Uttarakhand 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.
This article covers the dispute and separation chapters of the Uttarakhand Industrial Relation Rules, 2026 (rules 38 to 64): the arbitration agreement, conciliation and the Tribunal, strike and lock-out notices, retrenchment and closure notices and permission applications, the worker re-skilling fund, compounding of offences, protected workers and the Forms printed with the rules.
A retrenchment notice goes in Form-S at least 15 days before the proposed retrenchment (rule 47). A closure permission application in Form-T is made at least ninety days before the proposed closure (rule 54). After retrenchment the employer transfers fifteen days of last drawn wages per worker within ten days (rule 57). A Tribunal application in Form-M is made within 30 days (rule 41), and a Form-U compounding notice is answered within fifteen days (rule 58).
Which rule set this is
These are the Uttarakhand Industrial Relation Rules, 2026, as notified on 25 August 2026 (authorised English translation published in the Uttarakhand Gazette). 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 chapters are in standing orders and notice of change.
If a dispute has reached conciliation or the Tribunal, our legal dispute resolution team can assist with statements and forms. The Central rules are explained in the arbitration agreement and notification.
Notices and applications at a glance
| Matter | Rule | Form | Time limit as printed |
|---|---|---|---|
| Arbitration agreement | 38 | K | Signed by the parties with the arbitrator's consent |
| Non-party workers and employers may apply before arbitrators | 39 | Not stated | 45 days from the notification |
| Workers' authorisation where no union | 40 | L | Resolution by majority of concerned workers |
| Conciliation officer examines application | 41(1) | Not stated | Within 15 days of receipt |
| Tribunal application after failed conciliation | 41 | M | Within 30 days from the date of the report |
| Statement of claim | 41 | Not stated | Within thirty days of filing the application |
| Registration of settlement | 42, 43 | O, P | Application within one month of the settlement; registered and certificate issued within thirty days |
| Notice of strike | 45 | Q | Employer intimates the officers within fifteen days of receiving it |
| Notice of lock-out | 46 | R | Employer intimates within five days of the notice |
| Notice of retrenchment | 47 | S | At least 15 days before the proposed retrenchment |
| Permission for lay-off, retrenchment or closure | 50, 52, 54 | T | Closure: at least ninety days before |
| Review of a permission order | 51, 53, 55 | Not stated | Application within thirty days; disposal within two months |
| Compounding notice | 58 | U | Reply and deposit within fifteen days |
| Complaint under section 91 | 60 | V | With a copy for each opposite party |
Arbitration (rules 38 to 40)
The agreement is in Form-K, signed by the employer (or, for a body corporate, its authorised agent, manager or officer), for workers by an authorised union officer or by three authorised representatives, and for an individual worker by the worker or a union officer, with the arbitrator's consent in writing or electronically. If the State Government is satisfied that those making the reference represent the majority of each party, it publishes a notification in the Official Gazette, and employers and workers concerned but not party may apply before the arbitrators within a period of 45 days from the notification, by email, registered or speed post (rule 39). Where there is no union, workers choose a representative by a majority resolution in Form-L (rule 40).
Conciliation and the Tribunal (rules 41 to 44)
The conciliation officer, within 15 days of receiving an application, examines it and, if he finds fit, issues notice declaring his intention to begin conciliation; the employer or workers' representative submits a statement at the first meeting. During conciliation or Tribunal proceedings the employer may not, on a matter connected with the dispute, alter conditions of service to the workers' prejudice or discharge or punish a worker without the authority's written permission; on unconnected matters action is permitted under the standing orders, but a worker may be discharged only after a month's wages are paid and an application for approval is made, which the authority decides within thirty days. Protected workers have added protection. A worker owed money under a settlement or award may apply to the State Government for a recovery certificate to the Collector, as arrears of land revenue; for the Central rule see application for recovery of dues.
