Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Government of Madhya Pradesh, Department of Labour, Bhopal
- Notified
- Draft rules notified for public consultation vide reference No. F01/05/2020/A16. The day of publication is left blank in the gazette copy examined, with the year shown as 2025.
- Objection window
- 45 days from the date the copies of the Official Gazette carrying this notification are made available to the public, as required under Section 99(1) of the Industrial Relations Code 2020
- Legal basis
- Section 99 of the Industrial Relations Code 2020 (35 of 2020)
- Supersedes
- Proposed supersession of the Madhya Pradesh Industrial Disputes Rules 1957, the Madhya Pradesh Trade Union Regulations 1961, and the Madhya Pradesh Industrial Employment (Standing Orders) Rules 1963, along with repeal of the Industrial Disputes Act 1947, the Trade Unions Act 1926, and the Madhya Pradesh Industrial Employment (Standing Orders) Act 1961
- Status as of July 2026
- Draft as verified from the gazette copy reviewed for this guide. Several industry trackers report that Madhya Pradesh finalised rules under all four Labour Codes during 2026, so readers should confirm the current status and final notification date directly with the Madhya Pradesh Labour Department or the official e Gazette before relying on this document for compliance action.
Draft Notification, Not Yet Confirmed As Final. The source gazette copy examined for this guide is a draft published by the Government of Madhya Pradesh, Department of Labour, for public objections and suggestions, with a 45 day objection window. Please verify with the Madhya Pradesh Labour Department or the official e Gazette whether a final notification has since been issued before treating any provision below as binding law.
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 after a Labour Commissioner order | Event based | Forthwith on receipt of the order | |
| Resolve a worker grievance placed before the Grievance Redressal Committee | Event based | Within 30 days of receipt of the application | |
| File an application before the Conciliation Officer against an unresolved grievance | Event based | Within 60 days of the Grievance Redressal Committee decision, or of the date the 30 day resolution period expires | |
| Submit the annual return, called the general statement, of a registered trade union | Form XIV | Annual | On or before 31 July every year |
| Communicate a change in trade union particulars, rules, or office bearers to the Registrar | Event based | Within 30 days of the change | |
| Give notice of an intended change in service conditions | Form XVI | Event based | Before the change takes effect, as required under Section 40 of the Code |
| Give notice of lock out and intimate the Conciliation Officer and Labour Commissioner | Form XXIII | Event based | As required under Section 62 of the Code, with intimation within 5 days |
| Intimate retrenchment to the Conciliation Officer, Labour Commissioner, and State Government | Form XXIV | Event based | Before retrenching a worker who has completed one year or more of continuous service |
| Offer a re employment opportunity to previously retrenched workers | Event based | At least 15 days before the vacancy is filled | |
| Give notice of intended closure of a general establishment | Form XXV | Event based | Before closure, with copies to the Labour Commissioner and Conciliation Officer |
| Apply for permission for lay off in Chapter X establishments | Form XXVI | Event based | Before the intended lay off |
| Apply for permission to continue a lay off caused by fire, flood, or gas or explosion in mines | Form XXVI | Event based | Within 30 days of the commencement of the lay off |
| Apply for permission for retrenchment in Chapter X establishments | Form XXVII | Event based | At least 60 days before the intended retrenchment |
| Apply for permission for closure in Chapter X establishments | Form XXVIII | Event based | At least 90 days before the intended closure |
| Transfer the Worker Reskilling Fund contribution for a retrenched worker | Event based | Within 10 days of retrenching the worker | |
| Deposit the compounding amount after receiving a compounding notice | Form XXIX | Event based | Within 15 days of receipt of the notice |
| Communicate the list of protected workers to the registered trade union | Annual | Union informs the employer before 30 April every year, and the employer responds within 15 days of receipt |
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 rules | Three separate instruments: the Madhya Pradesh Industrial Disputes Rules 1957, the Madhya Pradesh Trade Union Regulations 1961, and the Madhya Pradesh Industrial Employment (Standing Orders) Rules 1963 | One consolidated rule book, the Madhya Pradesh Industrial Relations Rules 2026, proposed to supersede all three |
| Bipartite dispute forums | Works Committee only | Works Committee, plus a mandatory Grievance Redressal Committee with a defined resolution timeline |
| Union recognition for negotiation | No statutory concept of a negotiating union or negotiating council | A registered union with 30 percent or more membership is recognised as the negotiating union, or a negotiating council is formed proportionate to membership |
| Standing orders | Every covered establishment had to draft and get its own standing orders certified | Employers may adopt the ready made Model Standing Orders, with deemed certification if uncontested within 30 days |
| Filing mode | Physical or postal filing only | Electronic filing enabled for most notices, applications, and returns, alongside the existing postal options |
| Permission threshold for lay off, retrenchment and closure | Prior government permission was required for establishments employing 100 or more workmen, under Chapter V B of the earlier Industrial Disputes Act 1947 | Threshold raised to establishments employing 300 or more workers under Chapter X of the Industrial Relations Code 2020, unless a higher number is separately notified |
| Worker income protection on retrenchment | No dedicated reskilling fund existed | Mandatory Worker Reskilling Fund contribution equal to 15 days of wages for every retrenched worker |
| Conciliation transparency | Conciliation reports were maintained in government records | Conciliation reports are uploaded on the official Labour Portal and made directly accessible to both parties |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Industrial establishments and undertakings in Madhya Pradesh for which the State Government is the appropriate Government under the Industrial Relations Code 2020
- Employers, workers, registered trade unions, negotiating unions, and negotiating councils operating within the state
- Works Committees, Grievance Redressal Committees, standing orders, arbitration, and Industrial Tribunal proceedings
Exempted / special treatment
- Establishments for which the Central Government is the appropriate Government, such as banking, insurance, telecommunications, ports, mines, oilfields, railways, and central public sector undertakings, which instead follow the separate Industrial Relations (Central) Rules 2026
- Provisions on lay off, retrenchment, and closure permission under Chapter X of the Code apply only to establishments that meet the prescribed worker threshold, not to smaller establishments
- Categories excluded from the definition of industry, or of worker, under the Industrial Relations Code 2020 remain outside the scope of these Rules
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Madhya Pradesh Industrial Relations Rules 2026?
