Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing Authority
- Labour Department, Government of Rajasthan
- Notified (Draft Published)
- January 20, 2026 — Rajasthan Gazette Extraordinary, Part 4(Ga), Notification S.O.155
- Objection Window
- 45 days from the date copies of the Gazette were made available to the public
- Legal Basis
- Section 99, Industrial Relations Code, 2020 (Central Act No. 35 of 2020)
- Supersedes
- Rajasthan Industrial Disputes Rules, 1958; Rajasthan Industrial Employment (Standing Orders) Rules, 1963; Rajasthan Trade Union Regulation Rules, 1959
- Status as of July 2026
- Still at draft stage. The objection window has closed, but final notification from the Rajasthan Labour Department is still awaited. The corresponding Central Rules (Industrial Relations (Central) Rules, 2026) were already notified on May 8, 2026, and apply to central-sphere establishments.
On January 20, 2026, the Rajasthan Labour Department published the draft Rajasthan Industrial Relations Rules, 2026. These state rules explain how the central Industrial Relations Code, 2020 will actually operate inside Rajasthan — how Trade Unions register, how settlements get signed, how layoffs and closures get approved, and which forms employers need to file, and by when. If you run a factory, shop, or any industrial establishment in Rajasthan, this guide breaks all of that down in plain language.
Rajasthan has worked with three separate rule books for decades: one for industrial disputes (1958), one for standing orders (1963), and one for Trade Union regulation (1959). These draft rules consolidate all three into a single rulebook aligned with the central Industrial Relations Code, 2020.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Notice before change in service conditions | Form-VIII | Event-based | Before the change takes effect |
| Retrenchment intimation to State Government | Form-XVII | Per retrenchment | At least 30 days before retrenchment |
| Closure intimation to State Government | Form-XVII | Event-based | At least 60 days before closure |
| Application for permission — lay-off | Form-XVIII | Event-based | At least 15 days before intended lay-off |
| Application for permission — continuation of lay-off | Form-XVIII | Event-based | At least 15 days before expiry of earlier lay-off |
| Application for permission — retrenchment | Form-XVIII | Event-based | At least 60 days before intended retrenchment |
| Application for permission — closure | Form-XVIII | Event-based | At least 90 days before intended closure |
| Transfer to Worker Re-skilling Fund | Per retrenchment | Within 10 days of the retrenchment | |
| Protected workers' list sent by Trade Union | Annual | Before 30 April every year | |
| Employer's response recognising protected workers | Annual | Within 15 days of receiving the list | |
| Trade Union annual return | Form-VI | Annual | By 31 July every year |
| Deposit of compounding amount | Form-XIX | Event-based | Within 15 days of the notice |
| Grievance resolution by Grievance Redressal Committee | Event-based | Within 30 days of the application (else worker may escalate) | |
| Compliance report after certifying officer's direction on standing orders | Event-based | Within 30 days of receiving the direction |
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 | Three separate rule books: Industrial Disputes Rules (1958), Standing Orders Rules (1963), Trade Union Regulation Rules (1959) | One consolidated rule book under the Industrial Relations Code, 2020 |
| Filing mode | Physical filing and registered post only | Electronic filing (email/portal) allowed alongside physical post |
| Lay-off / retrenchment / closure — permission threshold | 100 or more workers (Industrial Disputes Act framework) | Raised to 300 or more workers (under the Code) |
| Standing orders — applicability threshold | 100 or more workers | Raised to 300 or more workers (under the Code) |
| Grievance Redressal Committee | No dedicated state-rule procedure of this kind | Formal committee (up to 10 members) with a prescribed complaint form and fixed timelines |
| Sole negotiating union / council | No unified state-level recognition mechanism | New secret-ballot verification system; automatic recognition at 30% membership |
| Compounding of offences | Limited, largely ad hoc compounding practice | Structured three-part notice-and-application system (Form-XIX) with fixed timelines |
| Worker Re-skilling Fund | Did not exist | New mandatory employer contribution — 15 days' wages per retrenched worker |
| Notice board requirements | Physical notice board only | Physical notice board and, where available, electronic/website display |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Industrial establishments in Rajasthan for which the State Government is the "appropriate Government" under Rule 1(2)
- Private and public sector manufacturing, trading and service establishments operating within the state
- Employers, workers, registered Trade Unions and Works Committees functioning in a covered establishment
Exempted / special treatment
- Establishments in central-sphere sectors such as banking, insurance, telecom, civil aviation, major ports, mines, oilfields, railways and CPSUs — these follow the separate Industrial Relations (Central) Rules, 2026 instead
- New establishments or a class of establishments that the appropriate Government exempts by notification under the Code, in the public interest
- Establishments below the relevant worker-count threshold are outside specific obligations — e.g., below 300 workers for prior lay-off/retrenchment/closure permission and standing orders, or below 20 workers for the Grievance Redressal Committee
Frequently Asked Questions
Answers to what employers ask us most about this rule.
