The Rajasthan Industrial Relations Rules, 2026 have been notified by the Labour Department on August 12, 2026, in exercise of powers under Section 99 of the Industrial Relations Code, 2020. The draft was published in January 2026 for public comment, and the final rules were issued after considering the feedback received. They apply across Rajasthan and take effect from the date of gazette publication.
- Rules define terms like “Code,” “Form,” and “electronically” (covering email, portal uploads, or digital payment), and provide that any settlement between employer and workers, whether reached through conciliation or independently, must be recorded in Form-I, signed by the employer (or authorised representative) and by designated union office-bearers or worker representatives. Settlements reached outside conciliation must still be reported to the Labour Commissioner and conciliation officer, and all settlements are recorded in a register maintained by the conciliation officer.
- Works Committee — Chapter II deals with Works Committees and Grievance Redressal Committees. Every employer covered by a State Government order needs to constitute a Works Committee (comprising a maximum of 20 members) with proportionate worker representation, including mandatory representation for women workers. The rules lay out a detailed election process, nomination timelines, eligibility (minimum age and service requirements for voters and candidates), scrutiny of nominations, office-bearer selection (Chairman nominated by the employer, Vice-Chairman/Secretary/Joint Secretary elected), a three-year term, and grounds on which the State Government may dissolve a non-functioning committee.
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- Grievance Committee-A Grievance Redressal Committee (maximum of 10 members, equal representation) is to be constituted, with a defined procedure for workers to file grievances and escalate unresolved matters to a conciliation officer within specified timelines. The tenure of the committee will be of three years. Where there is a negotiating union, a workers’ representative shall be nominated by such union and in the absence of any union, workers will choose their representative amongst themselves. An aggrieved worker may file an application about the dispute within one year to the committee with all details. The committee will resolve the grievance within thirty days. If not resolved or worker is not satisfied with the Committee’s decision, he may file the application to conciliation officer within60 days of such decision of the committee.
- Trade unions — Chapter III governs registration and functioning of trade unions: applications (Form-II) need at least seven members with a notarised affidavit confirming no duplicate union name exists; a register of unions (Form-III) and registration certificates (Form-IV) are prescribed. Minimum membership subscriptions are fixed ( Rs.20/30/50 per annum depending on worker category), and the rules specify permissible uses of general funds and a separate political fund. Provisions also cover withdrawal/cancellation of registration, appeals (within 60 days), amalgamation (needing 50% voter turnout and 60% approval), amendment of union rules, distribution of funds on dissolution, annual returns (due by July 31), audit requirements scaled to union size, and recognition of a “negotiating union” or “negotiating council” — including a detailed membership-verification process via secret ballot when more than one union exists, and the facilities employers must extend to a recognised negotiating body.
- For recognition of negotiating union even where there is only one union, such union should have at least 30% membership of total workers employed in the establishment.
4-Standing orders — Chapter IV addresses adoption of model standing orders, the certifying officer’s role in reviewing and directing amendments, deemed certification if no objection is raised within 30 days, procedures for appeals against certifying officer orders, and maintenance of a standing-order register.
5-Notice of change and arbitration — Chapter V requires employers to notify workers (Form-VIII) before changing service conditions listed in the Third Schedule, with display on notice boards and copies to unions. Chapter VI covers voluntary arbitration agreements (Form-IX), their signing requirements, and how the State Government publicises such references for affected but non-party workers.
6-Dispute resolution mechanism — Chapter VII is the most detailed section, covering appointment of Judicial and Administrative Members to the Industrial Tribunal (qualifications, oath of office), and a comprehensive conciliation-to-adjudication procedure: conciliation officers must attempt settlement and report within seven days if unsuccessful; unresolved disputes can go to the Tribunal within 90 days; strict timelines govern filing of claims, written statements, evidence recording, arguments (within 15 days of evidence closing), and limits on adjournments (generally not exceeding three). Ex-parte proceedings, video-conferencing, in-camera hearings, and fee schedules for certified copies are also addressed.
7-Strikes, lock-outs, lay-off, retrenchment and closure — Chapter VIII prescribes notice formats and multi-party intimation requirements (to conciliation officers, Labour Commissioner, District Magistrate) for strikes (Form-XV) and lock-outs (Form-XVI). Chapter IX covers retrenchment notices (Form-XVII), re-employment preference for retrenched workers within a year, and closure notices. Chapter X imposes stricter prior-permission requirements (for larger establishments) — applications (Form-XVIII) with statutory notice periods (15 days for lay-off, 60 for retrenchment, 90 for closure) and a 30-day window for the government to review its own orders.
8-Worker re-skilling fund and compounding — Chapter XI requires employers to transfer an amount equal to 15 days’ wages per retrenched worker into a state-maintained re-skilling fund within 10 days, which the government must forward to the worker within 45 days. Chapter XII sets out a structured compounding process for offences — a three-part notice (Form-XIX), a 15-day deposit window, and effects on pending prosecutions.
9-Miscellaneous provisions — Chapter XIII covers recognition of “protected workmen,” the process for filing complaints (Form-XX) and authorising representatives in proceedings, mandatory electronic record-keeping, and repeal of three earlier Rajasthan rules (the 1958 Industrial Disputes Rules, 1963 Standing Orders Rules, and 1959 Trade Union Regulation Rules) — with standard savings clauses protecting rights, liabilities, and pending proceedings under the old rules.
10- Trade unions need to communicate the establishment every year before 30th April the names and addresses of such officers of the union that should be recognised as protected workers. The employer has to communicate about such declaration within 15 days of receipt of such communication. The tenure of such recognition will be of one year. The number of such protected workers will be 1% or a minimum of five and a maximum of 100.
11- The records to be maintained electronically.
12-The Rules have twenty prescribed forms (Form-I through Form-XX) covering everything from settlement memoranda and union registration to strike/lock-out notices, arbitration agreements, and compounding applications.
