Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Government of Uttar Pradesh, Labour Section-3 (Shram Anubhag-3), Department of Labour and Employment — notified by the Governor of Uttar Pradesh
- Notified
- Notification No. 962/36-3-2026-1903305 (सा०प०नि०-55) dated 27 August 2026; published in the Uttar Pradesh Gazette, Extraordinary, Legislative Supplement, Part 4, Section (a), Lucknow, 27 August 2026
- Objection window
- Not currently open — this is the final notification. The preceding draft (Notification No. 500/XXXVI-3-2026-1903305 dated 23 March 2026) carried a 45-day objection window, which has since closed and been acted upon
- Legal basis
- Sections 133 and 135(1) of the Occupational Safety, Health and Working Conditions Code, 2020 (Act No. 37 of 2020), read with Section 21 of the General Clauses Act, 1897
- Supersedes
- 8 earlier UP laws: (1) UP Contract Labour (Regulation and Abolition) Rules, 1975; (2) UP Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Rules, 1983; (3) UP Beedi and Cigar Workers (Conditions of Employment) Rules, 1969; (4) UP Factories Rules, 1950; (5) UP Factories (Welfare Officer) Rules, 1955; (6) UP Factories (Safety Officer) Rules, 1984; (7) UP Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Rules, 2009; (8) UP Occupational Safety, Health and Working Conditions Rules, 2022
- Current Status
- Finally notified and already in force (effective 27 August 2026, the date of gazette publication)
The Uttar Pradesh Occupational Safety, Health and Working Conditions Rules, 2026 were notified by the State Government under Sections 133 and 135(1) of the Occupational Safety, Health and Working Conditions Code, 2020, consolidating and replacing the state's separate factories, contract labour, inter-state migrant workmen, beedi and cigar workers, BOCW, and interim OSH rules into a single compliance framework. The Rules run to roughly 175+ rules and 58 forms across a substantially expanded schedule set (at least Schedules I–XXII+), reflecting a much larger final text than the 271-page draft.
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 registration fee slabs based on worker count?
For all establishments employing 10-19 workers, the fee is ₹5,000.00, which increases to ₹10,000.00 for 20-49 workers, and ₹15,000.00 for 50-99 workers. Facilities with 100-249 workers must pay ₹20,000.00, while those employing 250-499 workers are charged ₹25,000.00. For larger operations, the registration fee is set at ₹50,000.00 for 500-999 workers, reaching a maximum of ₹1,00,000.00 for establishments employing 1000 or more workers.
What is the process and timeline for establishment registration?
Employers across all applicable establishments must electronically register via Form-3, with existing businesses updating records within 6 months, or face a 10% annual late fee for missing the 60-day deadline.
What must be done when commencing or closing operations?
All establishments must file Form-5 within 30 days of commencing or closing operations; permanent closures strictly require certification that all worker dues are cleared and hazardous materials removed.
What are the safety protocols for conveyors and assembly lines?
To prevent worker fatigue in factories utilizing assembly lines, employers must display a scientifically evaluated matrix correlating machine speeds with permissible work durations and enforce adequate rest intervals.
What are the mandates for annual health exams?
Across all establishments, employers must provide free annual medical examinations for employees over 40 or those who suffered severe workplace injuries within the past two years, maintaining records in Forms 7 and 8.
What are the rules for appointment letters and ID cards?
Employers in all establishments must issue a formal Form-9 appointment letter and a unique ID card within one month of hiring, charging a nominal replacement fee if the ID is lost.
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.
How should accidents and occupational diseases be reported?
All establishments must report workplace fatalities and dangerous occurrences within 12 hours (Forms 10 and 11), 48-hour disabling injuries within 12 hours of the threshold, and occupational diseases within 48 hours (Form 12).
How is the State Advisory Board structured?
A 21-member State Advisory Board, featuring equal representation of employers, unions, and experts, will guide statewide OSH policies during its 3-year term, meeting at least biannually.
What are the requirements for constituting a Safety Committee?
Factories or Building and other construction work sites with 250+ workers, or those handling hazardous processes, must form a joint management-worker Safety Committee that meets quarterly to audit safety and environmental protocols.
When must Safety Officers be appointed?
Factories employing 500+ workers, hazardous facilities with 250+ workers, and large BOCW sites must appoint qualified Safety Officers holding relevant engineering and safety diplomas, scaling the count with workforce size.
What are the limits on working hours?
Across all establishments, working hours are strictly capped at 48 hours per week and a 10.5-hour daily spread over, with a mandatory 30-minute rest interval required before completing 5 hours of continuous labor.
What are the rules for shift changeovers and holidays?
For establishments operating on shift systems, schedules must guarantee a 24-hour continuous rest period during shift changeovers, and compensatory holidays must be spaced to a maximum of two per week.
What are the regulations for overtime wages and time caps?
All establishments must pay overtime at twice the normal wage rate, capping total daily work at 10 hours, restricting continuous overtime to 5 days, and limiting quarterly overtime to 115 hours.
What registers must employers maintain?
Employers universally must maintain vital records like attendance (Form-6) and accident logs (Form-16) electronically or in Hindi/English, preserving general registers for 5 years and medical records for 7 years.
What happens regarding alternative employment if a factory shuts down?
If a factory is shut down by an Inspector's order for 15 days or more, the occupier must seamlessly provide affected workers with alternative employment within a 100-km radius without reducing wages.
What are the conditions for employing women in night shifts?
Establishments running night shifts (7 PM to 6 AM) may only employ women with their written consent, provided they ensure free transportation, CCTV monitoring, POSH compliance, and a minimum of four women per department.
What are the licensing and fee requirements for contract labor?
Establishments utilizing contract labor must secure electronic licenses with fees ranging up to Rs. 25,000 based on headcount, alongside a mandatory security deposit of Rs. 1,000 per individual worker.
When must creche facilities be provided?
At any contracted site employing 30 or more women, the contractor must establish a dedicated crèche facility for children under six, featuring separate, adequately equipped play and sleep rooms.
What are the statutory requirements and entitlements for Journey Allowance?
Employers of inter-state migrant workers must pay a lumpsum journey allowance (minimum Second-Class train/bus fare) for home travel after 180 days of service, or upon termination, closure, or severe injury.
What are the specific regulations for Beedi and Cigar manufacturers?
Beedi and Cigar manufacturers require specific licenses (fees up to Rs. 2,000) and must provide scaled welfare facilities; importantly, employers cannot reject more than 5% of output as sub-standard without paying at least 50% wages.
What is the process for site plan approval for factories?
Before occupying or expanding a factory, owners must submit Form-41 electronically 30 days in advance, providing detailed 2D/3D isometric site plans and process flow diagrams to secure architectural and safety approvals.
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.