Rajasthan Industrial Relation Rules, 2026
A comprehensive guide to the Rajasthan Industrial Relation Rules, 2026, covering Works Committees, Grievance Redressal Committees, Standing Orders, negotiations, changes in service conditions, industrial disputes, records and employer obligations.
The Rajasthan Industrial Relation Rules, 2026 were notified by the Labour Department of Rajasthan through S.O. 41 dated 12 August 2026. The Rules were made under Section 99 of the Industrial Relations Code, 2020 and extend throughout Rajasthan in respect of industrial establishments and matters for which the State Government is the appropriate Government. They come into force from the date of publication in the Official Gazette.
Key Areas Covered by the 2026 Rules
The Rules establish procedures and requirements covering important aspects of industrial relations and employment conditions.
Works Committee
Constitution, representation, meetings and functioning of Works Committees.
RULES 3–4Grievance Redressal Committee
Constitution, representation and procedure for handling worker grievances.
RULES 5–6Negotiating Union
Recognition and negotiation framework involving registered Trade Unions.
RULES 14–18Standing Orders
Certification, adoption, modification and maintenance of Standing Orders.
CHAPTER IVIndustrial Disputes
Procedures relating to conciliation, strikes, lock-outs and industrial disputes.
CHAPTER VRecords & Returns
Notices, registers, records, returns and electronic maintenance requirements.
CHAPTER VIIHow the Framework Operates
The Rules establish a structured relationship between workers, employers, representative bodies and competent authorities.
Worker
Individual worker or group of workers.
Worker Representation
Trade Union, Works Committee or applicable forum.
Employer
Employer or authorised management representative.
Conciliation
Applicable statutory dispute-resolution process.
Competent Authority
Authority or forum prescribed under the framework.
1. Works Committee
Where the State Government makes an order under Section 3(1) of the Industrial Relations Code, 2020, the employer is required to constitute a Works Committee in accordance with the prescribed procedure.
The purpose of the Works Committee is to promote and preserve good relations between the employer and workers and to consider matters of common interest or concern.
Representation
The number of members is fixed to provide representation to different categories, groups and classes of workers and to the sections, shops or departments of the industrial establishment. The total number of members cannot exceed twenty. Worker representatives cannot be fewer than employer representatives. Where women workers are employed, adequate representation of women workers is required.
2. Meetings of the Works Committee
The Works Committee may meet as often as necessary, but it must meet at least once every three months. The employer is required to provide accommodation and facilities necessary for the functioning of the Committee.
Establishments covered by the Works Committee provisions should maintain appropriate records relating to its constitution, meetings and functioning.
Grievance Redressal Committee Process
The Rules establish a formal mechanism through which an aggrieved worker may raise a grievance.
Worker
Submits the grievance in the prescribed manner.
GRC
Grievance Redressal Committee considers the matter.
Decision
The Committee considers and addresses the grievance.
Further Remedy
Applicable statutory remedy may be pursued where prescribed.
Grievance Application
The prescribed application includes details such as the worker's name, designation, employee code, department, length of service, category, contact details, grievance and relief sought.
The Rules provide for submission electronically or otherwise and specify the applicable time period for raising a grievance.
Matters for Negotiation
The Rules identify a range of matters that may be negotiated between the employer and the negotiating union or negotiating council.
Classification of Workers
Classification and related employment matters.
Wages & Allowances
Wages, allowances and related employment conditions.
Working Hours
Working hours, rest days and shift working.
Leave
Leave and related conditions of service.
Promotion & Transfer
Promotion, transfer and related employment matters.
Safety, Health & Working Conditions
Safety, health and working conditions and related standards are expressly included among matters for negotiation.
3. Standing Orders
The Rules contain provisions dealing with the certification, adoption, modification and maintenance of Standing Orders.
Where the applicable model Standing Orders are adopted, the employer is required to follow the prescribed intimation and certification procedure.
Language and Maintenance
The final certified, deemed-certified or adopted model Standing Orders are required to be maintained by the employer in Hindi or English in accordance with the prescribed requirements.
Change in Conditions of Service
Certain proposed changes in conditions of service require formal notice and communication.
VIII
Notice of Proposed Change
Where the prescribed provisions apply, the employer is required to give notice in Form VIII to the affected workers.
Notice Board
The notice is required to be displayed conspicuously at the prescribed locations, including the main entrance notice board.
Registered Trade Union
Where a registered Trade Union exists, the prescribed copy of the notice is also served on its Secretary or Secretaries.
Strikes, Lock-Outs & Dispute Procedures
The Rules prescribe procedures and forms relating to industrial disputes, strikes and lock-outs.
Strike Notice
The Rules prescribe the applicable notice procedure and form for strikes.
Lock-Out Notice
Employers must follow the prescribed procedure for lock-out notices.
Conciliation
The Rules provide procedures for matters referred to conciliation.
4. Retrenchment, Lay-Off & Closure
The Rules prescribe procedures relating to retrenchment, lay-off and closure in situations covered by the Industrial Relations Code.
Retrenchment and Closure Notices
The prescribed forms contain requirements concerning the number of affected workers, reasons for retrenchment or closure, notice or pay in lieu of notice, dues and compensation and other declarations required under the Code.
Worker Re-Skilling Fund
The Rules also prescribe obligations concerning contribution to the Worker Re-Skilling Fund in cases of retrenchment covered by the applicable provisions.
Records, Registers & Electronic Compliance
The Rules recognise electronic maintenance of prescribed records and documents.
Records
Maintain records and registers required under the applicable framework.
Notices & Forms
Preserve prescribed notices, forms and supporting documentation.
Electronic Maintenance
Required documents may be maintained electronically in the prescribed manner.
Inspection
Records must be capable of being produced when required by the competent authority.
Accessibility
Maintain records in a form that permits retrieval when required.
Compliance Evidence
Organisations should maintain an orderly documentary trail of applicable compliance.
Rajasthan Industrial Relations Compliance Checklist
A concise review list for establishments covered by the applicable provisions.
5. Repeal of Earlier Rajasthan Rules
Rule 64 provides for repeal of the Rajasthan Industrial Disputes Rules, 1958, the Rajasthan Industrial Employment (Standing Orders) Rules, 1963, and the Rajasthan Trade Union Regulation Rules, 1959, subject to the savings provisions specified in the Rules.
Existing records, proceedings, appointments, notifications and other matters covered by the savings provisions should be reviewed against the applicable transitional requirements.
Rajasthan Industrial Relation Rules, 2026
Access the complete Rules notification and explore official and related labour-law resources.
Official Rules PDF
Read or download the complete Rajasthan Industrial Relation Rules, 2026 notification and prescribed forms.
View / Download Full Rules PDF →More Legal & Compliance Resources
Explore labour, industrial relations, EHS and regulatory guidance published on The EHS Guru.
Explore The EHS Guru →Official Rajasthan Labour Department
For additional labour-law services, registrations, returns and Standing Orders-related resources, refer to the Government of Rajasthan Labour Department.
Visit Rajasthan Labour Department →