Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour Department, Government of Haryana
- Notified
- 5 May 2026, draft stage (Notification No. 2/28/2026 2Lab, Haryana Government Gazette Extraordinary No. 67 2026/Ext.)
- Objection window
- 30 days from the date copies of the Official Gazette were made public. This window has already lapsed
- Legal basis
- Section 99 of the Industrial Relations Code, 2020 (Central Act 35 of 2020), read with Section 24 of the General Clauses Act, 1897
- Supersedes
- Industrial Disputes (Punjab) Rules, 1958; Industrial Employment (Standing Orders) Punjab Rules, 1949; and Punjab Trade Union Regulations, 1927, all as applicable to Haryana
- Status as of
- Still at draft stage. The parent Industrial Relations Code, 2020 is already in force nationwide since 21 November 2025, but employers should track the Haryana e Gazette for the final notification of these state rules before treating them as binding
Haryana employers now have a draft rulebook lined up under the Industrial Relations Code, 2020. The Labour Department published the draft Industrial Relations (Haryana) Rules, 2026 on 5 May 2026, setting out how Trade Unions register, how Works Committees and Grievance Redressal Committees function, how standing orders get certified, and how layoff, retrenchment and closure actually work in practice. This guide walks through what the draft actually says, in everyday language, so HR teams and business owners in Haryana know exactly what to prepare for once it is finally notified.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Withdraw a Works Committee election candidature | - | Event based | Within 48 hours of completion of nomination scrutiny |
| Escalate an unresolved grievance to the conciliation officer | - | Event based | Within 60 days of the Grievance Redressal Committee decision, or of the 30 day decision deadline lapsing |
| Respond to the Registrar's query on a Trade Union application | Form II | Event based | Within 15 days of the Registrar's request |
| Appeal a refused or cancelled Trade Union registration | None | Event based | Within 60 days of the Registrar's order |
| Surrender a cancelled or withdrawn Trade Union certificate | None | Event based | Within 15 days of withdrawal or cancellation |
| Report a change of Trade Union head office address | None | Event based | Within 15 days of the change |
| Report a change in Trade Union office bearers | None | Event based | Within 15 days of the change |
| Report a change in the Trade Union name | None | Event based | Within 15 days of the change |
| File the Trade Union annual return | Form V | Annual | By 30 April every year |
| Raise observations on adopted model standing orders | None | Event based ed certified | Within 30 days of the employer's intimation, failing which the order is deem |
| Comment on draft standing orders as a chosen worker representative | None | Event based | Within 15 days of receiving the notice |
| Authenticate and circulate certified standing orders | None | Event based | Within 7 days of authentication |
| Appeal a certifying officer's standing order decision | None | Event based | Within 60 days of the order |
| File a Trade Union dispute before the Tribunal | Form VI | Event based | Within 1 year of the dispute arising |
| File an application before the Tribunal after failed conciliation | Form XII | Event based | Within 90 days of the conciliation report |
| File a written statement before the Tribunal | None | Event based | Within 30 days of the first hearing |
| Communicate a Tribunal award to the parties | None | Event based | Within 1 month of pronouncement |
| Intimate a received strike or lock out notice to the authorities | None | Event based | Within 5 days of receiving the notice |
| Send retrenchment or closure intimation to the State Government | Form XIX | Event based | Within 3 days of notice or wage payment, or 1 month before an agreed termination date |
| Apply for permission before laying off workers | Form XX | Event based | At least 15 days before the intended layoff |
| Apply for permission before retrenching workers | Form XX | Event based | At least 60 days before the intended retrenchment |
| Apply for permission before closing an establishment | Form XX | Event based | At least 90 days before the intended closure |
| Seek review of a layoff, retrenchment or closure order | None | Event based Within 30 days of the order, with Government to decide within 2 months | |
| Transfer reskilling fund contribution for a retrenched worker | None | Event based | Within 10 days of retrenchment |
| Credit the reskilling fund amount to the worker's account | None | Event based | Within 45 days of retrenchment |
| Deposit a compounding amount for an offence | Form XXI | Event based | Within 15 days of receiving the notice |
| Communicate the list of protected workers to the employer | None | Annual | Before 30 April every year |
| Recognize protected workers after receiving the union's list | None | Event based | Within 15 days of receiving the names |
Key Provisions
What changed under the Code, and what it means for payroll.
Old Law vs. New Law
What employers followed before, against what applies now — point matched against point.
