Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour Department, Government of Uttar Pradesh (Shram Anubhag 3)
- Notified
- 23 March 2026 (Notification No. 500/XXXVI/3/2026/1903305), published as draft rules
- Objection window
- 45 days from the date of publication of the notification, closing in early May 2026
- Legal basis
- Sections 133 and 135 of the Occupational Safety, Health and Working Conditions Code, 2020, read with Section 21 of the General Clauses Act, 1897
- Supersedes
- UP Contract Labour Rules 1975; UP Interstate Migrant Workmen Rules 1983; UP Bidi and Cigar Workers Rules 1969; UP Factories Rules 1950; UP Factories Welfare Officers Rules 1955; UP Factories Safety Officers Rules 1984; UP Building and Other Construction Workers Rules 2009; and the draft UP OSH Code Rules 2021
- Status as of
- 21 July 2026, still in draft form and awaiting final notification
The Uttar Pradesh Occupational Safety, Health and Working Conditions Rules, 2026 were published in draft form on 23 March 2026 under Notification No. 500/XXXVI/3/2026/1903305, issued by the Labour Department, Government of Uttar Pradesh (Shram Anubhag 3). The rules draw their legal basis from Sections 133 and 135 of the Occupational Safety, Health and Working Conditions Code, 2020, read with Section 21 of the General Clauses Act, 1897. Once notified, they will replace eight older Uttar Pradesh labour rules: the Contract Labour Rules 1975, the Interstate Migrant Workmen Rules 1983, the Bidi and Cigar Workers Rules 1969, the Factories Rules 1950, the Factories Welfare Officers Rules 1955, the Factories Safety Officers Rules 1984, the Building and Other Construction Workers Rules 2009, and the never enforced draft OSH Code Rules 2021. This guide walks through the forms, deadlines, key provisions and applicability of the draft rules so employers can start preparing ahead of final notification.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Registration of a new establishment | Form 3 | One time | Within 60 days of commencement of businessA late fee of 10 percent per year applies after that |
| Updating registration details for establishments already registered under a central labour law | Form 3 | One time | Within 6 months of these rules coming into force |
| Issuing an appointment letter to a new employee | Form 9 | Event based | Within 1 month of appointmentExisting employees to be covered within 3 months of these rules coming into force |
| Issuing an Identity Card | Event based | Within 1 month of appointment | |
| Reporting a fatal accident | Form 10 | Event based | Forthwith, by phone and electronically |
| Reporting an accident causing 48 hours or more of disablement | Form 10 | Event based | Within 12 hours after the 48 hour period is complete |
| Reporting a dangerous occurrence | Form 11 | Event based | Within 12 hours |
| Reporting an occupational disease | Form 12 | Event based | Without delay |
| Filing the Annual Return | Form 17 | Annual | On or before 31 January every year |
| Filing the Half Yearly Return for Major Accident Hazard installations | Form 18 | Half yearly | On or before 31 July every yearFor the period from 1 January to 30 June |
| Updating a change in registration particulars | - | Event based | Within 30 days of the change |
| Intimating the appointment of a Safety Officer | - | Event based | Within 7 days of appointment |
| Proposing a housing scheme for resident workers | - | One time | Within 6 months of these rules being published |
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 | Eight separate rules covering factories, contract labour, interstate migrant workers, Beedi workers and construction workers | One consolidated set of rules covering all these categories under the Occupational Safety, Health and Working Conditions Code |
| Registration | Separate registration under each applicable law, often on paper | A single electronic registration in Form 3 on one state portal, covering all establishment types |
| Contract labour licence threshold | 20 or more contract workers under the Contract Labour Act, 1970 | 50 or more contract workers under the Code |
| Appointment documentation | No uniform requirement for a written appointment letter under the Factories Rules, 1950 | A mandatory Form 9 appointment letter and Identity Card for every employee |
| Records and registers | Maintained mostly as physical registers under separate rules | Registers to be maintained electronically or in hard copy, with electronic filing encouraged across the board |
| Employment of women at night | Restricted in many cases, or allowed only with special government exemption | Permitted with written consent, transport, safety measures and monthly reporting to the Inspector cum Facilitator |