If the dispute is not settled, either party applies in Form-M before the Tribunal, or through registered post, within 30 days from the date of the report (the rule cites "sub-rule (2)" for the report, as printed). The Tribunal directs the party raising the dispute to file a statement of claim with documents, a list of witnesses, within thirty days of filing; it fixes the first hearing within one month of receipt; the opposite party files a written statement within thirty days of the first hearing; an extension of fifteen days may be given if the claim copy was not forwarded; evidence may be on affidavit with cross-examination. See conciliation proceedings.
A settlement through conciliation is sent for registration by the parties within one month of the settlement, with a copy of the memorandum affixed on the notice board for seven days before the application. The Conciliation Officer or the notified authority registers it in Form-O and issues a certificate in Form-P within thirty days of receipt, or refuses with reasons within thirty days, and intimates the Conciliation Officer and the Labour Commissioner, Uttarakhand within seven days (rule 43). An enforceable award binds all parties, successors and assigns of an employer, and all persons employed on the date of the dispute or later (rule 44).
Strikes and lock-outs (rules 45 and 46)
A strike notice is in Form-Q, given to the plant head or manager, signed by the secretary of the registered union or, where there is none, by one-third of the workers, with copies to the Conciliation Officer, the Regional Deputy Labour Commissioner, the Labour Commissioner and the State Government. The employer who receives a strike notice intimates those officers electronically within fifteen days. A lock-out notice is in Form-R, to the Secretary of every registered union with copies to the officers; if there is no union, the employer displays it at the main entrance and informs the workers' representatives on the works committee. The employer intimates a lock-out notice to the Conciliation Officer and the Regional Deputy Labour Commissioner within five days of the notice. See notice of strike and lock-out.
Retrenchment, re-employment and closure (rules 47 to 49)
For a worker in continuous service of not less than one year, the employer gives notice in Form-S to the State Government and the designated authority, by email and registered or speed post, at least 15 days before the proposed retrenchment. The employer pastes a seniority list for the category on the notice board at least seven days before the date. When a vacancy arises and workers were retrenched within one year before, citizens of India who have shown willingness get preference by seniority; the vacancy details are displayed at least fifteen days before filling and intimated to eligible workers by registered or speed post or email, with the exceptions for fewer vacancies, vacancies under one month and workers who do not respond, and the union is informed of the number and names (rule 48). A closure notice is in Form-S to the State Government, with copies to the Conciliation Officer, Regional Deputy Labour Commissioner and Labour Commissioner, and a copy of a closure permission application is served personally (or by registered post acknowledgement due) on the President or Secretary of every registered union and pasted at the main entrance (rule 49). The Central rules are in notice of retrenchment, re-employment and closure.
Permission applications and review (rules 50 to 55)
Applications for permission to lay off, retrench or close under sections 78 to 80 are in Form-T, state the reasons, are sent to the workers electronically and by registered post and are displayed in Hindi and English at the main entrance. For retrenchment the notice to the State Government is sent the same day as the worker's notice, on the date wages in lieu are paid, or at least one month before the date where an agreement fixes the termination date; the employer also takes the worker's signed address for re-employment intimation (rule 52). A closure permission application is made electronically at least ninety days before the proposed closure, with a copy to workers' representatives (rule 54). A review of a permission order may be started by the State Government on its own motion within one month and decided within two months, or on an employer's or worker's application made within thirty days of the order and decided within two months after a hearing (rules 51, 53 and 55). See application for lay-off and application for closure and review.
Re-skilling fund (rules 56 and 57)
Besides the employer's contribution, the fund receives voluntary contributions, including Corporate Social Responsibility money, and other sources in State general orders. Every employer who has retrenched a worker must, within ten days of retrenchment, electronically transfer fifteen days of last drawn wages per worker into the Fund account; the Labour Commissioner's, Deputy Labour Commissioner's or Assistant Labour Commissioner's office transfers it to each worker's account within forty-five days of retrenchment, and the employer submits a list with names, the fifteen-day amounts and bank details. The Central rule is in the re-skilling fund contribution.
