager, or principal officer). On the workers' side, it can be signed by any one of:
- President · Vice-President · Secretary (incl. General Secretary) · Joint Secretary of the trade union
- Any other office-bearer authorised in writing by the President and Secretary
- Five worker representatives duly authorised at a meeting held for the purpose
Bi-Partite Forums — Works Committee & Grievance Redressal
Two committees that every covered establishment must run. The Works Committee is for amity and consultation. The Grievance Redressal Committee is mandatory in every establishment with 20+ workers. Composition, term, dispute escalation — all now codified.
- Total members: shall not exceed twenty (20)
- Worker representatives: shall not be less than employer representatives
- Women representation: proportional to women workers' share of total workforce
- Where there is a negotiating union (s.14(2)/(3) of the Code) — that union nominates worker reps
- Where there is a negotiating council (s.14(4)) — each constituent union nominates in proportion to its membership
- No recognised union — workers elect their representatives among themselves; employer may use an electronic platform for the election
- Term: three years; co-options allowed for the unfilled period of a casual vacancy
- Failure to attend three consecutive meetings without leave = forfeiture of membership
- Meetings: at least once every three months, ordinarily during working hours; worker reps deemed on duty during meetings
- Central Government can dissolve the Committee if it's not constituted properly, or if 2/3 of worker reps fail to attend three consecutive meetings without justification, or if it has otherwise ceased to function
Every establishment with 20 or more workers must have a Grievance Redressal Committee. Equal number of employer and worker representatives. Total members capped at 10. Worker reps are nominated by the negotiating union/council if one exists; otherwise workers choose among themselves (electronic election permitted). Women must have representation proportional to their share of the workforce. Term: three years. Disputes about who represents workers go to the Regional Labour Commissioner (Central) — whose decision is final.
An aggrieved worker can file a grievance with the Grievance Committee — by email, online portal, or physically. The application must include:
- Name, designation, worker code/token number
- Department, length of service, category
- Address for correspondence and contact number
- Details of the grievance and the relief sought
Time limit: the application must be filed within one year from the date the cause of action arose. After one year, the Committee may decline to entertain it.
If the Grievance Committee does not resolve your matter within 30 days — or you are aggrieved by its decision — you have 60 days from that point to file an application with the Conciliation Officer. Routes:
- Online — Ministry of Labour and Employment's designated portal
- By speed post
- In person
If filed manually (post or in person), the Conciliation Officer must digitise it and enter it into the online mechanism, with intimation to your trade union and you.
Trade Unions — Recognition by Secret Ballot
A single but very long rule. It defines what unions can negotiate, the criteria for sole-negotiating-union status (30%+ if alone, 51%+ if multiple), and the entire secret-ballot verification process conducted by an independent verification officer appointed by the Centre.
- Classification of grades and categories of workers
- Orders passed under standing orders
- Wages — wage period, DA, bonus, increments, customary concessions, allowances
- Hours of work, rest days, weekly working days, rest intervals, shifts
- Leave with wages and holidays
- Promotion, transfer policy, disciplinary procedures
- Quarter allotment policy
- Safety, health and working conditions standards
- Other terms of service not covered above
- Anything else mutually agreed between employer and union/council
The Centre appoints a verification officer who must have no interest in any union being verified. The officer:
- Convenes a meeting of all union representatives 60 days before actual voting to decide voter list, date/time/mode/place of voting, counting, etc.
- Allocates symbols to each union
- Has the final call where consensus is not reached
- May supervise an electronic ballot if the employer deploys one
The voter list is prepared by the employer based on the muster roll on the date of reckoning, finalised by the verification officer, and displayed at the main entrance and on the establishment website (if any) within two days of finalisation.
Standing Orders — The Workplace Rulebook
Where Model Standing Orders apply, what attaches to draft standing orders, how appeals work, where the certified text must be displayed, and how the certifying officer maintains a register. This is the chapter that operationalises Section 30 of the IR Code — the 300-worker threshold for mandatory certification.
