Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Industries, Energy, Labour and Mining Department, Government of Maharashtra
- Notified
- 28 April 2026 — Maharashtra Government Gazette, Extraordinary, Part One-L, No. 47 (199 pages)
- Objection window
- 45 days from the date of Gazette publication — objections/suggestions accepted up to approximately 12 June 2026
- Legal basis
- Section 19(1) of the Industrial Relations Code, 2020 (Act No. 35 of 2020)
- Supersedes
- Industrial Disputes (Maharashtra) Rules, 1957; Maharashtra Industrial Employment (Standing Orders) Rules, 1959; Maharashtra Trade Union Regulations, 1927
- Status as of 13 July 2026
- Still a Draft — under public consultation / government consideration, not yet finally notified
Maharashtra's Industries, Energy, Labour and Mining Department published the Draft Maharashtra Industrial Relations Rules, 2026 in the State Gazette on 28 April 2026. These draft rules are the State's operating rulebook under the central Industrial Relations Code, 2020, and once finalised they will replace three older Maharashtra laws in one go. If you run a factory, shop, or any industrial establishment in Maharashtra, or you are a worker or trade union office-bearer, this guide breaks down exactly what the draft rules say — in plain English, with every form, deadline, and penalty you need to know.
India's central government merged three old labour laws — the Trade Unions Act, 1926, the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Disputes Act, 1947 — into one law called the Industrial Relations Code, 2020. Every state now has to write its own set of rules to make the Code work on the ground. Maharashtra's draft rules do exactly that: they set out the forms, timelines, and procedures for works committees, trade union registration, standing orders, notice of change, strikes and lock-outs, lay-off, retrenchment, closure, and penalties, across the entire state.
Once the 45-day objection window closes and the State Government reviews the feedback, the draft will be finalised and the older 1957, 1959 and 1927 Maharashtra rules will be repealed.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Submit objections/suggestions on the Draft Rules | One-time | Within 45 days of Gazette publication (on or before ~12 June 2026) | |
| File Memorandum of Settlement | Form I | Event-based | Promptly on signing; conciliation officer forwards report and settlement copy to Government |
| Give Notice of Change in service conditions | Form V | Event-based | Before the proposed change takes effect (21 days' notice under Sec. 40 of the Code) |
| Give Notice of Strike | Form XX | Event-based | At least 14 days before the strike; notice valid for 60 days |
| Give Notice of Lock-out | Form XXI | Event-based | At least 14 days before the lock-out; notice valid for 60 days |
| Give Notice of Intended Closure | Form XXII | Event-based | As prescribed under Section 74 of the Code (60 days' advance notice for establishments with 300+ workers) |
| Apply for prior permission — Lay-off | Form XXIII | Event-based | Before effecting the lay-off |
| Apply for prior permission — Retrenchment | Form XXIII | Event-based | Before effecting the retrenchment (3 months' notice, or wages in lieu) |
| Transfer unclaimed compensation to the Re-skilling Fund welfare account | Event-based | Within 45 days from the date of lay-off/retrenchment | |
| Registrar's decision on Trade Union registration application | Form III | Event-based | Within 90 days of the application |
| State-level recognition of a Trade Union/Federation | Event-based | Within 90 days of the application | |
| Certifying Officer's review of adopted Standing Orders | Event-based | Deemed certified if no observations are raised within 30 days | |
| Accused's reply to a compounding notice | Form XXIV | Event-based | Within 15 days of receiving the notice |
| Review of a prior-permission order (lay-off/retrenchment/closure) | Event-based | Review application within 30 days of the order; State decides within 1 month |
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 sets: Industrial Disputes (Maharashtra) Rules, 1957; Maharashtra I.E. (Standing Orders) Rules, 1959; Maharashtra Trade Union Regulations, 1927 | One consolidated rulebook — Maharashtra Industrial Relations Rules, 2026 — under the Industrial Relations Code, 2020 |
| Standing Orders applicability | Establishments employing 100 or more workmen | Establishments employing 300 or more workers |
| Prior permission for lay-off / retrenchment / closure | Required for establishments with 100 or more workmen (Industrial Disputes Act, 1947) | Required only for establishments with 300 or more workers |
| Works Committee threshold | 100 or more workmen | 100 or more workers (unchanged), now with a unified, digitised constitution procedure under Rule 5 |
| Grievance Redressal Committee | Up to 6 members | Up to 10 members, with mandatory representation for women and a 1-year limitation period to raise a grievance |
| Settlement recording | Paper-based format under the 1957 Rules | Standardised Form I; electronic submission permitted; simpler process for settlements reached outside conciliation |
| Trade Union registration | Paper-based, under the Trade Unions Act, 1926 and 1927 Maharashtra Regulations | Electronic filing via Form III; statutory 90-day decision timeline |
| Strike / Lock-out notice | 6 weeks' notice, and only for public utility services, under the Industrial Disputes Act, 1947 | 14 days' notice mandatory for all industrial establishments; notice valid for 60 days |
| Mode of compliance | Physical forms, registered post | Electronic submission, e-mail, registered/speed post, notice boards and government portals all permitted |
| Penalties | Comparatively nominal fines under the Industrial Disputes Act, 1947 | Substantially higher fines under Section 86 of the IR Code, 2020 — see Penalties section below |
| Compounding of offences | No structured compounding mechanism under the old Acts | Structured compounding under Section 89 of the Code, read with Rules 40–41 (Form XXIV, 50% of the maximum fine) |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments across the State of Maharashtra that fall under the Industrial Relations Code, 2020
- Establishments with 300 or more workers — Standing Orders, and prior permission for lay-off/retrenchment/closure
- Establishments with 100 or more workers — mandatory Works Committee
- Establishments with 20 or more workers — mandatory Grievance Redressal Committee
- Any group of 7 or more workers — eligible to register as a Trade Union
- State-run / State-controlled industrial establishments
- Employers, workers and Trade Unions in ordinary industrial establishments
Exempted / special treatment
- The appropriate Government may exempt any new establishment, or class of establishments, in the public interest
- Establishments with fewer than 300 workers — no certified Standing Orders and no prior-permission requirement (basic compensation and notice obligations still apply)
- Establishments with fewer than 100 workers — no mandatory Works Committee
- Establishments with fewer than 20 workers — no mandatory Grievance Redressal Committee
- A registered Trade Union must keep at least 10% of the workers, or 100 workers (whichever is less), as members to continue
- The officer in overall charge is deemed the 'employer' unless the State notifies otherwise
- Seasonal establishments, and establishments where work is performed only intermittently, are treated differently under the lay-off provisions
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Maharashtra Industrial Relations Rules, 2026?