Compounding, protected workers and miscellaneous rules (rules 58 to 64)
A compounding officer (for offences not yet prosecuted) sends a three-part Form-U notice through the department portal or otherwise: Part I names the accused, the offence and the amount; Part II states the consequences; Part III is the application. The notice carries a unique number. The accused sends Part III and deposits the amount within fifteen days of receipt; if compounded before prosecution no complaint is instituted, and after prosecution the Court discharges the accused on intimation (rule 58). The rule prints no amount.
Unions name protected workers before 30 April each year; the employer replies within fifteen days with the list recognised for twelve months; excess names are cut to the maximum and distributed in proportion to membership; a dispute goes to a Regional Deputy or Assistant Labour Commissioner, who reports to the Labour Commissioner, whose decision is final (rule 59). A complaint under section 91 is in Form-V (rule 60); authorisations to represent a worker or employer are in Form-L (rules 61 and 62); copies of Forms Q, R, S, T and U are shared electronically with the Director General, Labour Bureau in auto-mode (rule 63). Rule 64 repeals the U.P. Industrial Dispute Rules, 1957, the Industrial Employment (Standing Order) Rules, 1946, the U.P. Trade Union Regulations, 1927 and the Industrial Tribunal and Labour Court's Rules of Procedure, 1967 from the date these rules come into force, with things done deemed done under the corresponding provisions and section 6 of the General Clauses Act, 1897 applying. See composition of offence and protected workers in the Central rules.
Forms printed with the rules (list only)
Form-A (memorandum of settlement, rule 3), Form-B (auditor's declaration, rule 9), Form-C (application for registration of trade union, rule 12), Form-D (certificate of registration, rule 13), Form-E (register of trade unions, rules 13 and 14), Form-F (application to the Tribunal in a union dispute, rule 24), Form-G (annual return, rule 27), Form-H (register of certified standing orders, rule 35), Form-I (application to modify standing orders, rule 36), Form-J (notice of change of service conditions, rule 37), Form-K (arbitration agreement, rule 38), Form-L (authorisation, rules 40, 61 and 62), Form-M (application to the Tribunal, rule 41), Form-O (registration of settlement, rule 43), Form-P (certificate of registration of settlement, rule 43), Form-Q (strike notice, rule 45), Form-R (lock-out notice, rule 46), Form-S (retrenchment or closure notice, rules 47 and 49), Form-T (application for permission, rules 50, 52 and 54), Form-U (compounding notice, rule 58) and Form-V (complaint under section 91, rule 60).
A worked example
Shivalik Steel of Haridwar decides to retrench ten workers. HR head Rajeev sends the Form-S notice by email and registered post at least 15 days before the date, pastes the seniority list seven days before and, within ten days of the retrenchment, transfers fifteen days of last drawn wages per worker to the Fund, with the list and bank details. Months later he writes to the retrenched workers before filling a vacancy.
Common lapses
- Sending the Form-S notice less than 15 days before the retrenchment.
- Applying for closure permission less than ninety days ahead.
- Missing the ten-day payment into the re-skilling fund.
- Not intimating a strike notice within fifteen days or a lock-out notice within five days.
- Missing the fifteen-day window after a Form-U notice.
Need help with a dispute or separation?
If a retrenchment, closure or conciliation is under way, our legal dispute resolution team can prepare the Forms and notices against the printed time limits. Bring the workforce list, wage records and any union correspondence.
Key takeaways
- Retrenchment notice in Form-S at least 15 days ahead; closure permission in Form-T at least ninety days ahead.
- Re-skilling fund: fifteen days of last drawn wages per worker within ten days of retrenchment.
- Tribunal application in Form-M within 30 days; compounding notice reply within fifteen days.
- Strike notices are intimated within fifteen days, lock-out notices within five days.
- Protected workers are named before 30 April and recognised for twelve months.
Read next
- Uttarakhand Industrial Relation Rules: standing orders and notice of change
- Uttarakhand Industrial Relation Rules: trade union registration, returns and negotiating union
- Central IR Rules: Forms 14, 15 and 16
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.