Uttar Pradesh Industrial Relations Rules, 2026

Not yet. They were published as draft rules on 10 March 2026 under Notification No. 251/36-2-2026-14(G)/2020, inviting objections and suggestions within 30 days. The Rules will come into force only from the date of their final publication in the Official Gazette, so employers in Uttar Pradesh should track the final notification rather than start compliance against the draft text.

Once finalised, they will supersede the Uttar Pradesh Industrial Employment (Standing Orders) Rules 1946, the Uttar Pradesh Trade Union Regulation 1927, the Industrial Disputes (Uttar Pradesh) Rules 1976, and the Uttar Pradesh Industrial Relations Rules 2021. Anything already done under those laws before supersession remains valid.

Only establishments to which a Works Committee order has been made under section 3 of the Code apply, which in practice covers industrial establishments with 100 or more workers. The committee cannot exceed 20 members, and worker representation must be at least equal to employer representation, with proportionate seats for women workers.

20 or more workers. This is a standalone requirement under section 4 of the Code and applies even to establishments that are too small to need a Works Committee or Standing Orders.

One year from the date the cause of action arose. If the Grievance Redressal Committee does not decide within 30 days, or the worker is unhappy with its decision, the worker can escalate to the conciliation officer within 60 days.

Yes. Standing Orders now apply to establishments with 300 or more workers employed on any day in the preceding 12 months, up from the earlier 100 worker threshold. Establishments below 300 workers are not required to frame certified standing orders under this chapter.

Yes, under rule 30. The employer intimates the certifying officer of the date from which the model provisions apply, and if the certifying officer raises no observation within 30 days, the model standing order is deemed certified.

7 or more members, matching the threshold under the Code. The application goes in Form IV with a supporting affidavit in Form III to the Registrar of Trade Unions, Uttar Pradesh, along with a one hundred rupee registration fee.

A negotiating union is the Trade Union recognised to negotiate with the employer on behalf of workers. A union with more than 51 percent of the establishment's workers as members is recognised as the sole negotiating union. Where no union crosses that threshold, a negotiating council is formed with proportional representation from the registered unions.

An annual return for the year ending 31 December, filed in Form XIV, along with the auditor's declaration in Form II once the annual audit is complete. Any change in registration particulars or office bearers must also be reported to the Registrar in Form VIII.

The Rules govern the form and recipients of the notice rather than the notice period itself, which is set by section 62 of the Code. A notice of strike goes to the employer in Form XXVIII, and a notice of lock out goes to the registered Trade Unions in Form XXIX; either notice must be intimated to the conciliation officer and Labour Commissioner within 5 days.

Send prior notice of retrenchment in Form XXX to the State Government and the concerned Regional Additional or Deputy Labour Commissioner, within 3 days of the notice being served on the worker or of wages being paid in lieu. A seniority list must also be displayed at least 7 days before the retrenchment takes effect.

Yes. If a vacancy in the same category arises within one year of retrenchment, the employer must give the retrenched worker preference by seniority, provided the worker is an Indian citizen and has shown willingness to be reemployed. Vacancy details must be displayed at least 15 days before the vacancy is filled.

For establishments to which Chapter X of the Code applies, generally those with 300 or more workers. The application goes in Form XXXI, and a closure application must be filed at least 90 days before the intended date, with a simultaneous copy to the affected workers and the registered Trade Unions.

It is a fund set up under Chapter XI to help retrenched workers reskill. Employers who retrench a worker under the Code must electronically contribute an amount equal to 15 days of that worker's last drawn wages, within 10 days of the retrenchment. The State Government then transfers this amount to the worker's own account within 45 days of receiving it.

Many offences can be compounded. The compounding officer sends a three part notice in Form XXXII, and the accused has 15 days to pay the compounding amount and file the completed application, whether or not prosecution has already started.

These vary by the provision breached under the Code. For example, contravening the lay off, retrenchment, or closure permission requirement can draw a fine from 1 lakh rupees up to 10 lakh rupees for a first offence, rising sharply for repeat offences, while illegal strikes and lock outs carry their own fine and imprisonment bands under section 86 of the Code.

Employers can use the objection window to review the draft against their existing Standing Orders, Trade Union recognition arrangements, and retrenchment procedures, and flag any practical difficulty to the Labour Department before finalisation. It is also a good time to map internal processes, such as Grievance Redressal Committee constitution and Worker Re Skilling Fund contributions, so implementation is ready once the final Rules are notified.