Machinery for investigation and settlement of industrial disputes; regulates strikes, lock-outs, lay-off, retrenchment and closure, and protects workmen during pendency of proceedings. (To be replaced by the Industrial Relations Code, 2020 when brought into force.)
Termination of a workman's service by the employer for any reason other than punishment by disciplinary action — excluding voluntary retirement, superannuation, non-renewal of a fixed-term contract, and termination on grounds of continued ill-health.
Any person employed to do manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward — excluding managerial or administrative employees and supervisors drawing over ₹10,000 per month.
The appropriate Government may refer an industrial dispute to a Board of Conciliation, Court of Inquiry, Labour Court or Industrial Tribunal.
A workman with one year's continuous service cannot be retrenched without one month's notice or wages in lieu, retrenchment compensation of fifteen days' average pay per completed year, and notice to the Government.
In establishments with 100 or more workmen, retrenchment additionally requires three months' notice and the prior permission of the appropriate Government.
During pendency of conciliation or adjudication, the employer shall not alter conditions of service or discharge or punish a workman for matters connected with the dispute without permission.
The text shown is a working summary used inside Nyaya for grounding and UI preview. For verbatim reproduction, refer to the bare Act published on indiacode.nic.in.