Arunachal Pradesh Rules explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Chapters V to XIII of the Industrial Relation (Arunachal Pradesh) Rules, 2021 deal with what happens when a dispute arises or the employer wants to change conditions, strike, lock out, lay off, retrench or close. They print the form, the person to be served, the time limit and the authority. This article takes them in order for an employer in Arunachal Pradesh.
A notice of change goes to affected workers in Form X (rule 33). A strike notice is in Form XIX and a lock-out notice in Form XX, with the employer intimating the Conciliation Officer and Labour Commissioner within five days of receiving or giving one (rules 42 and 43). An employer who closes an establishment to which Chapter X applies applies in Form XXII at least ninety days before the closure takes effect (rule 51). A retrenching employer transfers an amount equivalent to fifteen days of last drawn wages per worker to the State's account within ten days (rule 53).
Which rule set this is
This article covers the Industrial Relation (Arunachal Pradesh) Rules, 2021, as notified on 17 December 2021 in the Arunachal Pradesh Gazette Extraordinary No. 286 of 23 December 2021. Rule 1(b) says they come into force "on the date of effect of the Industrial Relations Code, 2020"; the four Labour Codes were brought into force from 21 November 2025. Later amendments and State notifications under these rules should be checked in the State Gazette. The committees, trade unions and standing orders chapters are in our sibling article on the Works Committee, trade unions and standing orders.
For guidance on a live dispute, closure or retrenchment, see our legal dispute resolution service.
Notice of change (Chapter V, rule 33)
An employer who intends to change conditions of service in any matter in the Third Schedule to the Code gives notice in Form X to each affected worker (rule 33(1)). The notice is displayed conspicuously on the notice board at the main entrance and at the office of the concerned Manager. Where there is a registered trade union, a copy is also served on its Secretary, or on each Secretary where there are several unions. The Central rule is in our post on the notice for change in service conditions.
Arbitration (Chapter VI, rules 34 to 36)
An arbitration agreement is in Form XI, signed by the parties and accompanied by the arbitrator's consent in writing or electronically (rule 34(1)). The employer signs personally or, for a company, through an authorised agent, manager or officer. For workers it is signed by an authorised officer of a registered union or by three representatives authorised at a meeting of the workers, and an individual worker may sign personally or through a union officer or a co-worker authorised by him.
Where a dispute has been referred and the State Government is satisfied that those making the reference represent the majority of each party, it publishes a notification in the Official Gazette and electronically or in writing, so that employers and workers not party to the agreement but concerned may present their case (rule 35). Where there is no union, a representative is chosen by a resolution of the majority of the concerned workers in Form XII (rule 36). Compare the Central rules in our post on arbitration agreement, notification and worker representatives.
Conciliation and the Tribunal (Chapter VII, rules 37 to 41)
The Tribunal's members (rules 37 and 38). The Judicial Member and Administrative Member of the State Industrial Tribunal are appointed on the recommendation of a Search-cum-Selection Committee chaired by the Chief Secretary. A member holds office for four years or until age sixty-five, whichever is earlier. These are service rules for the State and need no action from an employer.
Conciliation (rule 39). On an application, the Conciliation Officer examines it, transfers it if it belongs to another authority, and otherwise issues a first notice of intention to start proceedings. The employer or workers' representative files a statement at the first meeting. If no settlement is reached, the officer submits a report to the Secretary (Labour and Employment) within seven days of the end of proceedings. The report is accessible to the parties and records the submissions, the efforts made, the reasons for refusal and the officer's conclusion. See also our post on conciliation proceedings under the Central rules.
