Rajasthan 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.
Rajasthan's rules on strikes, lock-outs, lay-off, retrenchment and closure turn the Code's broad duties into specific forms and time limits. The most practical points for an employer are the Forms to use, who gets copies, the ninety-day closure application and the payment into the re-skilling fund within ten days of a retrenchment. This article follows rules 44 to 55.
A strike notice is in Form-XV, a lock-out notice in Form-XVI, a retrenchment or closure notice in Form-XVII and a permission application in Form-XVIII. An employer who retrenches must transfer fifteen days of last drawn wages per worker to the State Government's account within ten days of retrenchment (rule 55). A closure permission application is made at least ninety days before the intended date (rule 53).
Which rule set this is
These are the Rajasthan Industrial Relation Rules, 2026, as notified by S.O.41 dated 12 August 2026 in the Rajasthan Gazette Extraordinary of the same date. Later amendments and State notifications under these rules should be checked in the State Gazette. Rule 1(3) says they come into force "on the date of their publication in the Official Gazette". The earlier procedure chapters are covered in arbitration, conciliation and tribunal procedure.
Our employment and labour law advisory team can plan a retrenchment or closure timetable around these steps. For the Central notice rules, see notice of strike and lock-out.
Strikes and lock-outs (rules 44 and 45)
| Notice | Rule | Form | Given by / to | Copies |
|---|---|---|---|---|
| Strike | 44 | Form-XV | Signed by the Secretary of the registered union, or by five elected workers' representatives where there is none; given to the employer | Conciliation officer, Labour Commissioner, Secretary to the Government (Labour Department Rajasthan) and District Magistrate |
| Lock-out | 45(1) | Form-XVI | By the employer to the Secretary of every registered union; displayed at the main entrance on a notice board or electronic board | Conciliation officer, Labour Commissioner, District Magistrate and Secretary to the Government |
Two intimations carry a five-day limit. An employer who receives a strike notice from an employee must intimate the conciliation officer and the Labour Commissioner within five days of receiving it (45(2)); an employer who gives a lock-out notice must do the same within five days of that notice (45(3)).
Retrenchment, re-employment and closure notices (rules 46 to 48)
- Retrenchment (rule 46). For a worker in continuous service of not less than one year, the employer gives notice in Form-XVII to the State Government and the Joint Labour Commissioner concerned, by email or by registered or speed post.
- Re-employment (rule 47). If a vacancy arises and workers were retrenched within one year before the proposal to fill it, the employer offers them the opportunity at least 15 days before, by registered or speed post and email, to such retrenched workers who are citizens of India. Those who show willingness get preference over others.
- Closure notice (rule 48). An employer intending to close an establishment gives notice in Form-XVII to the State Government with a copy to the Joint Labour Commissioner, by email or by registered or speed post.
The Central equivalents are in notice of retrenchment, re-employment and closure.
Prior permission in certain establishments (rules 49 to 54)
Chapter X deals with applications for permission under sections 78, 79 and 80 of the Code, which apply to establishments covered by that chapter of the Code. Each application is in Form-XVIII, states the reasons clearly, and a copy goes to the affected workers electronically and by registered or speed post. The application is also displayed on a notice board or electronic board at the main entrance.
| Matter | Rule | What is printed |
|---|---|---|
| Lay-off permission | 49 | Form-XVIII with reasons; copy to the worker concerned and displayed at the main entrance |
| Review of lay-off order | 50 | By the State Government, on its own motion or on application by the employer or any worker, within thirty days from the date of the order |
| Retrenchment permission | 51 | Form-XVIII with reasons; copy to the workers; displayed at the main entrance |
| Review of retrenchment order | 52 | Within thirty days from the date of the order |
| Closure permission | 53 | Form-XVIII, at least ninety days before the date closure is to take effect, with a simultaneous copy to the workers' representatives electronically and by registered or speed post |
| Review of closure order | 54 | Within thirty days from the date of the order |
For the Central procedures see application for lay-off, continuation and review and application for closure and review.
Worker re-skilling fund (rule 55)
Every employer who has retrenched a worker or workers under the Code must, within ten days from the date of retrenchment, transfer an amount equivalent to fifteen days of last drawn wages of each retrenched worker, electronically or otherwise, to the State Government's account. The name of that account is displayed on the website of the Labour Department of Rajasthan. The State Government transfers the amount to each worker's account within forty five days of receiving it, and the worker uses it for re-skilling. The employer also submits a list with the name of each retrenched worker, the fifteen-day amount for each and the bank account details. The Central rule is in the re-skilling fund contribution.
A worked example
Aravali Ceramics of Bikaner decides to retrench twelve workers, each with more than a year of service. HR head Sanjay sends the Form-XVII notice to the State Government and the Joint Labour Commissioner by email and registered post. Within ten days of the retrenchment he transfers fifteen days of last drawn wages for each worker to the account displayed on the Labour Department website, and sends the list with names, amounts and bank details. Months later a vacancy arises; he writes to the retrenched workers at least fifteen days before filling it and gives those who respond preference.
Common lapses
- Sending a strike or lock-out intimation to the conciliation officer after the five days.
- Using the wrong Form (XVII for a permission application, or XVIII for a notice).
- Filing the closure permission application less than ninety days before the intended date.
- Missing the ten-day payment into the re-skilling fund or leaving out bank details.
- Filling a vacancy without offering the retrenched workers a chance to return.
Need help with retrenchment or closure?
If a retrenchment or closure is planned in a Rajasthan establishment, our employment and labour law advisory team can map the forms, notices and time limits to your dates. Have the workforce list, wage records and any union correspondence ready.
Key takeaways
- Strike, lock-out, retrenchment and permission applications use Forms XV, XVI, XVII and XVIII respectively.
- A five-day intimation duty applies where a strike notice is received or a lock-out notice is given.
- A closure permission application must go in at least ninety days before the closure date.
- The State Government's review of a permission order is within thirty days.
- Retrenchment triggers a ten-day payment of fifteen days' last drawn wages per worker into the State's re-skilling fund account.
Read next
- Rajasthan Industrial Relation Rules: arbitration, conciliation and tribunal procedure
- Rajasthan Industrial Relation Rules: compounding of offences, protected workers and forms
- Central IR Rules: worker re-skilling fund contribution
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.