Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Government of Tripura, Labour Department
- Notified
- 17 January 2026, Notification No. F.69(80) LAB/ENF/IRC/2025, published in the Tripura Gazette, Extraordinary Issue, on 20 January 2026
- Objection window
- 45 days from the date the Gazette copies are made available to the public
- Legal basis
- Section 99 of the Industrial Relations Code 2020 (Act 35 of 2020)
- Supersedes
- Tripura Trade Union Regulations 1952, Industrial Employment (Standing Orders) Rules 1946, and Tripura Industrial Disputes Rules 1981
- Status as of
- Draft stage. Objections and suggestions were invited. A separate final notification for these Tripura specific rules was not found in public records as on the date this article was written
The Government of Tripura has proposed one common set of rules under the Industrial Relations Code 2020, replacing three older laws on trade unions, standing orders and industrial disputes. Here is a simple guide to what employers, workers and trade unions in Tripura need to know.
Tripura has taken a big step in updating its labour law framework. On 17 January 2026, the Labour Department of the Government of Tripura notified draft rules called the Tripura Industrial Relations Rules 2026. These rules are made under the Industrial Relations Code 2020, a central law that combined three older laws, the Trade Unions Act 1926, the Industrial Employment (Standing Orders) Act 1946 and the Industrial Disputes Act 1947, into one single code. Once finalised, these Tripura specific rules will replace three older state level rules and will apply to trade unions, standing orders, strikes and lock outs, layoff, retrenchment, closure and dispute resolution across covered establishments in the state. This article explains the forms, due dates, key provisions and other details employers and workers need to know, in simple language.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Submit objections or suggestions on the draft rules | Not applicable | One time, during the draft stage | Within 45 days from the date the Gazette copies are made available to the public |
| File the Trade Union annual return, audit report and statement of assets and liabilities | Form II | Annual | On or before 31 March every year |
| Give notice of retrenchment to the Labour Commissioner, ordinary establishments | Form XIII | Event based, before each retrenchment | At least 30 days before the retrenchment takes effect |
| Give notice of closure to the Labour Commissioner, ordinary establishments | Form XIII | Event based, before closure | At least 60 days before the closure takes effect |
| Offer reemployment to previously retrenched workers when a vacancy arises | Letter by registered post, speed post or email | Event based, within 1 year of retrenchment | At least 10 days before filling the vacancy |
| Apply for permission to lay off workers, establishments covered under Chapter X | Form XIV | Event based, before each layoff | At least 15 days before the intended layoff |
| Apply for permission to continue an existing layoff | Form XIV | Event based, before expiry of current layoff | At least 15 days before expiry of the earlier layoff. For mines laid off due to fire, flood, excess of inflammable gas or explosion, within 30 days of commencement of the layoff |
| Apply for permission for retrenchment, establishments covered under Chapter X | Form XIV | Event based, before each retrenchment | At least 60 days before the intended retrenchment |
| Apply for permission for closure, establishments covered under Chapter X | Form XIV | Event based, before closure | At least 90 days before the intended closure |
| Ask for review of a State Government order on layoff, retrenchment or closure permission | Not applicable | Event based | Within 30 days of the date of the original order |
| Transfer the reskilling fund amount for each retrenched worker | Bank transfer with supporting details | Event based, on each retrenchment | Within 10 days of retrenching the worker |
| State Government transfers the reskilling fund amount to the worker | Not applicable | Event based | Within 45 days of receiving the funds from the employer |
| Deposit the compounding amount after receiving a compounding notice | Form XV | Event based | Within 15 days of receiving the notice |
| Intimate the Labour Commissioner after giving or receiving a strike or lock out notice | Form XI or Form XII with a covering letter | Event based | Within 5 days of the notice |
| Trade Union to send the list of officers eligible for protected worker status to the employer | Not applicable | Annual | Before 30 April every year |
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, the Trade Unions Act 1926, the Industrial Employment (Standing Orders) Act 1946 and the Industrial Disputes Act 1947, each with its own Tripura rules. | One combined law, the Industrial Relations Code 2020, with a single set of Tripura Industrial Relations Rules 2026 covering trade unions, standing orders and industrial disputes together. |
| Filing and communication | Mostly paper based, through registered post, speed post or manual submission. | Electronic filing through email and an online portal is allowed alongside the postal options, and the term electronically is formally defined in the rules. |
| Recognition as sole negotiating union | No single statewide statutory test in the earlier framework. | A registered trade union with at least 25 percent membership among workers is recognised as the sole negotiating union. |
| State level trade union recognition | No formal category for a State level trade union. | A new category of State Trade Union is created, recognised only where combined membership is 25,000 or more across at least 4 industry types, with Aadhaar verification. |
| Support for retrenched workers | No dedicated reskilling fund under the Industrial Disputes Act 1947. | The employer must contribute an amount equal to 15 days wages of each retrenched worker to a new worker reskilling fund. |
| Standing order certification | Certification process existed, without a clearly codified deemed timeline. | A time bound process where the certifying officer must respond within 30 days, failing which the standing order is deemed certified. |
| Grievance handling | A grievance process existed, but specific timelines were not uniformly fixed. | Clear timelines are fixed, 1 year to raise a grievance, 30 days for the committee to decide, and 60 days to escalate further. |
| Trade union registration and related fees | Fee structure prescribed under the 1952 Regulations. | Revised fees of Rs 3,000 for registration or a duplicate certificate, and Rs 1,500 for each set of rule alteration. |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments, employers, workers and registered trade unions in Tripura where the State Government is the appropriate government under the Industrial Relations Code 2020.