The Model Standing Orders for the purposes of the Code are notified separately for industrial establishments in:
- Mining sector
- Manufacturing sector
- Services sector
An employer can adopt the relevant Model Standing Orders as-is (deemed certification), or draft their own and submit for certification.
If no trade union exists, the workers must elect representatives among themselves for any standing-orders-related notice or proceeding. The employer may deploy an electronic platform for this election.
The certified standing orders (and any modifications) must be authenticated by the certifying officer. Any draft standing order submitted for certification must be accompanied by:
- Tabular statement showing existing provisions vs proposed modifications
- Reasons for the modifications
- Particulars of registered trade unions in the establishment
- Signatures of authorised representatives
Where a group of employers run similar industrial establishments, they may jointly submit a single draft standing order for all of them — subject to conditions specified in the rule. Useful for industry associations and chains.
An employer, trade union, negotiating union/council, or representative body of workers may file an appeal against the certifying officer's order. The appeal:
- Goes to the appellate authority
- Must be served with a copy on each respondent
- The appellate authority may call for evidence at any stage
The order on appeal must be served within 3 days of disposal. The certified text must be:
- Maintained by the employer in Hindi, English and the local language
- Displayed legibly on a special board at the entrance through which the majority of workers enter
- Optionally posted on the establishment's website/portal
The certifying officer maintains an electronic register in Form III of all certified or deemed-certified standing orders, containing:
- Unique number of each standing order
- Name and nature of the industrial establishment
- Date of certification, deemed certification, or adoption of Model Standing Orders
- Areas of operation
Anyone can request a copy of any certified standing order — at ₹2 per page, payable electronically. To modify existing standing orders, file an application electronically/by post/in person, with a tabular statement showing existing vs proposed provisions, reasons, and trade-union particulars.
Notice of Change — Form IV
Changing service conditions on matters listed in the Third Schedule of the Code requires prior notice to affected workers. The form, mode, and method of display are now prescribed.
Any employer wanting to change service conditions on matters listed in the Third Schedule to the Code (typical examples: hours of work, leave, wage rates, allowances, classification) must:
- Give notice in Form IV to the affected workers
- Serve electronically, by speed post, or in person
- Display conspicuously on the notice board (physical or electronic) at the main entrance
- Upload on the establishment's designated portal, if one exists
- Where there is a registered trade union, negotiating union, or council — also serve a copy on the secretary of each
Voluntary Arbitration
A parallel track to formal adjudication. Parties can refer a dispute to arbitration by joint agreement; once the agreement is filed, the Government issues a notification.
Employer and workers may agree to refer a dispute to arbitration in the prescribed form. Once filed, and the Centre is satisfied a substantial number on each side support the reference, it issues a notification. Where there is no trade union, workers must elect representatives to the arbitration the same way as for standing-orders purposes.
Conciliation & Recovery of Dues
How conciliation proceedings run, what the conciliation officer does with the report, and how a worker recovers money due under a settlement, award, or under Chapter IX/X of the Code. Forms VII–X cover recovery applications.
When a conciliation officer receives a notice of strike, lock-out, or a dispute reference:
- All evidence (other than documentary) must be filed by affidavit
- The conciliation officer's report and any settlement memorandum must be uploaded on the Ministry of Labour and Employment portal
- If the dispute is not settled, the concerned party may apply to the Tribunal in Form II — electronically or by speed post — within 90 days from the date of the report
If money is owed to a worker (or group of workers) under a settlement, an award, or under Chapter IX/X of the Code:
- Form VII — recovery application by the worker / group
- Form VIII — recovery application by an authorised person on the worker's behalf, or by the heir/assignee where the worker has died
- Form IX — for a benefit that needs to be computed in money terms (worker applies to the Tribunal)
- Form X — same as Form IX, but where the worker has died (heir/assignee applies)
Where a benefit needs to be valued in money, the Tribunal must decide within 3 months from the date of the application.
