Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour, Employment, Skill Development and Entrepreneurship Department, Government of Mizoram
- Notified
- Draft notification No. B.14015/8/2022 LESDE dated 11 May 2026, published in the Mizoram Gazette Extraordinary, Vol LV, Issue No. 410 dated 18 May 2026
- Objection window
- 45 days from the date of publication, closing on or around 2 July 2026
- Legal basis
- Section 99 of the Industrial Relations Code, 2020 (35 of 2020), read with Section 24 of the General Clauses Act, 1897
- Supersedes
- Industrial Relations (Mizoram) Rules, 2023, except for things already done or omitted under it
- Status as of 24 July 2026
- Still at draft stage. The 45 day objection window has closed and the State Government is expected to consider the objections and suggestions received before final notification
Mizoram has issued a fresh draft of its Industrial Relations Rules under the Industrial Relations Code, 2020, reshaping how Works Committees, Grievance Redressal Committees, Trade Unions, Standing Orders, strikes, lock outs, lay off, retrenchment, and closure are handled across every industrial establishment in the state.
The Industrial Relations Code, 2020 merged three earlier central laws, the Trade Unions Act 1926, the Industrial Employment (Standing Orders) Act 1946, and the Industrial Disputes Act 1947, into a single Code covering trade union registration, standing orders, dispute resolution, and lay off, retrenchment, and closure. Mizoram is now updating its own procedural rules under this Code through the draft Industrial Relations (Mizoram) Rules, 2026, which will replace the 2023 state rules once finally notified. The draft sets out how Works Committees and Grievance Redressal Committees are formed, how trade unions register and get recognised, how standing orders are certified, and the exact forms and timelines employers must follow for notice of change, strikes, lock outs, lay off, retrenchment, and closure.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Notice of change in service conditions | Form X | Event based | Before the intended change takes effect |
| Notice of lock out | Form XVI | Event based | Before commencing the lock out, with a copy to the Trade Union, conciliation officer, and Labour Commissioner |
| Intimation of a strike notice received from workers | Event based | Within 5 days of receiving the strike notice | |
| Intimation of a lock out notice issued to workers | Event based | Within 5 days of issuing the lock out notice | |
| Notice of intended retrenchment | Form XVII | Event based | At least 30 days before the intended date of retrenchment |
| Notice of intended closure | Form XVII | Event based | At least 60 days before the intended date of closure |
| Application for permission of lay off | Form XVIII | Event based | At least 15 days before the intended lay off |
| Application to continue lay off in specified mines (fire, flood, gas, or explosion) | Form XVIII | Event based | Within 30 days from the date the lay off commenced |
| Application for permission of retrenchment | Form XVIII | Event based | At least 60 days before the intended retrenchment |
| Application for permission of closure | Form XVIII | Event based | At least 90 days before the intended closure |
| Transfer to the Worker Re Skilling Fund | On every retrenchment | Within 10 days of retrenching a worker, an amount equal to 15 days of the worker's last drawn wages | |
| Deposit of compounding amount | Form XIX | Event based | Within 15 days of receiving the compounding notice |
| Annual trade union return (where the employer's establishment maintains a recognised union) | Form IX | Annual | On or before 1 June every year |
| Communication of protected worker names by the union to the employer | Annual | Before 30 April every year, with employer response 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 framework | Trade Unions Act 1926, Industrial Employment (Standing Orders) Act 1946, and Industrial Disputes Act 1947, applied separately | Industrial Relations Code 2020, applied uniformly through the Industrial Relations (Mizoram) Rules 2026 once finally notified |
| Immediate predecessor state rules | Industrial Relations (Mizoram) Rules, 2023 | Draft Industrial Relations (Mizoram) Rules, 2026, proposed to supersede the 2023 Rules |
| Grievance redressal | Handled mainly through conciliation without a dedicated committee structure prescribed at this level | Mandatory Grievance Redressal Committee under Rules 5 to 7, with fixed composition, a 1 year limitation for workers to raise a grievance, and defined appeal timelines |
| Works Committee size | No fixed statewide ceiling on committee strength | Capped at a maximum of 20 members under Rule 4, with worker representation never less than employer representation |
| Sole negotiating union recognition | Recognition practice varied and was not uniformly codified at the rules level | Codified 30 percent membership threshold for recognition as the sole negotiating union under Rule 17 |
| Trade union recognition at state level | No Aadhaar linked verification mechanism for state level recognition | State Trade Union recognition requires combined membership of 50000 or more across at least 4 industry types, with mandatory Aadhaar based verification under Rule 24 |
| Retrenchment and closure compensation | Governed under the Industrial Disputes Act provisions alone | Governed under the Code, with an added employer contribution to the Worker Re Skilling Fund equal to 15 days of wages per retrenched worker under Rule 54 |
| Compounding of offences | Compounding framework was more limited | Structured compounding mechanism with a designated compounding officer, defined notice, and Form XIX under Rule 55 |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Every industrial establishment operating anywhere in the State of Mizoram
- Every employer to whom a Works Committee order under Section 3 of the Code applies
- Registered Trade Unions and federations of Trade Unions functioning in Mizoram
- Employers of establishments with 300 or more workers
- Mines affected by fire, flood, excess of inflammable gas, or explosion
- A single employer running one industrial establishment
Exempted / special treatment
- Establishments that do not fall within the definition of an industrial establishment under the Industrial Relations Code 2020
- Employers not covered by such an order are not required to constitute a Works Committee
- Unregistered worker groups follow the alternative selection process set out in the Rules where no registered union exists
- Establishments with fewer than 300 workers are not required to provide dedicated office accommodation to the negotiating union or council
- These mines get an extended 30 day window to apply for continuation of lay off under Rule 47, instead of the general lay off timelines
- Groups of employers running similar industrial establishments may jointly submit a single draft standing order under Rule 29
Frequently Asked Questions
Answers to what employers ask us most about this rule.
