Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Administration of Union Territory of Ladakh, Labour and Employment Department, UT Secretariat, Leh
- Notified
- S.O. No. 223 dated 3 August 2026
- Legal basis
- Section 99 of the Industrial Relations Code 2020, read with Ministry of Home Affairs notification S.O. 2752(E) dated 22 June 2023 and Section 24 of the General Clauses Act 1897
- Supersedes
- The Jammu and Kashmir Trade Union Regulations 1972, the Industrial Employment (Standing Orders) Jammu and Kashmir Rules 1972, the Industrial Disputes (Jammu and Kashmir State) Rules 1972, and all other corresponding rules, regulations, notifications, orders or instructions relating to Ladakh
- Current Status
- Final rule published and In-force from 3 August 2026
Ladakh became a Union Territory in 2019 and, until now, industrial relations in the region were governed by three separate laws inherited from the erstwhile state of Jammu and Kashmir, dealing with trade unions, standing orders and industrial disputes on their own. With the Industrial Relations Code 2020 now in force across the country, the Labour and Employment Department has prepared a single set of draft Rules to bring works committees, grievance redressal, trade union recognition, standing orders, strikes and lock outs, and retrenchment and closure procedure under one framework for Ladakh.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Constitute a Works Committee | Not applicable (Rule 4) | One time, on Government order | Forthwith after an order is made under Section 3(1) |
| Resolve a worker's grievance | Not applicable (Rules 4(8) and 7) | Per grievance | Within 30 days of the worker's application |
| Worker raises a grievance | Not applicable (Rule 6) | Per grievance | Within 1 year of the cause of action |
| Escalate an unresolved grievance to the Conciliation Officer | Not applicable (Rule 7) | Per grievance | Within 60 days of the Committee's decision or the expiry of 30 days |
| File the Trade Union Annual Return | Form II (Rule 25) | Annual | By 15 February each year |
| Give notice of change in service conditions | Form VI (Rule 37) | Event based | Before the change takes effect |
| Give notice of strike | Form XI (Rule 44) | Event based | As required under Section 62, before the strike begins |
| Give notice of lock out | Form XII (Rule 45) | Event based | As required under Section 62, before the lock out begins |
| Give notice of retrenchment | Form XIII (Rule 46) | Event based | Before retrenching a worker with 1 year or more of continuous service |
| Give notice of closure | Form XIII (Rule 48) | Event based | At least 60 days before the intended closure |
| Apply for permission to close (establishments under Chapter X) | Form XIV (Rule 53) | Event based | At least 90 days before the intended closure |
| Transfer the Worker Reskilling Fund contribution | Not applicable (Rule 55) | Per retrenchment | Within 10 days of retrenching the worker |
| Deposit the compounding amount | Form XV (Rule 56) | Per notice | 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 |
|---|---|---|
| Applicable law | Three separate laws: the Jammu and Kashmir Trade Union Regulations 1972, the Industrial Employment (Standing Orders) Jammu and Kashmir Rules 1972, and the Industrial Disputes (Jammu and Kashmir State) Rules 1972 | One consolidated set of Rules, the Industrial Relations (Ladakh) Rules 2026, under the Industrial Relations Code 2020 |
| Dispute resolution forum | Separate Labour Court and Industrial Tribunal structure under the earlier Industrial Disputes framework | A single Industrial Tribunal with a Judicial Member and an Administrative Member under Rules 41 and 42 |
| Grievance handling | No dedicated statutory Grievance Redressal Committee | A mandatory Grievance Redressal Committee with defined resolution timelines under Rules 5 to 7 |
| Standing Orders | Governed separately under the Industrial Employment (Standing Orders) Jammu and Kashmir Rules 1972 | Consolidated Model Standing Orders and certification process under Chapter IV, applicable to establishments with 500 or more workers |
| Trade union recognition | No statutory framework for a sole negotiating union under the old regulations | Defined recognition criteria for a Sole Negotiating Union or a Negotiating Council under Rule 19 |
| Worker support on retrenchment | No reskilling fund requirement | A mandatory Worker Reskilling Fund contribution equal to 15 days of wages under Rule 55 |
| Compounding of offences | No structured compounding mechanism in the old rules | A defined compounding procedure through a Compounding Officer under Rule 56 |
| Mode of filing and communication | Physical filing only | Electronic filing and communication enabled and preferred throughout the new Rules |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments in the Union Territory of Ladakh as defined under the Industrial Relations Code 2020
- Establishments to which a Government order under Section 3(1) applies, for setting up a Works Committee
- Establishments employing 20 or more workers, for a mandatory Grievance Redressal Committee
- Establishments employing 500 or more workers, for Standing Orders certification under Chapter IV
- Establishments employing 300 or more workers, for prior permission before lay off, retrenchment or closure under Chapter X
- All registered trade unions operating in the Union Territory of Ladakh, for registration, funds, audit and recognition
Exempted / special treatment
- Matters and establishments specifically excluded under the Industrial Relations Code 2020 itself, such as certain defence and government establishments
- Establishments with no Government order under Section 3(1), typically those with a smaller workforce
- Establishments employing fewer than 20 workers
- Establishments employing fewer than 500 workers
- Establishments employing fewer than 300 workers, which follow the general notice and compensation provisions instead
- Unregistered worker groups, who instead elect representatives directly for Works Committees, Grievance Redressal Committees and arbitration proceedings
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Industrial Relations (Ladakh) Rules, 2026?
