First Schedule 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 First Schedule lists the eleven matters that standing orders under the Code must provide for. It is the checklist an employer's standing orders are drafted against, and the certifying officer tests a draft against it under section 30. The heading cross-refers to sections 2(zj), 30(1) and (6) and 101(1).
The First Schedule has eleven items: classification of workers (including fixed term employment), hours and pay days, shift working, attendance, leave, gate entry and search, closing of sections and temporary stoppages, termination notice, suspension or dismissal for misconduct, redress against unfair treatment, and any other matter specified by the appropriate Government by notification. The Central Government can amend the list under s.101(1). Standing orders that leave out a listed matter are incomplete against the Schedule.
The eleven matters at a glance
| No. | Matter |
|---|---|
| 1 | Classification of workers: permanent, temporary, apprentices, probationers, badlis or fixed term employment |
| 2 | Manner of intimating to workers periods and hours of work, holidays, pay-days and wage rates |
| 3 | Shift working |
| 4 | Attendance and late coming |
| 5 | Conditions of, procedure in applying for, and the authority which may grant, leave and holidays |
| 6 | Requirement to enter premises by certain gates, and liability to search |
| 7 | Closing and reporting of sections of the establishment, temporary stoppages of work, and the rights and liabilities of the employer and workers arising from them |
| 8 | Termination of employment, and the notice to be given by employer and workers |
| 9 | Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct |
| 10 | Means of redress for workers against unfair treatment or wrongful exactions by the employer or his agents or servants |
| 11 | Any other matter specified by the appropriate Government by notification |
Where the Schedule is used
The heading of the Schedule reads "". The link with standing orders has three parts:
- s.2(zj) is the definition section reference for standing orders, so the Schedule gives the definition its content (see section 2 on trade union, settlement and other terms).
- s.30(1) and (6) deal with draft standing orders and their certification (see section 30). A draft has to provide for every matter in the Schedule that applies to the establishment.
- s.101(1) lets the Central Government amend the Schedule by notification (see sections 100 and 101).
Where the Model Standing Orders apply, see sections 28 and 29. Employers drafting or updating standing orders can use this list as a gap check, and our labour law compliance team can help you map each item to your policy and find what is missing.
Item by item
Items 1 to 5: who, when and how long
Item 1 requires the standing orders to classify workers. The listed categories are permanent, temporary, apprentices, probationers, badlis, and fixed term employment. The Code therefore expects a fixed term category to be visible in the standing orders, not left to the appointment letter alone. (For the definition, see section 2 on employer, worker and fixed term employment.)
Item 2 covers the manner of intimating periods and hours of work, holidays, pay-days and wage rates. Item 3 covers shift working. Item 4 covers attendance and late coming. Item 5 covers leave and holidays, including "the authority which may grant leave". The standing orders should therefore name who grants leave, not only the days allowed.
Items 6 and 7: premises and stoppages
Item 6 covers the "requirement to enter premises by certain gates, and liability to search". Item 7 covers closing and reporting of sections, temporary stoppages, and the rights and liabilities that arise. A plant that shuts a section for a day for repairs should be able to point to the standing order that says what workers are entitled to in that case. (Lay-off itself is a separate subject under Chapter IX of the Code.)
Items 8 and 9: exit and discipline
Item 8 covers termination of employment and "the notice thereof to be given by employer and workers". The notice is required from both sides. Item 9 covers suspension or dismissal for misconduct and "acts or omissions which constitute misconduct". Standing orders therefore have to define misconduct. For suspension pending an enquiry, see sections 38 and 39.
Items 10 and 11: redress and catch-all
Item 10 covers "means of redress for workers against unfair treatment or wrongful exactions by the employer or his agents or servants". Item 11 lets the appropriate Government add "any other matter" by notification. Because item 11 is tied to the appropriate Government, State-specific additions are possible in establishments under the State.
Drafting points for employers
- Check each item against your current standing orders. A missing item is a gap the certifying officer may raise when the draft is examined under section 30.
- Keep the fixed term category distinct in item 1, since it is named in the list.
- Name the authority for leave (item 5) and the notice period for both sides (item 8).
- Define misconduct in item 9 with the acts or omissions you intend to rely on later. Disciplinary action depends on what the certified orders say.
- Read the Schedule with the Central Rules on model and draft standing orders. The Rules apply to Central-sphere establishments; where the State Government is the appropriate Government, the State's own rules apply.
Practical example
Example (invented). A services company with 120 employees drafts standing orders. Its draft covers hours, leave and notice for termination but says nothing on search at gates or on temporary stoppages. Checked against the Schedule, items 6 and 7 are missing, and item 1 lists only permanent, temporary and probationers. The company adds items 6 and 7 and a fixed term category before submitting the draft for certification.
Need help checking your standing orders against the Schedule?
Standing orders that track the eleven items are easier to certify and easier to apply in a disciplinary matter. Our labour law compliance team can review your draft against the First Schedule and the applicable rules.
Key takeaways
- The First Schedule lists eleven matters for standing orders.
- Item 1 names fixed term employment among the categories of workers.
- Item 8 requires notice of termination from employer and workers.
- Item 9 requires standing orders to say what amounts to misconduct.
- Item 11 lets the appropriate Government specify further matters by notification.
- The Central Government can amend the Schedule under s.101(1).
Read next
- Section 30: preparation and certification of draft standing orders
- Section 28-29: application of standing orders and Model Standing Orders
- Third Schedule: conditions of service requiring notice of change
- Industrial disputes under the new labour codes: IR Code 2020
Disclaimer: Based on the Industrial Relations Code, 2020 (as enacted) and, where noted, the Industrial Relations (Central) Rules, 2026 (G.S.R. 342(E), 8 May 2026), as on 30 September 2026. The Code is in force from 21 November 2025; some provisions may be notified later, and State Governments make their own rules for establishments where the State is the appropriate Government. Verify the current position before acting.