Is the Industrial Relations (Mizoram) Rules, 2026 already in force?
No. As of 24 July 2026, it is still a draft notification. It was published on 18 May 2026 for a 45 day objection window, which has since closed. The State Government will consider the objections and suggestions received before issuing the final notification.
Which law does the draft Rules replace?
Once finally notified, it will supersede the Industrial Relations (Mizoram) Rules, 2023, except for things already done or omitted under those earlier rules.
Who does the Industrial Relations Code 2020 and these Rules apply to?
The Rules extend to the whole State of Mizoram and apply to every industrial establishment and employer covered under the Industrial Relations Code 2020.
Does every employer need to set up a Works Committee?
Only employers to whom an order under Section 3 of the Code applies. Where such an order exists, the Committee must have no more than 20 members with worker representation at least equal to employer representation.
What is the timeline for a worker to raise a grievance?
A worker may file an application before the Grievance Redressal Committee within 1 year from the date the cause of the grievance arises.
What happens if the Grievance Redressal Committee does not resolve a grievance?
If the grievance is not resolved within 30 days, or the worker is unhappy with the decision, the worker may approach the conciliation officer within 60 days of the decision or the expiry of that 30 day period.
How much notice does an employer need to give before retrenchment?
Under the draft Rules, the notice of intended retrenchment in Form XVII must be given at least 30 days before the intended date, and the application for permission in Form XVIII must be filed at least 60 days before the intended retrenchment.
How much notice does an employer need to give before closure?
The notice of intended closure in Form XVII must be given at least 60 days before closure, while the application for permission in Form XVIII must be filed at least 90 days before the intended closure date.
What is the Worker Re Skilling Fund contribution?
Every employer who retrenches a worker must transfer an amount equal to 15 days of that worker's last drawn wages into the Fund, within 10 days of the retrenchment.
What subscription must trade union members pay?
The minimum annual subscription is Rs 20 for rural workers, Rs 30 for workers in other unorganised sectors, and Rs 50 in any other case, unless revised by the State Government.
When is a trade union recognised as a State Trade Union?
When it, or a federation of unions, has a combined verified membership of 50000 or more spread across at least 4 types of industries in the state, with Aadhaar based verification of members mandatory.
What membership threshold makes a union the sole negotiating union?
Where an establishment has only one registered trade union, the employer must recognise it as the sole negotiating union once its membership is at least 30 percent of the establishment's total workers.
What is the penalty for an employer who carries out lay off, retrenchment, or closure without permission?
Under Section 86(1) of the Code, the fine ranges from Rs 1 lakh to Rs 10 lakh, rising to Rs 5 lakh to Rs 20 lakh, or imprisonment up to 6 months, or both, for a repeat offence.
Can an offence under the Code be compounded instead of prosecuted?
Yes. Under Rule 55 and Section 89 of the Code, a compounding officer issues a notice in Form XIX, and the employer can deposit the compounding amount within 15 days to avoid or close prosecution.
Where should objections to the draft Rules be sent?
Objections and suggestions may be addressed to the Director cum Labour Commissioner, Labour, Employment, Skill Development and Entrepreneurship Department, in the proforma specified in the notification, though the 45 day window from 18 May 2026 has already closed.
Sources
Where every fact on this page comes from.
- → The Mizoram Gazette Extraordinary, Vol LV, Aizawl, Monday 18 May 2026, Vaisakha 28, S.E. 1948, Issue No. 410, Notification No. B.14015/8/2022 LESDE dated 11 May 2026, Draft Notification, The Industrial Relations (Mizoram) Rules, 2026, published by the Labour, Employment, Skill Development and Entrepreneurship Department, Government of Mizoram (official)
- → The Industrial Relations Code, 2020 (Act No. 35 of 2020), Government of India (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.