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.
An employer in Rajasthan who falls under the State's industrial relations rules must set up a Works Committee when the State Government orders it, and a Grievance Redressal Committee where the Code requires one. The rules print how members are chosen, how long they serve, who can vote and how a worker takes an unresolved grievance to a conciliation officer.
The Rajasthan Industrial Relation Rules, 2026 come into force on the date of their publication in the Official Gazette. A Works Committee has not more than twenty members, with workers' representatives at least equal to the employer's, and a three-year term (rule 4). The Grievance Redressal Committee has equal numbers of employer and worker members, not exceeding ten (rule 5). A grievance can be raised within one year of the cause of action (rule 6).
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.
The notification recites that a draft was published on 20 January 2026 under section 99 of the Industrial Relations Code, 2020, and that objections and suggestions were considered. Rule 1(2) says the rules extend to the whole of the State "in respect to the industrial establishments and matters for which the State Government is the appropriate Government". Rule 1(3) reads: "They shall come into force on the date of their publication in the Official Gazette." Under rule 2(1)(c), "electronically" means information submitted by email, by uploading on the designated portal or by digital payment in any mode.
Employers designing their bi-partite forums can get a neutral review from our employment and labour law advisory team. The Central rules on the same bodies are explained in the Works Committee constitution and representatives.
Memorandum of settlement (rule 3)
A settlement reached in conciliation, or a written agreement between employer and worker outside it, is recorded in Form-I. It is signed by the employer or authorised agent (or, for a company or body corporate, by its agent, manager or principal officer), and for workers by an office bearer of the trade union (President, Vice-President, Secretary, Joint Secretary, or another authorised office bearer) or by five workers' representatives duly authorised at a meeting. For a dispute with an individual worker, the employer and that worker sign.
Where the settlement arises in conciliation, the conciliation officer reports to the State Government with a copy. Where it arises otherwise, the parties jointly send a copy electronically or by speed or registered post to the Labour Commissioner and the conciliation officer. The conciliation officer keeps a register of settlements with serial number, industry, parties, date, remarks and whether it came through conciliation or mutual negotiation. A settlement on mutually agreed terms may be in a format other than Form-I, and the conciliation officer's signature is not needed on an agreement made outside conciliation.
Works Committee (rule 4)
Every employer to whom an order of the State Government under section 3(1) relates "shall forthwith proceed to constitute" a Works Committee. The main points as printed:
| Point | Rule 4 provision |
|---|---|
| Size | Not exceeding twenty members; representation for categories, groups, sections, shops or departments |
| Balance | Workers' representatives not less than employer's representatives |
| Women | Adequate representation, not less than the proportion of women workers to total workers |
| Employer's members | Nominated by the employer, as far as possible officials in direct touch with the working of the establishment |
| Workers' members | Nominated by the negotiating union; or by proportion among unions in a negotiating council; otherwise elected by workers |
| Candidate | Age not less than nineteen and service not less than one year (not applied to the first election in an establishment less than a year old) |
| Voter | Age not less than eighteen and continuous service of not less than six months |
| Nominations | At least three working days to file; election not earlier than three nor later than fifteen days after the closing date; election date notified at least seven days ahead |
| Nomination paper | Signed by the candidate and attested by at least two other voters of the group; scrutiny the day after the last date |
| Withdrawal | Within forty-eight hours of completion of scrutiny |
| Term | Three years; casual vacancy for the unexpired term |
| Meetings | As often as necessary but not less than once in three months |
The employer asks each registered trade union to state its number of members in writing. If a union does not reply within one month it is treated as if it did not exist, and if the employer thinks the figures are false the matter goes to the Labour Commissioner or another notified officer, whose decision is final. The employer may use an electronic platform for the worker election.
Office-bearers are a Chairman (nominated by the employer, ordinarily the head of the establishment), a Vice-Chairman elected by the workers' members, and a Secretary and Joint Secretary elected every year, who may not both come from the same side and may not hold the post for three consecutive years. A member who misses three consecutive meetings without leave forfeits membership. The employer provides accommodation and facilities; the committee ordinarily meets in working hours and workers' members are deemed on duty. The employer submits details of the committee's constitution and working as part of the unified annual return under the OSH Code rules (rule 4(20)). The State Government or an authorised officer may dissolve a committee for reasons recorded in writing, for example if it was not constituted as the rule requires.
Grievance Redressal Committee (rules 5 to 7)
The Grievance Redressal Committee has equal numbers of employer and worker members, not more than ten. Employer members are nominated, preferably heads of major departments. Worker members are nominated by the negotiating union or council in the same ways as for the Works Committee, or chosen by the workers where none exists; women must be adequately represented in proportion to their share of the workforce. The tenure is three years. A dispute about choosing the representatives, where there is no negotiating union or council, goes to the Labour Commissioner or Additional Labour Commissioner (I.R.), whose decision is final.
An aggrieved worker applies to the committee, electronically or otherwise, giving name, designation, employee code, department, length of service, category, address, contact number, grievance details and relief sought. The grievance may be raised within one year from the date on which the cause of action arises (rule 6).
If the worker is aggrieved by the committee's decision, or the committee has not resolved the grievance within thirty days of receiving the application, the worker may apply to the conciliation officer, electronically or by registered or speed post, within sixty days from the decision or from expiry of the section 4(6) period, through a trade union or otherwise (rule 7). The conciliation officer digitises a paper application. The Central position is in the Grievance Redressal Committee rules.
A worked example
Marwar Polymers of Jodhpur employs 400 people and is required to form a Works Committee. HR head Nisha sends each union a written request for membership figures. One union replies late, after a month, and the company treats it as non-existent for the election count, as the proviso allows. The company opens nominations for three working days, scrutinises papers the next day and gives seven days' notice of the election. Separately, a worker's grievance about a transfer goes to the Grievance Redressal Committee within the year.
Common lapses
- Setting up a Works Committee with fewer workers' representatives than the employer's.
- Giving less than three working days for nominations, or less than seven days' notice of the poll.
- Letting the Secretary or Joint Secretary hold office for three consecutive years.
- Not including committee details in the unified annual return.
- Ignoring the thirty-day limit within which the Grievance Redressal Committee must resolve a grievance.
Need help with bi-partite forums?
If a Works Committee or grievance panel must be set up or refreshed in a Rajasthan establishment, our employment and labour law advisory team can review the election timetable and the notice formats against the printed rules. Bring the State order, trade union details and workforce data.
Key takeaways
- The rules come into force on the date of publication in the Official Gazette (rule 1(3)).
- Works Committee: up to twenty members, workers at least equal to employer, three-year term, meeting at least every three months.
- Grievance Redressal Committee: equal numbers, not more than ten, three-year tenure.
- A worker may raise a grievance within one year and approach the conciliation officer within sixty days of the decision.
- Settlements are recorded in Form-I unless the parties agree another format.
Read next
- Rajasthan Industrial Relation Rules: trade union registration, fees, returns and negotiating union
- Rajasthan Industrial Relation Rules: standing orders and notice of change
- Central IR Rules: power to make rules under section 99
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.