| Inspection machinery | Inspectors under the Factories Act and other laws, focused mainly on enforcement | An Inspector cum Facilitator system that adds an advisory and facilitation role alongside inspection |
| Offences | Prosecution was often the only route available for lapses | A defined compounding mechanism lets many offences be settled without prosecution |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All factories as defined under the Code
- Workplaces relating to building and other construction work
- All other establishments to which the Code applies across Uttar Pradesh
- Contractors engaging 50 or more contract workers
- Establishments with 30 or more workers, for the creche requirement
- Establishments with 250 or more employees, for the canteen requirement
- Beedi and Cigar work premises, including home based work arrangements
Exempted / special treatment
- Continuous process factories are exempted from certain daily hours and weekly rest provisions under Schedule 2
- Women who are pregnant or nursing are exempted from hazardous or dangerous operations
- An establishment may seek exemption from a specific welfare or safety provision if the Chief Inspector cum Facilitator is satisfied that conditions are otherwise adequate
- Contractors below the prescribed worker threshold fall outside the licensing requirement
- Establishments with fewer than 30 workers are not required to provide a creche
- Establishments with fewer than 250 employees are not required to provide a canteen
- Home workers are governed through a separate log book and contractor mediated arrangement rather than direct registration
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Uttar Pradesh OSH Rules 2026?
They are a draft set of state rules that bring registration, working hours, welfare facilities, contract labour management and safety compliance for almost every Uttar Pradesh workplace under one Occupational Safety, Health and Working Conditions framework.
Have these rules already come into force?
Not yet. They were published as draft rules on 23 March 2026 for objections and suggestions, and as of this guide the state government has not issued a final notification.
Which older rules will these replace once notified?
Eight rules in all, including the UP Factories Rules 1950, the UP Contract Labour Rules 1975, the UP Interstate Migrant Workmen Rules 1983, the UP Bidi and Cigar Workers Rules 1969, the UP Building and Other Construction Workers Rules 2009, the UP Factories Welfare and Safety Officers Rules, and the never enforced 2021 draft.
Who needs to register under these rules?
Every employer running a factory, a building or construction workplace, or any other establishment covered by the Code needs to register electronically in Form 3.
What is the deadline for registering a new establishment?
Registration must be completed within 60 days of starting business. A late fee of 10 percent per year applies if this deadline is missed.
Do employers have to issue written appointment letters?
Yes. Every employee must receive a Form 9 appointment letter and an Identity Card within 1 month of joining, and existing employees must be covered within 3 months of the rules coming into force.
When must an accident be reported to the authorities?
A fatal accident must be reported forthwith. An accident causing 48 hours or more of disablement must be reported within 12 hours after that 48 hour period ends, and a dangerous occurrence must be reported within 12 hours.
What is the threshold for appointing a Safety Officer?
A Safety Officer becomes mandatory for factories with 500 or more workers, hazardous process units with 100 or more workers, building and construction sites with 250 or more workers, Major Accident Hazard installations, and sulfuric acid factories.
Can women be employed at night under these rules?
Yes, subject to safeguards. Women can work before 6 AM and after 7 PM with their written consent, employer arranged transport, supervision, CCTV coverage on the way to common facilities, and a minimum of 4 women per shift.
What returns must an employer file, and when?
Every employer must file an Annual Return in Form 17 on or before 31 January each year, and establishments that are Major Accident Hazard installations must also file a Half Yearly Return in Form 18 on or before 31 July, covering January to June.
Sources
Where every fact on this page comes from.
- → Notification No. 500/XXXVI/3/2026/1903305 dated 23 March 2026, Government of Uttar Pradesh, Department of Labour, Shram Anubhag 3 (official)
- → Occupational Safety, Health and Working Conditions Code, 2020 (Act No. 37 of 2020), Ministry of Labour and Employment, Government of India (official)
- → Public commentary on the draft Uttar Pradesh rules, including the formal submission made by Nasscom in April 2026
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.