They are draft rules prepared by the Labour and Employment Department of Ladakh under the Industrial Relations Code 2020. They set out how works committees, grievance redressal, trade unions, standing orders, strikes and lock outs, and retrenchment and closure will work in Ladakh.
Are these Rules final or still in draft stage?
They are still a draft. The Administration published them on 24 April 2026 for public comments and has not yet issued a final notification.
Which laws do these Rules replace in Ladakh?
Once finalised, they will replace three older laws inherited from Jammu and Kashmir, the Trade Union Regulations 1972, the Industrial Employment (Standing Orders) Rules 1972, and the Industrial Disputes Rules 1972.
Who can submit comments on the draft Rules, and by when?
Any stakeholder or member of the general public can submit comments within 45 days from the date the notice was published.
How can stakeholders submit their comments or objections?
By email to secy.labemp@gmail.com, or by post to the Administrative Secretary, Labour and Employment Department, 1st Floor, Secretariat, UT of Ladakh, 194101. Submissions should clearly mention the relevant rule number along with the reasoning.
What is a Works Committee, and when must an employer set one up?
A Works Committee is a joint employer and worker body meant to promote good relations at the workplace. An employer must set one up once the Administration issues an order under Section 3(1) of the Code, with a total membership capped at 20.
What is a Grievance Redressal Committee, and how does it work?
It is a committee of up to 10 members, equally representing the employer and workers, that hears individual worker grievances. It must decide a grievance within 30 days, after which the worker can approach the Conciliation Officer within 60 days.
How is a trade union recognised as the sole negotiating union?
A union with 51 percent or more of the workforce as verified members is recognised as the sole negotiating union. If no single union crosses that mark, a negotiating council is formed with unions holding 20 percent or more.
Which establishments need certified Standing Orders under these Rules?
Only establishments employing 500 or more workers on any day in the preceding twelve months need to certify Standing Orders under Chapter IV.
What notice must an employer give before retrenchment or closure?
The employer must send a notice in the prescribed form to the Labour Department before retrenching a worker with a year or more of service, and give at least 60 days notice before a general closure.
When does an employer need government permission before layoff, retrenchment or closure?
Establishments covered under Chapter X of the Code, generally those with 300 or more workers, need prior permission from the Administration before a lay off, retrenchment or closure, and must apply at least 90 days ahead for a closure.
What is the Worker Reskilling Fund, and what must an employer contribute?
It is a fund meant to help retrenched workers gain new skills. An employer must transfer an amount equal to 15 days of the retrenched worker's last drawn wages to the fund within 10 days of the retrenchment.
How are offences under the Rules compounded?
A Compounding Officer can offer to settle certain offences by fine. The accused must deposit the compounding amount within 15 days of the notice to avoid prosecution.
What forms does an employer need to file under these Rules?
The main employer facing forms cover settlements, notice of change, arbitration agreements, notice of strike or lock out, retrenchment or closure, applications for permission, and compounding of offences.
Who should an employer contact for queries on these draft Rules?
Employers can write to the Secretary, Labour and Employment Department at secy.labemp@gmail.com, or reach out to the Assistant Labour Commissioner for Leh or Kargil district.
Sources
Where every fact on this page comes from.
- → Public Notice dated 24 April 2026, Labour and Employment Department, Administration of Union Territory of Ladakh (official)
- → Notification S.O. No. 178 dated 24 April 2026, draft Industrial Relations (Ladakh) Rules 2026 (official)
- → The Industrial Relations Code 2020 (Act No. 35 of 2020), bare act (official)
- → Ministry of Home Affairs notification S.O. 2752(E) dated 22 June 2023 (official)
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.