Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Department of Labour, Employment and Skill Development, Government of Meghalaya
- Notified
- Not yet finally notified. Draft published on 3 January 2025, comment period already closed
- Objection window
- 45 days from the date copies of the Official Gazette carrying the draft were made available to the public
- Legal basis
- Section 99 of the Industrial Relations Code 2020, Central Act No 35 of 2020
- Supersedes
- Assam Industrial Dispute Rules 1958, Assam Trade Union Regulations 1927 and Assam Industrial Employment (Standing Orders) Rules 1947, all earlier adapted for Meghalaya under the State of Meghalaya Adaptation of Laws Order No 1, 1974
- Status as of
- 23 July 2026, still in draft stage and awaiting final notification
Meghalaya is one of the states working to put the Industrial Relations Code 2020 into practice locally. This central Code brought together three older laws covering trade unions, standing orders and industrial disputes into a single framework, and Meghalaya's draft rules spell out how that framework will actually operate in the state.
These rules are still in draft form. The Department of Labour, Employment and Skill Development, Government of Meghalaya published the draft on 3 January 2025 and invited objections and suggestions from the public for 45 days.
This guide breaks down the forms employers must file, the key provisions that matter most for day to day compliance, how the new rules compare with the older laws, and who is covered.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Intimating a received strike notice to the Conciliation Officer and Labour Commissioner | Event based | Within 5 days of receiving the notice | |
| Giving a lock out notice and intimating a received strike notice | Form XXIII | Event based | Within 5 days of receiving or giving the notice |
| Sending notice of retrenchment to the Government | Form XXIV | Event based | Within 3 days of serving notice or paying wages in lieu, or before the agreed date for agreement based retrenchment |
| Displaying the seniority list before retrenchment | Event based | At least 7 days before the date of retrenchment | |
| Applying for permission to lay off, large establishments | Form XXVI | Event based | At least 15 days before the intended lay off |
| Applying for permission to retrench, large establishments | Form XXVII | Event based | At least 60 days before the intended retrenchment |
| Applying for permission to close down, large establishments | Form XXVIII | Event based | At least 90 days before the intended closure |
| Transferring funds to the Worker Reskilling Fund | Event based | Within 10 days of retrenching a worker | |
| Depositing the compounding amount for an offence | Form XXIX | Event based | Within 15 days of receiving the compounding notice |
| Trade union sending protected worker names to employer | Annual | Before 30 April every year | |
| Employer recognising and communicating the protected workers list | Annual | Within 15 days of receiving the names from the union |
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 | Three separate laws applied in Meghalaya, the Assam Trade Union Regulations 1927, the Assam Industrial Employment (Standing Orders) Rules 1947 and the Assam Industrial Dispute Rules 1958, all adapted from Assam in 1974 | One consolidated set of rules, the Code on Industrial Relations Meghalaya Rules 2024, framed under the Industrial Relations Code 2020 |
| Filing of notices and applications | Mostly paper based, delivered by hand or sent by post | Rules allow filing electronically, by email or through a designated portal, in addition to registered post or speed post |
| Negotiating with the employer | No structured concept of a single recognised negotiating union | A clear system where a union with 20 percent or more membership becomes the negotiating union, and several unions can form a negotiating council |
| Grievance redressal | No statutory Grievance Redressal Committee with a fixed limitation period for workers | Rule 4 and Rule 5 set up a formal committee with equal employer and worker representation and a one year window to raise a grievance |
| Fund for retrenched workers | No dedicated reskilling fund under the earlier Assam rules | Rule 48 introduces a Worker Reskilling Fund built from employer contributions equal to 15 days of wages per retrenched worker |
| Compounding of offences | Limited and less structured compounding provisions | Rule 49 sets a clear process with a three part notice and a fixed 15 day payment window |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments and matters in Meghalaya for which the State Government is the appropriate Government
- Employers who receive a specific Government order under Section 3 of the Code must set up a Works Committee
- Large industrial establishments falling under Chapter X of the Industrial Relations Code 2020, often cited as those employing 300 or more workers, need prior government permission before layoff, retrenchment or closure
- Registered trade unions, negotiating unions and negotiating councils across the state
Exempted / special treatment
- Establishments and matters for which the Central Government is the appropriate Government fall outside these state rules and are governed instead by the Industrial Relations Central Rules
- Establishments that already hold a certified model standing order covering their full range of activities do not need a separate certification
- Establishments below that Chapter X threshold follow the ordinary layoff, retrenchment and closure process without needing prior government permission
- Rights, liabilities and actions already taken under the earlier Assam rules stay protected even after those rules are superseded
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What is the Code on Industrial Relations Meghalaya Rules 2024?