Before the Tribunal (rule 40). The following periods and fees are as printed.
| Step | Rule | As printed |
|---|---|---|
| Application after failed conciliation | 40(1) | Form XIV, within ninety days from the date of the report |
| Statement of claim | 40(2) | Within thirty days of filing the application |
| First hearing | 40(3) | Within a period of one month from receipt of the application |
| Written statement by the opposite party | 40(3) | Within thirty days from the date of first hearing |
| Arguments | 40(6) | Not beyond fifteen days from closure of evidence |
| Adjournments | 40(7) | Ordinarily not exceeding a week at a time; not more than three in all |
| Award communicated | 40(10) | Within one month from pronouncement |
| Copy of award or document | 40(12) | Rupees 10 per page; certification Rupees 10 per page; immediate delivery an additional half of the fee |
The Tribunal may proceed ex parte if a party defaults, and may revoke that order before the award if absence was on justifiable grounds (rule 40(9)). Proceedings are in open court, though the Tribunal may direct video conferencing or in-camera examination (rule 40(14)).
Recovery of dues (rule 41). A worker or group of workers applies in Form XV for recovery of money due under a settlement, an award or Chapters IX or X; Form XVI is used by an authorised person or by the heir of a deceased worker. For an amount of money or a benefit that can be computed, the application is in Form XVII to the Tribunal, to be decided within three months of filing; Form XVIII is for a deceased worker's heir. See the Central rule on application for recovery of dues.
Strikes and lock-outs (Chapter VIII, rules 42 and 43)
- Strike notice (rule 42). Given to the employer in Form XIX, "duly signed by the Secretary and five elected representatives of the registered Trade Union", with a copy to the Conciliation Officer. An employer who receives a notice of strike from any employee must, within five days, intimate the Conciliation Officer and the Labour Commissioner.
- Lock-out notice (rule 43). Given by the employer in Form XX to the Secretary of every registered union by registered post, speed post or electronically, endorsed to the Conciliation Officer, Labour Commissioner and the Secretary of Labour and Employment. It is displayed on a notice board or electronic board at the main entrance and may be posted on the establishment's portal. If the employer gives any employee a notice of lock-out, it intimates the Conciliation Officer and Labour Commissioner within five days.
The Central position is in our post on notice of strike and lock-out.
Lay-off, retrenchment and closure (Chapters IX and X, rules 44 to 52)
| Event | Rule | Form | Time and recipient as printed |
|---|---|---|---|
| Notice of retrenchment (worker in continuous service for not less than one year) | 44 | Form XXI | To the State Government and Labour Commissioner, by email or registered or speed post |
| Re-employment of workers retrenched within one year | 45 | none | Offer made at least 10 days before, by registered or speed post and email, to retrenched workers who are citizens of India; those willing get preference |
| Notice of intended closure | 46 | Form XXI | To the State Government, copy to the Labour Commissioner, Assistant Labour Commissioner or District Labour Officer |
| Permission for lay-off (Chapter X) | 47 | Form XXII | Reasons stated; copy served on the worker concerned electronically and by post, and displayed at the main entrance |
| Permission for retrenchment (Chapter X) | 49 | Form XXI | Reasons stated; copy to workers and displayed |
| Permission for closure (Chapter X) | 51 | Form XXII | At least ninety days before the closure takes effect; copy to workers' representatives |
| Review of an order granting or refusing permission | 48, 50, 52 | none | By the State Government, on its own motion or on application, within thirty days from the date of the order |
The Central counterparts are in our posts on notice of retrenchment, re-employment and closure and on application for lay-off, continuation and review.
The Worker Re-skilling Fund (Chapter XI, rule 53)
An employer who retrenches a worker must, within ten days, at the time of retrenchment, transfer "an amount equivalent to fifteen days of last drawn wages" of each retrenched worker to the account maintained by the State Government, the name of which is displayed on the Labour Department's website. The State transfers each amount to the worker's account within forty five days of receipt, and the worker uses it for re-skilling. The employer also submits a list with each worker's name, the fifteen-days amount and bank account details. See the Central post on the re-skilling fund contribution.