They are the state level rules drafted by Madhya Pradesh under Section 99 of the Industrial Relations Code 2020 to spell out the day to day procedure for works committees, trade unions, standing orders, strikes, lock outs, lay off, retrenchment, and closure within the state.
Are these rules already final and in force?
The source document reviewed for this guide is a draft, published for public objections and suggestions within a 45 day window. Employers should verify with the Madhya Pradesh Labour Department or the official e Gazette whether a final notification has since been issued before treating any specific rule as binding.
Which establishments do these rules apply to?
Any industrial establishment or undertaking in Madhya Pradesh for which the State Government is the appropriate Government under the Industrial Relations Code 2020.
Does my company need to set up a Grievance Redressal Committee?
Yes. Once these Rules take final effect, most industrial establishments must constitute a Grievance Redressal Committee with equal representation of employer and worker nominees, capped at 10 members.
What happens if my company adopts the Model Standing Orders?
The employer intimates the certifying officer electronically of the date of adoption. If the certifying officer raises no objection within 30 days, the standing orders are deemed adopted without further certification.
How much notice is required before closing down an establishment?
General establishments give notice through Form XXV before closure. Larger establishments covered under Chapter X of the Code must apply for prior government permission at least 90 days before the intended closure date.
What is the Worker Reskilling Fund?
It is a fund that every employer must contribute to on retrenching a worker, equal to 15 days of that worker's last drawn wages, to be transferred within 10 days of the retrenchment.
What is the minimum trade union membership subscription under these rules?
Rs 20 per year for rural workers, Rs 30 per year for workers in other unorganised sectors, and Rs 50 per year for all other workers, unless the State Government revises these amounts.
What is a negotiating union?
A registered trade union with 30 percent or more membership in an establishment, entitled to negotiate directly with the employer without needing to form a negotiating council.
Can offences under the Code be settled without prosecution?
Yes. Rule 49 allows a Gazetted Compounding Officer to compound many offences if the accused pays the compounding amount within 15 days of receiving the notice.
Where should conciliation reports be checked?
The Rules require the Conciliation Officer to upload the report on the official Labour Portal of the Madhya Pradesh Department of Labour, where it is accessible to both parties to the dispute.
How long does a worker have to raise a grievance?
One year from the date the cause of action arises, under Rule 5.
Is electronic filing allowed under these rules?
Yes. Most notices, applications, and returns, including trade union registration, and retrenchment or closure notices, can be filed electronically, alongside the existing option of registered or speed post.
What replaces the earlier Industrial Disputes Rules and Trade Union Regulations?
The single Madhya Pradesh Industrial Relations Rules 2026 is proposed to supersede the Madhya Pradesh Industrial Disputes Rules 1957, the Madhya Pradesh Trade Union Regulations 1961, and the Madhya Pradesh Industrial Employment (Standing Orders) Rules 1963.
Who should employers contact for objections or clarifications on the draft?
Objections and suggestions on the draft may be addressed to the Deputy Secretary, Government of Madhya Pradesh, Department of Labour, Mantralaya, Vallabh Bhawan, Bhopal, or sent by email to pslabour@mp.gov.in.
Sources
Where every fact on this page comes from.
- → Government of Madhya Pradesh, Department of Labour: draft Madhya Pradesh Industrial Relations Rules 2026, reference No. F01/05/2020/A16 (source document reviewed for this guide) (official)
- → Industrial Relations Code 2020 (35 of 2020), Ministry of Labour and Employment, Government of India (official)
- → Industrial Relations (Central) Rules 2026, notified 8 May 2026, Ministry of Labour and Employment (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.