Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Skills, Labour, Employment and Entrepreneurship Department, Government of Manipur
- Notified
- Dated 18 June 2026; published as Manipur Gazette Extraordinary No. 135 on 24 June 2026
- Objection window
- 45 days from the date copies of the gazette are made available to the public (objections can be sent up to around 8 August 2026)
- Legal basis
- Sections 133 and 135 of the Occupational Safety, Health and Working Conditions Code, 2020 (Act No. 37 of 2020)
- Supersedes
- The earlier draft rules notified vide notification No. 5/44/2018 L&E (Pt 2) dated 19 November 2021
- Status as of
- 24 June 2026: draft stage, open for public objections and suggestions before final notification
Manipur has released draft rules under the central Occupational Safety, Health and Working Conditions Code 2020. The goal is to replace a patchwork of older labour laws with one unified framework covering factories, plantations, motor transport undertakings, beedi and cigar establishments, building and construction work, contract labour, interstate migrant workers and audio visual workers.
This guide breaks down what employers in Manipur need to know: which forms to file, when to file them, the rules that matter most, how the new system compares with the old one, who is covered, what penalties apply, and answers to common questions.
These rules are currently at the draft stage. The Government of Manipur published them in the Manipur Gazette Extraordinary on 24 June 2026 and invited objections and suggestions from the public. The rules will be taken up for final consideration only after this window closes, and they will come into force on the date they are finally published in the Manipur Gazette.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Registration of a new establishment | Form I | One time, when the Code becomes applicable | Within 60 days of the establishment becoming covered |
| Notice of commencement or completion of work | Form IV | Event based | Within 30 days of commencement or completion |
| Annual health checkup for workers above 45 years | Form V | Yearly | Within 120 days from the start of each calendar year |
| Appointment letter for existing employees without one | Form VI | One time | Within 3 months of these rules coming into force |
| Notice of a fatal accident | Form VII | Event based | Immediately (forthwith) |
| Notice of an accident causing 48 hours or more disability | Form VII | Event based | Within 12 hours after the 48 hour period ends |
| Follow up return after an injury | Form VII | Event based | Within 28 days of the accident |
| Notice of an occupational disease | Form VIII | Event based | Immediately (forthwith) |
| Unified annual return | Form XI | Yearly | On or before 28th or 29th February each year |
| Preservation of wage, overtime and accident registers | Form X, Form XII | Continuous | Keep for at least one year after the last entry |
| Preservation of the leave with wages register | Form XIII | Continuous | Keep for at least two years after the last entry |
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 law | Several separate laws, including the Factories Act 1948, the Contract Labour Act 1970, the Interstate Migrant Workmen Act 1979, the Beedi and Cigar Workers Act 1966 and the Plantations Labour Act 1951 | One combined Code, the Occupational Safety, Health and Working Conditions Code 2020, backed by these state rules |
| Manipur rules in force | Draft rules of 2018 (notification No. 5/44/2018), which were never finally notified | New draft rules of 2026, which now supersede the 2018 draft |
| Registration | Separate registration or license needed under each individual law, often on paper | One common online registration and license covering all categories, filed in Form I |
| Annual filing | Multiple separate annual returns for different laws | One unified annual return, Form XI, covering safety, wages, industrial relations and social security |
| Mode of filing | Mostly manual and paper based | Compulsory electronic filing through the State Government web portal in most cases |
| Appointment letters | Not compulsory under most of the earlier laws | Compulsory letter of appointment, Form VI, for every employee |
| Wage compliance | Handled under separate wage legislation | Cross linked with the Code on Wages 2019 inside the same compliance system |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Factories, mines, plantations and motor transport undertakings in Manipur
- Beedi and cigar establishments and building or other construction sites
- Contractors and principal employers engaging contract labour
- Establishments employing interstate migrant workers
- Producers who engage audio visual workers
- Women employees, including those asked to work at night
- Adult workers generally
Exempted / special treatment
- Establishments with fewer workers than the threshold used for the registration fee slabs (below 10 workers), unless specifically brought in by notification
- Specific factories or processes given a written exemption by the Chief Inspector cum Facilitator under the technical schedules
- Cases where the principal employer already directly provides all the statutory facilities, subject to the conditions in Rule 50
- Purely local or casual workers who do not meet the definition of an interstate migrant worker
- Special safeguards apply instead of an exemption, such as written consent and safe transport under Rule 48
- Adolescent and child workers, who receive special protective treatment rather than a blanket exemption
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What is the Manipur Occupational Safety, Health and Working Conditions Rules 2026?
It is a set of draft state rules that spell out how employers in Manipur must follow the central Occupational Safety, Health and Working Conditions Code 2020. It covers registration, safety duties, working hours, women employees, contract labour and record keeping.
Are these rules already in force?
No, not yet. They are draft rules published for public objections and suggestions. They will be taken up for final consideration only after the objection window closes, and they will apply from the date of final publication in the Manipur Gazette.
Which businesses need to register under these rules?
Factories, mines, plantations, motor transport undertakings, beedi and cigar establishments, building and construction sites, and establishments engaging contract labour or interstate migrant workers generally need registration once they cross the prescribed worker count.
How does an employer apply for registration?
The employer applies online through the official state labour web portal using Form I, along with the required documents and fee. A registration certificate in Form II is then issued electronically.
What is the registration fee?
The fee is charged in slabs based on the number of employees, starting at one thousand rupees for establishments with 10 to 20 workers and rising with the size of the workforce, as set out in Rule 2.
Do I need to issue appointment letters to every employee?
Yes. Rule 7 requires a written appointment letter in Form VI for every employee. Existing staff who do not already have one must be given a letter within three months of the rules coming into force.
What must an employer do if a workplace accident happens?
A fatal accident must be reported immediately in Form VII, along with a phone call to the Inspector cum Facilitator and the police. An injury causing 48 hours or more of disability must be reported within 12 hours after that period ends.
Is the annual health checkup compulsory for all employees?
Rule 6 makes a free annual medical examination compulsory only for workers above 45 years of age, to be completed within 120 days of the start of each calendar year.
What is the unified annual return and when is it due?
It is a single annual return, Form XI, that covers safety, wages, industrial relations and social security compliance together. It is due on or before 28th or 29th February each year.
Can women employees be asked to work night shifts?
Yes, subject to safeguards under Rule 48, such as taking the woman employee's written consent in Form XV, arranging safe transport, and meeting maternity benefit protections.
What happens if an employer does not comply with these rules?
Penalties can range from around fifty thousand rupees to three lakh rupees depending on the violation, and repeat offences can attract imprisonment of up to three months along with a fine. Some minor lapses can be settled through compounding.
How is this different from the old labour laws?
Earlier, employers had to follow several separate laws with separate registrations and returns. The new Code and these state rules bring most of that into one registration, one set of core forms, and one unified annual return.
How can an employer or citizen send objections or suggestions on the draft rules?
Objections and suggestions can be sent to the Secretary, Skills, Labour, Employment and Entrepreneurship Department, Government of Manipur, at the Civil Secretariat Building, Imphal, or by email, within 45 days of the gazette copies being made available to the public.
Sources
Where every fact on this page comes from.
- → Manipur Gazette Extraordinary, No. 135, published 24 June 2026, by the Skills, Labour, Employment and Entrepreneurship Department, Government of Manipur (official)
- → The Occupational Safety, Health and Working Conditions Code 2020 (Act No. 37 of 2020), Ministry of Labour and Employment, Government of India (official)
- → Earlier draft rules notification No. 5/44/2018 L&E (Pt 2) dated 19 November 2021, Government of Manipur (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.