Compounding of offences (Chapter XII, rule 54)
The officer notified by the State Government sends a written notice in Form XXIII, which has three parts: the offender's details and the compounding amount, the consequences if not compounded, and the accused's application. The accused returns Part III and deposits the amount "within fifteen days of the receipt of the notice". If compounded before prosecution, no complaint is instituted. Where prosecution has begun, the accused applies to the Court, and the compounding officer then intimates the Court, which discharges the accused. The rule prints no compounding figure; the amount is specified in the notice. See manner of composition of offence.
Miscellaneous (Chapter XIII, rules 55 to 66)
- Protected workers (rule 55). A registered union communicates to the employer, before the 30th April each year, the names and addresses of officers to be recognised as protected workers, and any change within fifteen days. The employer communicates the list in writing within fifteen days for twelve months. Where names exceed the maximum, the employer recognises only the maximum, distributed in proportion to union membership, and the union selects its officers within five days of the employer's letter. Disputes go to the Deputy Labour Commissioner, Assistant Labour Commissioner or District Labour Officer, whose decision is final.
- Complaint by a worker (rule 56). Form XXIV, electronically and by registered or speed post, with copies for each opposite party.
- Authorisation (rules 57 and 58). In Form XII.
- Enquiry (rule 59). By an officer not below the rank of Under Secretary.
- Copies to the Labour Bureau (rule 60). Forms XIX, XX, XXI, XXII and XXIII are shared with the Director General, Labour Bureau.
- Letter-head contact (rule 61). Employers and others name an email, website or portal on the letter-head for service.
- Records (rule 62). May be kept electronically.
- Commissioner's fees and report (rules 63 to 65). Fixed by the Tribunal after consulting the parties.
The Forms I to XXIV annexed to the rules are the settlement (I), the union forms (II to IX), the notice of change (X), the arbitration agreement (XI), the authorisation (XII), the Tribunal member's oath (XIII), the Tribunal and recovery applications (XIV to XVIII), the notices and applications on strike, lock-out, retrenchment, closure and lay-off (XIX to XXII), compounding (XXIII) and the complaint (XXIV).
A worked example
Tawang Foods, an invented employer with a unit in Chapter X, plans to close its bottling plant. Under rule 51 it must apply in Form XXII for prior permission at least ninety days before the intended date of closure, stating the reasons, and send a copy at the same time to the workers' representatives. It displays the application at the main entrance. It should wait for the State Government's order; either side may seek review within thirty days of the order.
Common lapses
- Sending a strike or lock-out intimation to the Conciliation Officer later than five days.
- Treating Form XXI and Form XXII as interchangeable instead of using the form each rule prints.
- Omitting the copy of a permission application to workers or the notice-board display.
- Paying the re-skilling amount after the ten-day window.
- Not offering re-employment ten days ahead to workers retrenched within the prior year.
Need help with retrenchment, closure or a dispute?
Getting the form, the recipients and the timing right is what makes a closure or retrenchment application hold up. Our legal dispute resolution team can prepare the notices and represent you before the authorities.
Key takeaways
- Use Form X for a notice of change, Form XIX for strike, Form XX for lock-out, and report receipt or giving of a notice within five days.
- Closure permission in Chapter X establishments is applied for in Form XXII at least ninety days ahead.
- Orders on lay-off, retrenchment and closure permission may be reviewed within thirty days of the order.
- The re-skilling contribution is an amount equivalent to fifteen days of last drawn wages per retrenched worker, within ten days.
- Compounding follows a Form XXIII notice and a deposit within fifteen days of receipt.
Read next
- Industrial Relation (Arunachal Pradesh) Rules, 2021: Works Committee, trade unions and standing orders
- Code on Social Security (Arunachal Pradesh) Rules, 2021: boards, cess, authorities and vacancy reporting
- Notice of retrenchment, re-employment and closure under the Central Industrial Relations Rules, 2026
- Re-skilling fund contribution under the Central Industrial Relations Rules, 2026
Disclaimer: Based on the State or Union territory rules named above, as notified under the Labour Codes and consulted on 4 October 2026. Later amendments, State notifications, fees and forms should be checked in the State Gazette and on the State labour department website. This article is general information, not legal advice; check the official text before acting.