They are Maharashtra's draft state-level rules under the central Industrial Relations Code, 2020. They set out the forms, timelines and procedures for works committees, trade unions, standing orders, settlements, strikes/lock-outs, lay-off, retrenchment, closure, and penalties within the state.
When were the Draft Rules published, and are they final law yet?
They were published in the Maharashtra Government Gazette on 28 April 2026. As of now, they remain a draft open for public objections and suggestions; they are not yet finally notified.
Which older rules will these Draft Rules replace?
Once finalised, they will repeal the Industrial Disputes (Maharashtra) Rules, 1957, the Maharashtra Industrial Employment (Standing Orders) Rules, 1959, and the Maharashtra Trade Union Regulations, 1927.
How long do stakeholders have to raise objections?
45 days from the date of Gazette publication — that takes the window up to approximately 12 June 2026, after which the State Government will consider the feedback before finalising the rules.
Which establishments does the new framework cover?
All industrial establishments across Maharashtra that fall under the Industrial Relations Code, 2020. However, several obligations — such as Standing Orders and prior permission for lay-off/retrenchment/closure — apply only once an establishment crosses a worker-count threshold (see the Applicability section above).
Has the threshold for Standing Orders changed?
Yes. Under the earlier Industrial Employment (Standing Orders) Act, 1946, the threshold was 100 or more workmen. Under the Industrial Relations Code, 2020 (which these Maharashtra rules implement), it is now 300 or more workers.
Do establishments with fewer than 300 workers have no compliance burden at all?
They are exempt from certified Standing Orders and from seeking prior government permission for lay-off, retrenchment or closure, but other obligations — such as Works Committees (100+ workers), Grievance Redressal Committees (20+ workers), notice of change, and compensation on lay-off/retrenchment — can still apply.
What is a Works Committee, and who has to set one up?
It's a joint employer-worker body meant to maintain harmony at the workplace. Every employer of a covered establishment must constitute one, with a maximum of 20 members and fair representation across worker categories, including women.
How does a trade union get registered under the new Rules?
An application is filed with the Registrar in Form III, along with supporting schedules (list of office-bearers, a table cross-referencing the union's own rules, and — where applicable — a statement of assets and liabilities). The Registrar must decide within 90 days.
How is a settlement between an employer and workers recorded?
It is recorded in Form I (Memorandum of Settlement). Settlements reached during conciliation are reported by the Conciliation Officer; settlements reached outside conciliation are jointly submitted by the parties, and the Conciliation Officer's signature is not required in that case.
What notice period applies to strikes and lock-outs now?
A minimum of 14 days' notice is required before a strike or a lock-out, and that notice stays valid for 60 days. This applies across all industrial establishments, not just public utility services as under the earlier law.
Does an employer need government permission before retrenchment or closure?
Only if the establishment has 300 or more workers. Such employers must apply for prior permission (Form XXIII for lay-off/retrenchment; Form XXII notice for closure) before acting.
What happens if an employer or a trade union does not comply?
Penalties under Section 86 of the Industrial Relations Code, 2020 apply — ranging from modest fines for procedural lapses to fines of up to Rs. 20,00,000 (plus possible imprisonment) for repeated violations relating to lay-off, retrenchment or closure.
Can an offence be settled instead of going to prosecution?
Yes, for offences punishable only with a fine. The accused can apply to a designated officer to compound the offence by paying 50% of the maximum prescribed fine, following the process in Rules 40–41 and Form XXIV.
Where can an employer or union submit objections or suggestions on the Draft Rules?
Objections and suggestions can be sent to the Labour Commissioner, Maharashtra State, Kamgar Bhavan, C-20, E Block, Bandra Kurla Complex, Bandra (East), Mumbai 400051, or by e-mail to mh.labourcodes.rules@gmail.com, within the 45-day window.
Sources
Where every fact on this page comes from.
- → Maharashtra Government Gazette, Extraordinary, Part One-L, No. 47, dated 28 April 2026 — Draft Maharashtra Industrial Relations Rules, 2026 (Industries, Energy, Labour and Mining Department, Government of Maharashtra) (official)
- → The Industrial Relations Code, 2020 (Act No. 35 of 2020), Government of India (official)
- → Maharashtra Labour Department — official portal, labour.maharashtra.gov.in (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.