It is a set of state rules that Meghalaya is framing to apply the Industrial Relations Code 2020 within the state. It explains how Works Committees, trade unions, standing orders, strikes, layoffs and industrial disputes will be handled in Meghalaya.
Have these rules been finally notified?
Not yet. The Government of Meghalaya published them as draft rules on 3 January 2025 and invited objections for 45 days. As of July 2026 no final notification has been traced, so the rules are still not legally binding.
Which laws will these rules replace?
Once notified, they will replace the Assam Industrial Dispute Rules 1958, the Assam Trade Union Regulations 1927 and the Assam Industrial Employment (Standing Orders) Rules 1947, all of which were adapted for use in Meghalaya in 1974.
Who has to set up a Works Committee?
Every employer covered by a Government order issued under Section 3 of the Code must set up a Works Committee with fair representation for different worker groups and women workers, and the committee cannot have more than 20 members.
What is a negotiating union?
It is a trade union that holds 20 percent or more of the workers as members in an establishment. Such a union becomes entitled to negotiate directly with the employer on matters like discipline, layoff and strikes.
How does a worker raise a grievance under these rules?
The worker can file a written application before the Grievance Redressal Committee, giving their name, department, category and details of the grievance, within one year from the date the issue arose.
What notice must an employer give before changing service conditions?
The employer must send a written notice in Form XVI to the affected worker and display it on the notice board, before changing any condition of service listed in the Third Schedule of the Code.
How much notice is needed before laying off, retrenching or closing a large establishment?
For establishments covered under Chapter X of the Code, an employer must apply at least 15 days before a layoff, 60 days before a retrenchment and 90 days before a closure, and then wait for government permission.
What is the Worker Reskilling Fund?
It is a fund that an employer must contribute to whenever a worker is retrenched. The employer transfers an amount equal to 15 days of the worker's last drawn wages within 10 days of the retrenchment, and the Government passes it on to the worker within 45 days.
Can an offence under the Code be settled without going to court?
Yes. A Gazetted Officer notified as the Compounding Officer can allow certain offences to be compounded if the accused deposits the compounding amount within 15 days of receiving the notice.
In which languages must standing orders be maintained?
Certified standing orders must be maintained and displayed by the employer in Khasi, Garo, Hindi and English.
Who counts as a protected worker?
A protected worker is a trade union office bearer whom the employer formally recognises for protection under Section 90 of the Code, based on names the union submits every year before 30 April.
Where can an employer or worker check the official status of these rules?
The Office of the Labour Commissioner, Government of Meghalaya publishes all draft and final labour rules on its official website, and that remains the most reliable place to confirm whether the rules have been finally notified.
Do these rules apply to central government establishments in Meghalaya?
No. These rules apply only where the State Government is the appropriate Government. Establishments under central government jurisdiction, such as banks, mines or telecom companies, are covered instead by the Industrial Relations Central Rules.
What should an employer do while the rules are still in draft form?
Employers can study the draft to prepare their internal policies, forms and processes in advance, but they should keep confirming the final notification date before treating any provision as a binding legal requirement.
Sources
Where every fact on this page comes from.
- → Draft Code on Industrial Relations Meghalaya Rules 2024, Department of Labour, Employment and Skill Development, Government of Meghalaya (official)
- → Draft Notification No. LE&SD.39/2024/22 dated 3 January 2025, Government of Meghalaya (official)
- → Industrial Relations Code 2020, Central Act No 35 of 2020 (official)
- → Office of the Labour Commissioner, Government of Meghalaya, official website, meglc.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.