Model Standing Orders Format 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.
Standing orders are the written service rules of an industrial establishment: how workers are classified, how attendance, leave and shifts work, what counts as misconduct and how a worker is disciplined or leaves. Under the Industrial Relations Code, 2020 an employer either adopts the model standing orders of the Central Government or prepares his own draft. This article gives a specimen for a manufacturing unit and explains each part.
Chapter IV of the Industrial Relations Code, 2020 applies to an establishment where three hundred or more workers are, or were on any day of the preceding twelve months, employed. The employer issues the standing orders. Every draft must cover all the matters in the First Schedule and must not be inconsistent with the Code. An employer who adopts the Central model is treated as having certified standing orders, but must inform the certifying officer. The specimen follows a manufacturing-sector model circulated in draft form; check the notified text before you adopt it.
When you need standing orders
You need them when your establishment crosses the three-hundred-worker threshold and is not exempted under section 28 of the Code, and when you change shifts or the disciplinary procedure. A draft model is not law until it is notified. Check the model standing orders notified by the Central Government, and the Industrial Relations (Central) Rules, 2026, before you rely on any clause. For help adapting a model to your unit, see our labour law compliance service.
What the Code requires of an employer
- Section 29: the Central Government makes model standing orders on conditions of service and incidental matters.
- Section 30: the employer prepares draft standing orders within six months from commencement of the Code (stated as 21 November 2025), based on the model for the First Schedule matters, adding any other matter suited to the establishment that is not inconsistent with the Code.
- Consultation: the draft is discussed with the trade unions, the recognised negotiating union or members of the negotiating council, then sent to the certifying officer.
- Adoption of the model: the adopted model is deemed certified; the employer forwards the information to the certifying officer, who may direct amendment within the prescribed period.
- Modifications: a draft of the changes is forwarded for certification within six months from the date the Chapter becomes applicable.
The First Schedule covers classification of workers, hours and pay intimation, shifts, attendance, leave, gate entry and search, stoppages, termination and notice, misconduct and discipline, and redress against unfair treatment; Governments may notify more.
Our explainers cover each step: application and model standing orders, preparation and certification, operation, duration and modification and the First Schedule matters.
Specimen standing orders format
STANDING ORDERS FOR WORKERS
(Manufacturing establishment at , )
1. TITLE AND MEANINGS
1.1 These are the Standing Orders of . They apply from to every worker in every unit of the establishment.
1.2 "Code" means the Industrial Relations Code, 2020. "Habitual" means committing misconduct or more times in the preceding months. Words defined in the Code carry the Code's meaning.
2. CLASSES OF WORKERS
2.1 Workers are: (a) permanent; (b) temporary; (c) apprentices; (d) probationers; (e) badlis; (f) fixed term; (g) casual.
2.2 A probationer is provisionally employed against a permanent vacancy; probation of may be extended once by after written assessment, and a probationer who completes it is permanent.
2.3 A badli replaces a temporarily absent permanent worker or probationer and ceases to be a badli as the Code or the Rules provide.
2.4 A fixed term worker is engaged by written contract for a fixed period; hours, wages and benefits are not less than those of a permanent worker doing similar work, and statutory benefits apply in proportion to service.
3. IDENTITY CARD AND NOTICES
3.1 Every worker holds an identity card, wears it during work, may not transfer it, and returns it on leaving.
3.2 Hours, shift timings, holidays, pay-days and wage rates are displayed on the notice board and in ; any change is displayed before it takes effect.
4. SHIFTS, ATTENDANCE AND LEAVE
4.1 More than one shift may be worked and workers may be moved between shifts. Starting, altering or discontinuing a shift needs days' written notice in Form (i), displayed and sent to any registered union, except under an agreement, a Government order or an emergency handled in consultation with the Grievance Redressal Committee.
4.2 Workers record attendance at the start and end of each shift through ; no worker uses another's card; late entry needs the manager's permission; habitual lateness or absence attracts wage deduction as the wage law permits.
4.3 Leave is not a right. Apply at least days ahead to ; the order is communicated in writing before the leave starts and a refusal states reasons. Casual leave is up to days a year. No worker takes other work for gain while on leave.
5. WAGES AND RECORDS
5.1 Wages are paid within the periods the wage law prescribes, by credit to the bank account; dues on dismissal, retrenchment or resignation within working days; wage slips are issued and deductions follow the law.
5.2 A service card in Form (ii) is kept for each worker; a service certificate is issued within days of leaving; date of birth is recorded on the documents listed in and is then the sole evidence of age for service.
6. CONFIRMATION, RETIREMENT AND TRANSFER
6.1 Eligible workers are confirmed by letter; the service card is updated within days.
6.2 Retirement age is as agreed in writing or fixed by settlement or award, failing which years.
6.3 A worker may be transferred under the transfer policy, to work the worker can do, without loss of wages, grade or continuity of service, on reasonable notice and joining time with travelling allowance; a transfer to another State needs consent or a specific term in the appointment letter.
7. MEDICAL, CONFIDENTIALITY AND EXCLUSIVE SERVICE
7.1 Immediate medical aid for work injury is arranged at the employer's cost; medical examination is arranged as the appointment terms state; a worker with an infectious disease informs the manager and stays away until cleared.
