Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour, Employment and Overseas Placement Department, Government of Himachal Pradesh
- Notified
- 29 April 2026, published in the Himachal Pradesh Rajpatra (eGazette)
- Objection window
- Not specified in the text of this notification (Notification No. LEP A003/6/2026)
- Legal basis
- Section 99(1) of the Industrial Relations Code, 2020 (Act 35 of 2020)
- Supersedes
- Himachal Pradesh Industrial Disputes Rules 1974; Industrial Employment (Standing Orders) Himachal Pradesh Rules 1973 and Amendment Rules 1991; Himachal Pradesh Trade Unions Regulations 1978
- Status as of
- Draft stage, pending final notification
These rules apply across Himachal Pradesh and set out how Works Committees are formed, how Trade Unions register and get recognised, how standing orders are certified, and what employers must do before a strike, lock out, retrenchment or closure. They replace the Himachal Pradesh Industrial Disputes Rules 1974, the Industrial Employment Standing Orders Himachal Pradesh Rules 1973, and the Himachal Pradesh Trade Unions Regulations 1978, folding all three into a single framework under the Industrial Relations Code 2020.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Retrenchment notice to State Government (below 300 workers) | Form XXI | Event based | At least 30 days before the retrenchment takes effect |
| Closure notice to State Government (below 300 workers) | Form XXI | Event based | At least 60 days before the closure takes effect |
| Application for permission to close (300 or more workers) | Form XXII | Event based | At least 90 days before the intended closure date |
| Offer of reemployment to previously retrenched workers | Not applicable | Event based | At least 10 days before the vacancy is filled |
| Transfer to the Worker Reskilling Fund | Not applicable | Event based | Within 10 days of retrenching the worker |
| Intimating a strike notice to the conciliation officer | Not applicable | Event based | Within 5 days of receiving the notice |
| Intimating a lock out notice to the conciliation officer | Not applicable | Event based | Within 5 days of giving the notice |
| Recognising protected workers after the Trade Union's list | Not applicable | Annual | Within 15 days of receiving the list, valid for 12 months |
| Trade Union general annual statement to the Registrar | Form XIV | Annual | |
| Payment of compounding amount after a notice | Form XXIII | Event based | Within 15 days of receiving the notice |
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 |
|---|---|---|
| Governing framework | Three separate rule sets: the 1974 Industrial Disputes Rules, the 1973 Standing Orders Rules, and the 1978 Trade Unions Regulations | One consolidated rulebook, the Himachal Pradesh Industrial Relations Rules 2026, under the Industrial Relations Code 2020 |
| Threshold for government permission before lay off, retrenchment or closure | Establishments with 100 or more workers needed prior permission | Threshold raised to 300 or more workers; smaller establishments only need to give notice |
| Standing orders applicability | Applied to establishments with 100 or more workers | Applies to establishments with 300 or more workers, with a ready made model standing order employers can adopt directly |
| Trade Union recognition | No statutory mechanism; recognition of a representative union was largely informal | Statutory Negotiating Union (51 percent membership) and Negotiating Council (20 percent membership) with fixed timelines for the conciliation officer to decide |
| Grievance handling | Grievance Settlement Authority provisions existed in limited form with no uniform structure across establishments | A structured Grievance Redressal Committee is mandatory in establishments with 20 or more workers, with a fixed 30 day resolution window |
| Support for retrenched workers | No dedicated retraining fund | A Worker Reskilling Fund, part funded by employer contributions on every retrenchment |
| Filing mode | Physical filing through registered post was the standard route | Electronic filing by email or portal now runs alongside physical filing for settlements, registrations and notices |
| Fixed term employment | Not separately defined in the state rules | Clearly defined and capped at 3 years of continuous engagement on the same work, and at 20 percent of a worker category |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Every industrial establishment operating in Himachal Pradesh, as defined under the Industrial Relations Code 2020
- Establishments notified by the Central Government for setting up a Works Committee
- Establishments with 20 or more workers, for the Grievance Redressal Committee
- Establishments with 300 or more workers, for standing orders, Chapter X permissions, and dedicated office space for a negotiating union or council
- Registered Trade Unions, their office bearers and federations operating in the State
- Employers, workers and Trade Unions involved in an industrial dispute within Himachal Pradesh
Exempted / special treatment
- Establishments with fewer than 20 workers are not required to set up a Grievance Redressal Committee
- Establishments with fewer than 300 workers are exempt from the Chapter X requirement of prior government permission before lay off, retrenchment or closure; prior notice is enough
- Fixed term workers are capped at 20 percent of a worker category rather than being treated the same as permanent workers
- Mines facing a lay off from fire, flood, excess of inflammable gas or explosion follow a separate 30 day intimation route instead of the standard permission process
- Actions already taken under the three repealed rule sets remain valid and are treated as done under the new Code
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What is the Himachal Pradesh Industrial Relations Rules, 2026?
It is a draft set of state rules notified on 29 April 2026 that puts flesh on the Industrial Relations Code, 2020 for Himachal Pradesh. It covers Works Committees, Trade Union registration, standing orders, strikes, lock outs, and the process for retrenchment and closure.
Has the notification been finalised yet?
No. As published, it is a draft notification. The text does not spell out a specific comment period the way the companion Code on Wages rules issued the same day do, so employers should check with the Labour, Employment and Overseas Placement Department for the current status before treating it as final.
Which older Himachal Pradesh rules does it replace?
Three rule sets: the Himachal Pradesh Industrial Disputes Rules 1974, the Industrial Employment (Standing Orders) Himachal Pradesh Rules 1973 along with its 1991 amendment, and the Himachal Pradesh Trade Unions Regulations 1978.
Which establishments must set up a Grievance Redressal Committee?
Any industrial establishment employing 20 or more workers. The Committee has equal representation from employer and worker sides, up to 10 members in total.
What is the difference between a Negotiating Union and a Negotiating Council?
A Negotiating Union is a single Trade Union with 51 percent or more of the workers as members, recognised as the sole body to negotiate with the employer. Where no single union crosses that mark, a Negotiating Council is formed from unions that individually hold 20 percent or more membership, with seats allotted in proportion to their membership.
How much does it cost to register a Trade Union in Himachal Pradesh?
Rupees 2000 for a union with 1000 or more members, and Rupees 1000 for a union with fewer members. A duplicate registration certificate costs Rupees 500.
Do all employers need government permission before a lay off, retrenchment or closure?
Only establishments with 300 or more workers need prior government permission under the special provisions in Chapter X. Smaller establishments just need to give advance notice, 30 days for retrenchment and 60 days for closure.
How much advance notice is needed before closing down a larger establishment?
An establishment with 300 or more workers must apply for permission at least 90 days before the intended closure date, and must also serve a copy of the application on the workers concerned.
Sources
Where every fact on this page comes from.
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.