| On this point | Before — earlier law | Now — the new Code |
|---|---|---|
| Retrenchment, layoff and closure permission threshold | Establishments with 100 or more workers needed prior government permission under the Industrial Disputes Act, 1947 | The threshold is raised to 300 or more workers, so more Haryana establishments can retrench, lay off or close without seeking prior permission |
| Filing mode | Settlements, standing orders, and strike or lock out notices were filed physically with the Labour Commissioner's office | Electronic filing through the Labour Department's designated portal is now the norm, with speed post or in person filing as a fallback |
| Standing orders governing law | The Industrial Employment (Standing Orders) Punjab Rules, 1949 applied across Haryana | Model Standing Orders, 2026 apply directly on adoption, with deemed certification if the certifying officer raises no objection within 30 days |
| Trade Union law | The Punjab Trade Union Regulations, 1927, as applicable to Haryana, governed registration and conduct | Rules under the Industrial Relations Code, 2020 apply, with electronic Form II applications, a Rs 1000 registration fee, and membership based audit tiers |
| Negotiating union recognition | No single statutory mechanism existed for recognizing one union as the workers primary voice | A union with at least 30 percent workforce membership can be recognized as the sole negotiating union, and multi union councils follow a defined secret ballot process |
| Grievance redressal | Individual grievance redressal followed a less structured process under the Industrial Disputes Act, 1947 | A formal Grievance Redressal Committee, with equal employer and worker representation and defined escalation timelines, is now mandatory |
| Worker reskilling on retrenchment | No statutory reskilling fund existed for retrenched workers | Employers must contribute 15 days of a retrenched worker's last wages to a reskilling fund within 10 days of retrenchment |
| Tribunal structure | A separate Labour Court and Industrial Tribunal structure existed under the Industrial Disputes Act, 1947 | A unified two member Industrial Tribunal, with one Judicial Member and one Administrative Member, now hears disputes |
| Strike and lock out notice recipients | Notices went mainly to the employer, the union and the conciliation officer | Notices must also be copied to the State Government and the Director General of the Labour Bureau |
| Compounding of offences | Composition of offences followed the general procedure under the Industrial Disputes Act, 1947 | A dedicated three part Form XXI process lets a Gazetted compounding officer settle first time offences, with payment due within 15 days of notice |
| Works Committee women representation | There was no explicit requirement for proportional women representation on the Works Committee | Women workers must have representation on the Works Committee at least in proportion to their share of the total workforce |
| Record keeping | Registers, forms and notice boards were maintained mainly on paper | Every register, form, notice and display board must now also be maintained electronically and produced to the Inspector cum Facilitator on demand |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments and undertakings in Haryana for which the State Government is the appropriate government
- Registered and applicant Trade Unions of workers and of employers
- Establishments directed to set up a Works Committee once a Section 3 order is made
- Establishments covered by the standing order and Grievance Redressal Committee rules
- Employers intending layoff, retrenchment or closure
- Workers and employers wishing to refer a dispute to voluntary arbitration
- Employers who retrench workers
Exempted / special treatment
- Establishments where the Central Government is the appropriate government, such as banking, insurance, telecom, mines, ports, railways and central public sector enterprises, which follow the separate Industrial Relations Central Rules, 2026 instead
- Audit obligations scale down for smaller unions, dropping to any two union members for unions with fewer than 250 members at any time in the year
- Establishments not yet covered by such an order are not required to constitute a Works Committee
- Employers already following model standing orders that wholly match their activities are exempt from further certifying officer observations
- Only establishments meeting the 300 worker threshold under Chapter X of the Code need prior government permission. Smaller establishments follow the simpler notice procedure under Chapter IX
- Arbitration is optional and applies only where both sides sign an arbitration agreement in Form IX
- A reskilling fund contribution is due only where a retrenchment actually takes place
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Industrial Relations (Haryana) Rules, 2026?
They are the draft state level rules that explain how the Industrial Relations Code, 2020 will work for industrial establishments in Haryana. They cover Trade Unions, Works Committees, Grievance Redressal Committees, standing orders, strikes, lock outs, and layoff, retrenchment and closure procedure.
Have these rules been finally notified?
No. They remain at the draft stage. Haryana published them on 5 May 2026 and gave a 30 day window for objections, but no final notification has been traced in public records as of 31 July 2026. Employers should keep checking the Haryana e Gazette before treating them as final law.
Which establishments do these rules cover?
They cover industrial establishments and undertakings in Haryana for which the State Government is the appropriate government. Establishments in central sectors like banking, telecom, railways and mines instead follow the separate Industrial Relations Central Rules, 2026.
What laws did these draft rules propose to replace?
They propose to supersede the Industrial Disputes (Punjab) Rules, 1958, the Industrial Employment (Standing Orders) Punjab Rules, 1949, and the Punjab Trade Union Regulations, 1927, all as they applied to Haryana.
How does a Trade Union register in Haryana under these rules?
The union applies electronically to the Registrar of Trade Unions in Form II, along with a Rs 1000 fee and the declarations and schedules the form requires.
What is the threshold to become the sole negotiating union?
A single registered Trade Union with at least 30 percent membership among an establishment's workers can be recognized as the sole negotiating union for that establishment.
Is a Grievance Redressal Committee compulsory?
Yes. Every applicable industrial establishment must set up a Grievance Redressal Committee with equal employer and worker representation, and a worker can escalate an unresolved grievance to the conciliation officer.
When does an employer need government permission before retrenchment?
Prior permission under Chapter X of the Code is needed only for establishments with 300 or more workers. Smaller establishments follow the simpler notice based procedure under Chapter IX.
What is the worker reskilling fund?
It is a fund that a retrenched worker can draw on for reskilling. The employer must transfer an amount equal to 15 days of the worker's last drawn wages within 10 days of the retrenchment.
How are standing orders certified under the new rules?
An employer can adopt the Model Standing Orders, 2026 by intimating the certifying officer of the effective date, or submit a fresh draft. If the certifying officer raises no objection within 30 days, the standing orders are deemed certified.
Sources
Where every fact on this page comes from.
- → Haryana Government Gazette Extraordinary No. 67 2026/Ext, dated 5 May 2026, Notification No. 2/28/2026 2Lab, Labour Department, Government of Haryana, Draft Industrial Relations (Haryana) Rules, 2026
- → The Industrial Relations Code, 2020 (Act No. 35 of 2020), Ministry of Labour and Employment, Government of India
- → Notification S.O. 5320(E), dated 21 November 2025, Gazette of India, bringing all provisions of the Industrial Relations Code, 2020 into force
- → The General Clauses Act, 1897 (Act No. 10 of 1897)
For informational purposes only — not legal advice. State rules referenced here are subject to change on final notification. Verify current status with our compliance team before acting.