Strikes & Lock-outs
The forms, signatories, addressees, and timelines for strike and lock-out notices. Form XI for strikes, Form XII for lock-outs. Five-day rule for the employer to forward any received notice.
A strike notice (under s.62(1) of the Code) must be:
- Given to the employer in Form XI
- Signed by the secretary of the registered trade union — or by five elected worker representatives if there is no registered union
- Endorsed (electronically or by speed post) to the conciliation officer, Chief Labour Commissioner (Central), and Secretary, Ministry of Labour and Employment
The date of receipt of the notice = the operative date for clause (a) of s.62(1).
If the employer receives any strike notice, they must intimate it electronically to the conciliation officer and CLC (Central) within 5 days.
A lock-out notice (s.62(2)) must be:
- Given by the employer in Form XII to the secretary of every registered trade union — by speed post or electronically
- Endorsed electronically to the conciliation officer, CLC (Central), and the Secretary, Ministry of Labour and Employment
- Displayed conspicuously on the notice board (or electronic board) at the main entrance
- Posted on the establishment's portal, if any
If the employer issues a lock-out notice to any employed person, they must inform the conciliation officer and CLC (Central) electronically within 5 days.
Retrenchment & Closure — General
For establishments where Chapter IX of the Code applies (general retrenchment provisions, no prior approval needed). Notice procedure, re-employment seniority, and 60-day closure notice.
- Where prior notice is given (under s.70(a)): Form XIII intimation within 3 days of serving the notice on the worker
- Where one month's wages are paid in lieu: Form XIII intimation within 3 days of payment
- Retrenchment by agreement specifying a termination date: notice must reach the Centre and Deputy CLC (Central) at least one month before that date — but if the agreed date is within 30 days of the agreement, intimation is within 3 days of the agreement
- Employer prepares a seniority list of workers in the category from which retrenchment is contemplated, posted on the notice board at least 7 days before the actual date of retrenchment
- If a vacancy arises within one year of retrenchment, retrenched workers (who are Indian citizens and have indicated willingness) get preference based on seniority
- Vacancies must be displayed at least 15 days before they are to be filled
- Information of vacancies is sent by speed post or email to retrenched workers eligible to be considered
- Vacancies of less than one month's duration: no obligation to inform retrenched workers
- If a retrenched worker fails to respond without sufficient cause shown in writing, employer is no longer obligated to inform that worker of subsequent vacancies
To close down an industrial establishment under Chapter IX:
- Notice in Form XIII, at least 60 days before the intended closure date
- Sent to the Central Government with a copy to the Deputy CLC (Central) — by email or speed post
- A copy must also go to registered trade unions / authorised worker representatives in the establishment
The 300+ Rule — Prior Approval Mechanism
For establishments to which Chapter X of the Code applies — generally those with 300+ workers on average per working day in the preceding 12 months. These cannot lay-off, retrench, or close without prior permission of the Central Government. Form XIV is the universal application; review timelines are tight.
An employer covered by Chapter X must apply to the Central Government in Form XIV seeking permission for lay-off, stating reasons clearly. A copy must be served simultaneously to the affected worker — electronically, in person, or by speed post. The application must also be displayed on the notice board (or electronic board) at the main entrance.
For mining establishments: where workers (other than badli or casual workers) are laid off because of fire, flood, excess inflammable gas, or explosion, the employer must apply in Form XIV within 30 days of the commencement of lay-off to continue it. The application must specify number of days, number of workers, total workforce, date of lay-off, and reasons for continuation.
The Central Government may review its own lay-off order — on its own motion, or on application by the employer or any worker. Either side has 30 days from the date of the order to file a review application. The Government must dispose of the application within 2 months after providing both sides an opportunity to be heard. If the Government acts suo motu, it must take steps within one month of the original order.
Same architecture as lay-off: Form XIV electronic application, copy served on workers simultaneously, review window of 30 days, disposal within 2 months.