- Employers directed to constitute a Works Committee or a Grievance Redressal Committee under a Government order made under Section 3 or Section 4 of the Code.
- Trade unions in Tripura applying for registration, amalgamation, change of name or cancellation of registration.
- Establishments going through a layoff, retrenchment or closure.
Exempted / special treatment
- Establishments and disputes where the Central Government is the appropriate government fall outside these rules. The conciliation officer must transfer such matters to the concerned central authority.
- Mines that lay off workers due to fire, flood, excess of inflammable gas or explosion follow a separate process, applying to continue the layoff within 30 days of its commencement instead of the general timeline.
- Only trade unions with a combined membership of 25,000 or more across at least 4 industry types qualify for the new State Trade Union recognition. Smaller unions continue under ordinary registration.
- Establishments covered under the special provisions in Chapter X follow longer, permission based timelines of 15, 60 and 90 days, compared with the simple intimation process under Chapter IX for other establishments.
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Tripura Industrial Relations Rules 2026?
They are draft rules notified by the Labour Department, Government of Tripura, on 17 January 2026 under Section 99 of the Industrial Relations Code 2020. They cover trade unions, standing orders, strikes and lock outs, layoff, retrenchment, closure and dispute resolution for establishments in Tripura.
Are the Tripura Industrial Relations Rules 2026 already in force?
No. As published, they are draft rules open for public objections and suggestions. They come into force from the date of final publication in the Tripura Gazette, once the Government reviews the feedback received.
Which older rules do these new rules replace?
Once notified in final form, they will replace the Tripura Trade Union Regulations 1952, the Industrial Employment (Standing Orders) Rules 1946 and the Tripura Industrial Disputes Rules 1981.
Who can raise objections on the draft rules, and how?
Any person likely to be affected can send objections or suggestions to the Secretary, Labour, Government of Tripura, at the email address given in the notification, within the specified objection window.
What is a Works Committee, and who must set one up?
A Works Committee is a joint body of employer and worker representatives, formed in an establishment covered by an order under Section 3 of the Code. It has up to 20 members, with worker representation equal to or more than employer representation.
What is a Grievance Redressal Committee?
It is a joint committee of up to 10 members, with equal employer and worker representation, set up to resolve individual worker grievances. A worker can raise a grievance within 1 year of the cause of action, and the committee should decide within 30 days.
How much is the Trade Union registration fee under the new rules?
The registration fee is Rs 3,000. The same fee applies for a duplicate registration certificate, and a fee of Rs 1,500 applies for each set of rule alteration.
What is the worker reskilling fund?
It is a fund meant to help retrenched workers gain new skills. Under Rule 55, an employer must transfer an amount equal to 15 days wages of each retrenched worker to this fund within 10 days of the retrenchment.
What notice does an employer need to give before retrenchment or closure?
For ordinary establishments, the employer must intimate the Labour Commissioner using Form XIII, generally at least 30 days before retrenchment and 60 days before closure. Establishments covered under the special provisions in Chapter X need government permission, with longer notice periods of 60 days for retrenchment and 90 days for closure.
What is the process for layoff permission?
In establishments covered under Chapter X of the Code, the employer must apply to the State Government in Form XIV at least 15 days before the intended layoff, and at least 15 days before the expiry of an existing layoff if it needs to continue.
What is a Standing Order, and how does an employer get it certified?
A Standing Order sets out the service conditions for workers in an establishment. An employer can adopt the Model Standing Orders or submit a draft standing order for certification. The certifying officer generally has 30 days to respond, and the standing order is deemed certified if no response is given within that time.
Can industrial disputes in Tripura be settled through voluntary arbitration?
Yes. Under Rule 37, an employer and workers can jointly agree to refer a dispute to one or more arbitrators using Form VII, instead of going through the Industrial Tribunal.
What happens if someone commits an offence under the rules?
Certain offences under the Code can be compounded. A compounding officer issues a notice in Form XV, and the accused can deposit the compounding amount within 15 days to settle the matter without facing prosecution, subject to the conditions in Rule 56.
Where can I read the official Tripura Industrial Relations Rules 2026?
The complete draft rules were published in the Tripura Gazette, Extraordinary Issue No. 109, dated 20 January 2026, under Notification No. F.69(80) LAB/ENF/IRC/2025 issued by the Labour Department, Government of Tripura.
Sources
Where every fact on this page comes from.
- → Tripura Gazette, Extraordinary Issue, No. 109, Registered No. N.E. 930, dated 20 January 2026, Government of Tripura, Labour Department, Notification No. F.69(80) LAB/ENF/IRC/2025 dated 17 January 2026, the primary source document for this article. (official)
- → Industrial Relations Code 2020, Act No. 35 of 2020, Ministry of Labour and Employment, Government of India. (official)
- → Official website of the Directorate of Labour, Government of Tripura. (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.