Jammu and Kashmir Industrial Relations Rules, 2026: the notification, commencement, the rules superseded, the Works Committee, the Grievance Redressal Committee and registration of trade unions

Jammu and Kashmir Industrial 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.

The Jammu and Kashmir Industrial Relations Rules, 2026 fill in the Industrial Relations Code, 2020 for establishments where the Government of Jammu and Kashmir is the appropriate Government. Chapters II and III decide how an employer sets up a Works Committee and a Grievance Redressal Committee, which union the employer must negotiate with, and how trade unions are registered, funded and audited. Employers who want a second view on their committees can use our employment and labour law advisory service.

The rules are the Jammu and Kashmir Industrial Relations Rules, 2026, as notified by SO-179 dated 23 June 2026. A Works Committee has at most twenty members, with workers' representatives not fewer than the employer's (rule 4). A Grievance Redressal Committee has equal members of employer and workers, not exceeding ten (rule 5). A single registered union is recognised as sole negotiating union if it keeps not less than ten per cent of the workers or one hundred workers, whichever is less, subject to a minimum of seven, as members (rule 18(2)).

Notification, commencement and what is superseded

The rules are the Jammu and Kashmir Industrial Relations Rules, 2026, as notified by SO-179 dated 23 June 2026 in the Jammu and Kashmir Official Gazette of the same date. Later amendments and State notifications under these rules should be checked in the State Gazette.

Rule 1(iii) reads: "They shall come into force on the date of their publication in the Official Gazette." The Gazette in which SO-179 appears is dated Srinagar, 23 June 2026. Rule 1(ii) extends the rules to "the territorial jurisdiction of Jammu and Kashmir".

The notification is made under section 99 of the Industrial Relations Code, 2020 and supersedes, "except as respects anything done or omitted to be done before such supersession", three earlier sets: the Jammu and Kashmir Trade Union Regulations, 1972; the Industrial Employment (Standing Orders) Jammu and Kashmir Rules, 1972; and the Industrial Disputes (Jammu and Kashmir State) Rules, 1972. For the Central rule-making power see section 99 of the Industrial Relations Code, 2020.

Rule 2 defines "electronically" as submission by email, by uploading on the designated portal or by digital payment in any mode, and "tribunal" as the Industrial Tribunal constituted under section 44 of the Code by the Government of Jammu and Kashmir. Throughout the rules, "electronically" is the default way of filing, so an employer should keep an email address and the designated portal in working order.

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Written agreement under rule 3

Rule 3 asks that a written agreement between employer and worker under clause (zi) of section 2, which can be a settlement before the Conciliation Officer, is in Form-I, signed by the parties, with a copy sent to the concerned Conciliation Officer.

Works Committee (rule 4)

The Central rule is explained in rule 5 of the Industrial Relations Central Rules. The Jammu and Kashmir text prints these points:

• Duty to constitute. An employer to whom an order under section 3(1) relates must "forthwith proceed to constitute" a Works Committee (rule 4(1)).
• Size. Total members not more than twenty; workers' representatives not fewer than the employer's representatives (rule 4(2)).
• Employer side. Nominated by the employer, as far as possible officials in direct touch with the working of the establishment (rule 4(3)).
• Worker side. The employer asks each registered trade union to state in writing how many workers are its members. A registered union chooses representatives in proportion to its membership; where there is no registered union, the workers choose among themselves (rule 4(4) and (5)). If the employer believes a union's figures are false, the employer may, after informing the union, refer the matter to the Assistant Labour Commissioner having jurisdiction, whose decision is final.
• Office-bearers. A Chairman nominated by the employer from the employer's representatives, as far as possible the head of the establishment; a Vice-Chairman elected by the workers' representatives; a Secretary and a Joint Secretary elected every year. If the Secretary comes from one side, the Joint Secretary comes from the other, and neither post may be held by a representative of the same side for two consecutive years. Ties are decided by a draw of lots (rule 4(6)).
• Term. Two years, except for a casual vacancy, which runs for the unexpired term. A member who is absent from three consecutive meetings without leave of the Committee loses membership (rule 4(7)).
• Meetings. At least once in three months. The Committee regulates its procedure at its first meeting (rule 4(10)).
• Facilities. The employer provides accommodation and the necessary facilities. Meetings are ordinarily in working hours and workers' representatives are deemed on duty while attending (rule 4(11)).