Closure under Chapter X is the slowest of the three. Employer must apply in Form XIV at least 90 days before the intended closure date — electronically — to the Central Government, with a copy to worker representatives. Review architecture is identical: 30-day window, 2-month disposal.
The Worker Re-Skilling Fund
A new financial obligation that did not exist under the Industrial Disputes Act. Every employer who retrenches a worker must credit fifteen days of that worker's last-drawn wages to the Re-Skilling Fund within ten days. The fund disburses to the worker within forty-five days of retrenchment.
- On retrenchment of any worker, the employer must electronically transfer 15 days of last-drawn wages to the Fund — within 10 days of retrenchment
- The fund is held by the Chief Labour Commissioner (Central) — or the Deputy CLC / Regional LC / Assistant LC, as the case may be
- The CLC office electronically credits the amount to the retrenched worker's bank account within 45 days of retrenchment, for the worker to use for re-skilling
- Employer must also submit a list of retrenched workers — names, 15-day wages amount, bank account details — to the relevant CLC office
Offences & Composition
First-time offenders can compound offences by paying a notified amount instead of facing prosecution. Forms XV (notice + application) handle the procedure; the compounding officer is notified by the Centre.
The compounding officer issues a notice in Form XV via the Ministry portal. The accused has 15 days from receipt to fill Part III of Form XV and electronically deposit the compounding amount.
Three scenarios:
- Before prosecution: compounding ⇒ no complaint will be filed
- During s.85 proceedings: compounding officer informs the s.85 officer ⇒ proceedings closed
- After prosecution has started: accused applies to the court; with the court's permission the offence is compounded; the compounding officer informs the court; court discharges the accused
Miscellaneous — Protected Workers, Enquiries, Records
The longest chapter by rule count. Twelve rules covering protected workers, complaints by aggrieved employees, authorisation of representatives, the conduct of enquiries, witness expenses, record maintenance, and the appointment and remuneration of Commissioners by the Tribunal.
Each registered trade union connected with the establishment must communicate to the employer, before 30 April every year, the names and addresses of officers it wants recognised as protected workers. Employer has 15 days to recognise (subject to the maximum number permitted under s.90(4)) and communicate back the list. Recognition is for 12 months. Where multiple unions exist and the total exceeds the cap, the maximum is distributed in proportion to membership. Disputes go to the Deputy/Regional/Assistant CLC (Central), whose decision is final.
Section 91 of the Code lets an aggrieved employee complain about unfair labour practices and other contraventions. The complaint:
- Must be in Form XVI, electronically or by speed post
- Accompanied by enough copies for each respondent
- Must be verified by the employee or their authorised representative before the conciliation officer / arbitrator / Tribunal / National Industrial Tribunal
If the worker is not a member of any trade union, they can authorise (in Form VI) any office-bearer of any trade union connected with the industry, or another worker, to represent them. Same logic applies if an employer is not a member of any employers' association — they can be represented by an officer of any associated employers' body. A party is bound by the acts of its representative.
For complaints under sections 86(3), (5), (7)–(11) of the Code, the conciliation officer/Tribunal follows a structured procedure: receipt of complaint → service on respondents → written statements → affidavit evidence → cross-examination → final order. Adjournments are limited and reasoned.
Witnesses receive expenses at the same rate they would for attending a civil court. Where a person cannot be found for service of any message or document, publication in a newspaper or on the Ministry portal is deemed effective service. Records, registers, forms, notices, and display boards must be maintained electronically wherever feasible and physically otherwise.
For computing the money value of a benefit under s.59(2) — e.g., where a worker is owed something of monetary value but not a cash payment — the Tribunal can appoint a Commissioner. The Tribunal, after consulting the parties, estimates probable expenses and fixes the Commissioner's fee. The Commissioner submits a report by the date specified in the appointment order. The fee is recoverable from one or both parties as the Tribunal directs.