7.2 No worker takes property or records off the premises, or discloses trade secrets, without written permission.
8. STOPPAGE AND TERMINATION
8.1 The employer may stop any section for fire, breakdown, power failure, disaster, epidemic or other cause beyond control; affected workers are told when work resumes; detention up to one hour is unpaid and beyond one hour is paid.
8.2 A permanent worker's employment ends on notice or wages in lieu. Temporary, casual, probationary, badli and fixed-term workers need no notice when the engagement expires, but a temporary worker is not terminated as punishment without a chance to answer the charge. Dues are paid within working days.
9. MISCONDUCT AND ENQUIRY
9.1 Misconduct includes: theft, fraud or dishonesty; bribery; wilful disobedience; habitual lateness or absence; disorderly behaviour on duty; habitual neglect; wilful damage; sleeping on duty; slowing down work; accepting gifts from subordinates; conviction for an offence involving moral turpitude; absence beyond days without permission; false information at recruitment; leaving work without permission; threats or assault; inciting violence; abetment; a strike without lawful notice; disclosing confidential information; refusing a charge-sheet; refusing protective equipment; false reimbursement claims; sexual harassment as the applicable Act defines it.
9.2 A worker may be suspended by written order pending enquiry, with reasons within days, and paid subsistence allowance at of last drawn wages for the first days and at a higher rate thereafter if delay is not the worker's doing, provided the worker takes no other employment.
9.3 The worker may appear in person or through a union office-bearer or co-worker; the enquiry is recorded in the language the worker prefers and completed within days, extendable for recorded reasons.
9.4 If guilty, the worker answers the proposed penalty before an order of dismissal, suspension, fine, stoppage of increment or reduction in rank; gravity and record are weighed; a copy of the order is supplied. If not guilty, the suspension period counts as duty with wages less subsistence allowance.
9.5 Appeal lies to within days, decided within days after hearing. Sexual harassment complaints go to the Internal Committee under the applicable Act.
10. GRIEVANCES, OBSERVANCE AND DISPLAY
10.1 Complaints about unfair treatment go to , with an appeal to the employer; an individual dispute may go to the Grievance Redressal Committee as the Code and Rules provide.
10.2 Management is responsible for due observance of these Standing Orders and every worker shall observe them.
10.3 Where the Central model is adopted, informs the certifying officer electronically of the date of adoption; the orders apply to all units. A copy in is displayed on the notice board and .
For
,
SCHEDULE: Form (i) Notice of change in shift working; Form (ii) Service card.Clause-by-clause explanation
| Clause | What it does | Drafting tip |
|---|---|---|
| 1 Title, meanings | Fixes coverage and ties undefined terms to the Code | Define "habitual" with numbers |
| 2 Classes | Sorts workers by engagement type | Match each class to the First Schedule head |
| 3-4 Notices, shifts, attendance, leave | Gives advance notice of hours and shift changes | Keep periods as placeholders until the notified text is confirmed |
| 5 Wages, records | Refers pay rules to the wage law, creates the service card | Do not restate statutory rates |
| 6 Confirmation, retirement, transfer | Sets service milestones and transfer limits | Use a written transfer policy |
| 8 Stoppage, termination | Handles stoppages and end of service | State who gets notice and who does not |
| 9 Misconduct and enquiry | Lists misconduct, suspension, hearing, penalty, appeal | Every punishment follows a recorded hearing |
| 10 Grievance, display | Links to redress and certification | Display in the languages workers read |
The law behind it
The framework is Chapter IV of the Industrial Relations Code, 2020 (including sections 28, 29, 30, 33, 34 and 35) and the First Schedule. The old 1946 Act model is no longer the reference point; do not copy clauses written for it. Wage, social security, safety and harassment laws are named inside the orders; read the current text of each before you quote a period or figure.
Execution, certification and display
The authorised signatory signs and dates the orders. If you adopt the Central model, send the adoption information to the certifying officer electronically; if you prepare your own draft, consult the unions first and then forward it for certification. Display certified orders in the workers' languages. The orders are not a deed; for stamp duty on other instruments see our stamp duty overview.
Common mistakes
- Copying clauses written for the 1946 Act model instead of the Code.
- Leaving out a First Schedule matter.
- Including a clause inconsistent with the Code or a wage or safety law.
- Skipping consultation with the union or negotiating council.
- Treating a draft model as the notified model.
- Suspending without written reasons or a hearing.
- Forgetting that adoption of the Central model must still be reported to the certifying officer.
Need help with standing orders?
If you must prepare, adopt or amend standing orders and want the wording checked against the Code and Rules, our team can review the draft and the certification steps. See labour law compliance for how we help. For related employment documents see our employment renewal agreement format.
Key takeaways
- Chapter IV applies from three hundred workers.
- Cover every First Schedule matter and stay consistent with the Code.
- Adopting the Central model is deemed certification but must be reported.
- A model printed in draft form must be checked against the notified text.
- Misconduct action needs a written order, hearing and appeal route.
Read next
- Application of standing orders and model standing orders (sections 28-29)
- Preparation and certification of draft standing orders (section 30)
- Model standing orders and forwarding of information: Central Rules, rule 10
- Distributorship agreement format
Disclaimer: This specimen is a general model for information. Every document must be adapted to its facts and to the law, rules and forms in force when it is signed or filed; stamp duty, registration and court fees depend on the State and the forum. This article is general information, not legal advice; check the official text before acting.