Grievance Redressal Committee (rules 5 to 7)

The Central text is in rules 6, 7 and 8 of the Central rules. Under the Jammu and Kashmir rules:

• The Committee has an equal number of employer and worker members, "which shall not exceed ten" (rule 5(1)).
• Worker members are chosen by the registered trade union, or by the workers where there is none. Women workers must have adequate representation, "not less than the proportion of women workers to the total workers" (rule 5(3)).
• Tenure is coterminous with the tenure of the registered union's members; where there is no registered union it is two years from the date the Committee is constituted.
• A worker's application names the worker, designation, employee code, department, length of service in years, category, address, contact number, the grievance and the relief sought. It may be sent electronically or otherwise and must be raised "within one year from the date on which the cause of action of such dispute arises" (rule 6).
• A worker aggrieved by the Committee's decision, or whose grievance is not resolved within thirty days of receipt, may apply to the conciliation officer through the official web portal of the Labour Commissioner, Jammu and Kashmir, or by registered or speed post, within sixty days (rule 7).

Trade unions (rules 8 to 26)

Rule 19 lists the objects on which the general funds may be spent, and rule 20 allows a separate fund for civic and political interests, to which no member may be compelled to contribute. Rule 23 sets out amalgamation: votes of at least one-half of the members of each union are recorded and at least sixty per cent of the votes recorded are in favour; notice is signed by the Secretary and seven members. Rule 24 divides the funds of a dissolved union in proportion to subscriptions contributed. Under rule 26 the Government may recognise a union or federation as State Trade Union by Gazette notification; a dispute about it goes to the Industrial Tribunal on an application by a federation having at least 10 registered unions as members, subject to a minimum membership of 1000 workers.

Employers should note that the Form-II printed in the rules serves the auditor's declaration, the statement of assets and liabilities and the annual return, so the union should file it with the sections relevant to each use.

Negotiating union or council (rule 18)

The Central rule is rule 9 of the Central rules. The Jammu and Kashmir version prints a different set of tests, and the employer must apply the State text:

• Matters to be negotiated (rule 18(1)): classification of workers; intimation of hours, holidays, pay-days and wage rates; shift working; attendance and late coming; leave and holidays; entry by certain gates and liability to search; closing and reporting of sections and temporary stoppages; termination and notice; suspension or dismissal for misconduct; redress against unfair treatment; and any other matter specified by notification.
• Sole negotiating union (rule 18(2)): where only one registered union operates, the employer recognises it, provided it "shall at all times continue to have not less than ten per cent of the workers or one hundred workers, whichever is less, subject to a minimum of seven" as members.
• More than one union (rule 18(3)): a union with fifty-one per cent or more of workers on the muster roll, verified by a committee with equal members from management and from the unions, is recognised. If none has that support, the employer constitutes a negotiating council of unions with the support of not less than twenty per cent of the verified muster roll, with one representative for each twenty per cent.
• Facilities (rule 18(4)): a notice board; a venue for discussions with the employer and among members; entry of office-bearers to learn about working conditions; deduction of subscription on the worker's written consent; on-duty treatment of office-bearers meeting the employer on the agreed schedule; and, for an establishment with three hundred or more workers, suitable office accommodation.

A worked example

Pir Panjal Woollens, an invented unit in Jammu, has 240 workers and one registered union with 30 members. The employer's Works Committee has eight employer representatives and eight worker representatives, meets quarterly, and the Vice-Chairman is elected by the workers' side. Because one union is registered and its members meet the test of ten per cent or one hundred workers, whichever is less, with a minimum of seven, the employer recognises it as sole negotiating union and must keep the facilities in rule 18(4)(i) to (vi). With 240 workers the office-accommodation duty does not arise.

Common lapses

• Constituting a Works Committee of more than twenty members, or with fewer worker representatives than employer representatives.
• Treating the Secretary and Joint Secretary posts as permanent instead of electing them every year.
• Taking membership figures from a union without asking in writing, as rule 4(4) requires.
• Leaving women workers without representation proportionate to their share in the Grievance Redressal Committee.
• Forgetting that the union's annual return is due by 31 July and the appeal period against the Registrar is sixty days.

Need help with committees and union recognition?

Setting up the two committees, checking union membership and applying the rule 18 tests are areas where early advice avoids disputes. Our employment and labour law advisory team can review your position with you.

Key takeaways

• The rules took effect on the date of their publication in the Gazette of 23 June 2026 and supersede three 1972 sets.
• Works Committee: maximum twenty, workers not fewer than employer; meets at least every three months.
• Grievance Redressal Committee: equal numbers, at most ten; worker application within one year.
• Sole negotiating union: ten per cent or one hundred workers, whichever is less, minimum seven; council at twenty per cent.
• Union returns by 31 July; subscription at least Rs. 30 monthly.

Read next

• Jammu and Kashmir Industrial Relations Rules, 2026: standing orders, notice of change, arbitration and conciliation
• Jammu and Kashmir Industrial Relations Rules, 2026: strike, lay-off, retrenchment, closure, compounding and Forms
• Section 2 of the Industrial Relations Code, 2020: definitions of appropriate Government and the authorities

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.