1. What are the Rajasthan Industrial Relations Rules, 2026?
They are the state-level procedural rules that explain how the central Industrial Relations Code, 2020 works inside Rajasthan — covering Trade Union registration, settlements, standing orders, layoffs, closures and dispute resolution.
2. Are these rules final, or still a draft?
As of July 2026, they remain draft rules. The Rajasthan Labour Department published them on January 20, 2026, with a 45-day objection window. That window has closed, but final notification is still awaited — check the Labour Department's website for the latest update.
3. Which old rules will these rules replace?
Once finalised, they will repeal the Rajasthan Industrial Disputes Rules, 1958, the Rajasthan Industrial Employment (Standing Orders) Rules, 1963, and the Rajasthan Trade Union Regulation Rules, 1959.
4. Do these rules apply to my business if I operate in Rajasthan?
Yes, if your establishment falls under state jurisdiction — which covers most private manufacturing, trading and service establishments — and the State Government is the "appropriate Government" for it. Establishments in central-sphere sectors like banking, telecom or railways instead follow the separate central rules.
5. What is a Works Committee, and do I need one?
A Works Committee is a joint employer-worker body set up to discuss workplace issues. You need one if the State Government orders your establishment to constitute one under the Code; it can have up to 20 members, split between employer and worker representatives.
6. How do I file a settlement with my employees?
Use Form-I. Both the employer (or an authorised representative) and worker representatives sign it. If it was reached through conciliation, the conciliation officer forwards it to the State Government; otherwise, both parties jointly send a copy to the Labour Commissioner and the conciliation officer.
7. What happens if I want to close my establishment?
If Chapter X of the Code applies to you (broadly, establishments with 300 or more workers), you must apply for prior government permission in Form-XVIII at least 90 days before the intended closure date. Smaller establishments only need to send an intimation in Form-XVII at least 60 days in advance.
8. Can I retrench workers without government permission?
If your establishment has fewer than 300 workers, you generally don't need prior permission — you must still follow the Code's notice and compensation rules and send an intimation in Form-XVII at least 30 days ahead. Establishments at or above the 300-worker threshold need prior permission via Form-XVIII, filed at least 60 days ahead.
9. What is the Worker Re-skilling Fund?
It is a fund every employer must contribute to after retrenching a worker: 15 days of that worker's last drawn wages, transferred to a state-maintained account within 10 days of the retrenchment. The State Government then passes the amount on to the worker for re-skilling.
10. How does a Trade Union get recognised as the "negotiating union"?
If only one registered Trade Union operates in the establishment and it has at least 30% of the workers as members, the employer must recognise it as the sole negotiating union. Where there is more than one union, a verification officer runs a secret-ballot membership check to decide recognition.
11. What is the penalty for not following these rules?
Penalties depend on the specific violation under the Industrial Relations Code, 2020. For example, an unauthorised lay-off, retrenchment or closure can attract a fine of ₹1 lakh to ₹10 lakh for a first offence, rising to ₹5 lakh–₹20 lakh (with possible imprisonment) for a repeat offence.
12. Can I settle a labour law violation instead of going to court?
Yes, many offences under the Code are compoundable. The compounding officer issues a notice in Form-XIX; you then deposit the compounding amount within 15 days to avoid prosecution.
13. Do I have to maintain all my registers electronically?
The rules allow electronic maintenance but don't strictly require it. Registers, forms, notices and display boards can be kept "electronically or otherwise," as long as they can be produced when an Inspector-cum-Facilitator asks for them.
14. Who do I contact to raise an objection to the draft rules?
Objections and suggestions can be sent to the Labour Commissioner, Labour Department, Government of Rajasthan, Shram Bhawan, Hasanpura, Jaipur – 302006, or by email to lab-comm-rj@nic.in.
15. Where can I find the official form templates?
All forms (Form-I to Form-XX) are appended to the draft Rajasthan Industrial Relations Rules, 2026, published in the Rajasthan Gazette Extraordinary dated January 20, 2026.
Sources
Where every fact on this page comes from.
- → Rajasthan Gazette Extraordinary, Labour Department Notification S.O.155, dated January 20, 2026 (Draft Rajasthan Industrial Relations Rules, 2026) (official)
- → Industrial Relations Code, 2020 (Central Act No. 35 of 2020) (official)
- → Ministry of Labour & Employment Notification G.S.R. 342(E), dated May 8, 2026 (Industrial Relations (Central) Rules, 2026) (official)
- → Labour Commissioner, Labour Department, Government of Rajasthan, Shram Bhawan, Hasanpura, Jaipur – 302006 (email: lab-comm-rj@nic.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.