Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour Department, Government of Uttarakhand
- Notified
- Proposed draft Notification No. 511(1)/VIII/1/2026/39(Labour)/2018 dated 30 April 2026, published for public feedback
- Objection window
- 30 days from the date the notification was published in the newspaper or on the website. No objections were to be accepted after this period.
- Legal basis
- Section 99 of the Industrial Relations Code 2020 (Act 35 of 2020)
- Supersedes
- The U.P. Industrial Dispute Rules 1957, the U.P. Industrial Employment Standing Order Rules 1946, the U.P. Trade Union Regulations 1927 and the Industrial Tribunal and Labour Court Rules of Procedure 1967
- Status as of
- 22 July 2026, draft stage as per records checked for this guide. Please verify the latest status on the official Uttarakhand Labour Department website.
The Uttarakhand Industrial Relations Rules 2026 explain how the Industrial Relations Code 2020 will work inside Uttarakhand. They set out the process for forming Works Committees and Grievance Redressal Committees, registering and running trade unions, adopting standing orders, handling strikes and lockouts, carrying out layoff, retrenchment and closure, resolving disputes and running a new Worker Reskilling Fund. This guide breaks the rules down into plain language along with the forms, due dates and provisions that employers, workers and HR teams are most likely to need.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Notice before retrenchment | Form S (Rule 47) | Event based | At least 15 days before the proposed retrenchment |
| Application for permission for layoff | Form T (Rule 50) | Event based | At least 15 days before the intended layoff |
| Application for continuation of layoff | Form T (Rule 50) | Event based | At least 15 days before the expiry of the earlier layoff |
| Application for permission for retrenchment | Form T (Rule 52) | Event based | At least 60 days before the intended date of retrenchment |
| Application for permission for closure | Form T (Rule 54) | Event based | At least 90 days before the intended date of closure |
| Notice of intended closure | Form S (Rule 49) | Event based | Before the proposed closure date, as specified under Section 74(1) of the Code |
| Depositing the compounding amount | Form U (Rule 58) | Event based | Within 15 days of receiving the notice from the compounding officer |
| Annual return of a registered trade union | Form G (Rule 27) | Yearly | On or before 31 January of the following year |
| Transfer of reskilling amount for a retrenched worker | Not applicable (Rule 57) | Event based | Employer transfers to the fund within 10 days of retrenchment; the fund transfers to the worker within 45 days |
| Informing the Registrar of a fall in union membership | Not applicable (Rule 17) | Event based | Within 21 days of the change |
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 rules | Four separate sets of rules covered trade unions, standing orders, disputes and tribunal procedure | One single set of rules, the Uttarakhand Industrial Relations Rules 2026, covers all these matters under the Industrial Relations Code 2020 |
| Filing of notices and forms | Filing was mostly done on paper through physical offices | Electronic filing is allowed for most forms, with registered post available as a backup option |
| Grievance redressal | No single unified committee structure was compulsory | A Grievance Redressal Committee is now compulsory in establishments with twenty or more workers |
| Recognition of trade unions | There was no uniform membership threshold across all matters | A clear 30 percent membership threshold decides when a union is recognised as the sole negotiating union |
| Support after retrenchment | No dedicated reskilling fund existed for retrenched workers | A Worker Reskilling Fund is created, funded partly by an employer contribution of fifteen days of wages per retrenched worker |
| Committee and union elections | Elections were conducted only through physical, in person voting | Employers may now use an electronic platform for works committee and union related elections |
| Standing order display | There was no specific requirement to publish standing orders in more than one language | Standing orders must be maintained and made available to workers in both Hindi and English |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All industrial establishments and undertakings across Uttarakhand State to which the Industrial Relations Code 2020 applies
- Employers and workers engaged in industries or trades governed by the Code
- Registered trade unions operating within the state
- Industrial establishments where a State Government order requires a Works Committee
- Employers required to certify standing orders
Exempted / special treatment
- Establishments with fewer than twenty workers are not required to form a Grievance Redressal Committee
- The special permission process for layoff, retrenchment and closure under Chapter XI applies only to establishments covered by Chapter X of the Code
- Unions already registered under the Trade Unions Act 1926 are treated as registered under the new Code, once they file an updated constitution statement
- The State Government may dissolve a Works Committee that is not functioning as required by the rules
- Employers already following the Central Government model standing orders can adopt them through a simple intimation instead of a fresh certification process
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What are the Uttarakhand Industrial Relations Rules 2026?
They are the state level rules made under Section 99 of the Industrial Relations Code 2020. They explain how trade unions, standing orders, disputes, strikes, lockouts, layoff, retrenchment and closure work for industrial establishments in Uttarakhand.
Are these rules final or still a draft?
As per the notification reviewed for this guide, the rules were published as a proposed draft on 30 April 2026 with a 30 day objection window. Please confirm the current status on the official Uttarakhand Labour Department website before relying on it.
Which old laws do these rules replace?
They replace the U.P. Industrial Dispute Rules 1957, the U.P. Industrial Employment Standing Order Rules 1946, the U.P. Trade Union Regulations 1927 and the Industrial Tribunal and Labour Court Rules of Procedure 1967.
Who must set up a Works Committee?
Any employer to whom a State Government order under Section 3(1) of the Code applies must set up a Works Committee within the limits set out in Rule 4.
When is a Grievance Redressal Committee required?
Any industrial establishment employing twenty or more workers must set up a Grievance Redressal Committee under Rule 5.
How does a trade union become the sole negotiating union?
Under Rule 19, if only one registered trade union operates in an establishment and its membership is at least 30 percent of total workers, the employer must recognise it as the sole negotiating union.
What notice must an employer give before retrenching a worker?
Under Rule 47, an employer must give the State Government at least 15 days notice in Form S before retrenching a worker who has completed one year of continuous service.
What is the Worker Reskilling Fund?
It is a fund created under Rule 56 and Rule 57. Every employer who retrenches a worker must transfer an amount equal to fifteen days of that worker's last wages into the fund within ten days of the retrenchment.
How long before closure must an employer apply for permission?
Under Rule 54, an employer covered by Chapter X of the Code must apply at least 90 days before the proposed closure date.
Can standing orders be adopted electronically?
Yes. Under Rule 28, an employer can inform the certifying officer electronically about adopting model standing orders, and these are deemed adopted if the certifying officer raises no objection within 30 days.
What happens if an employer commits an offence under the Code?
Under Rule 58, many offences can be compounded. The compounding officer sends a notice in Form U, and the employer can pay the compounding amount within 15 days instead of facing prosecution.
Where can employers get the official forms mentioned in these rules?
The rules list all forms from Form A to Form V in their schedules. Once the final rules are notified, the forms are expected to be available through the Uttarakhand Labour Department website or its online compliance portal.
Do these rules apply to establishments outside Uttarakhand?
No. These are state specific rules made for industrial establishments operating within Uttarakhand, under the powers given to State Governments by the Industrial Relations Code 2020.
Is there a fee for inspecting trade union documents?
Yes. Under Rule 11, any person can inspect the register of trade unions on payment of a fee of fifty rupees, and inspecting a specific document also costs fifty rupees per document.
Sources
Where every fact on this page comes from.
- → Government of Uttarakhand, Labour Section, Notification No. 511(1)/VIII/1/2026/39(Labour)/2018 dated 30 April 2026, The Uttarakhand Industrial Relations Rules 2026, Proposed Draft (official)
- → The Industrial Relations Code 2020 (Act 35 of 2020), Ministry of Labour and Employment, Government of India (official)
- → Uttarakhand Labour Department, official website, for the latest status and updates on this notification (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.