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.
An employer in Uttarakhand who falls under the State's industrial relations rules must record a settlement in the prescribed form, form a Works Committee when the State Government orders it, and run a Grievance Redressal Committee in an establishment with twenty or more workers. This article covers rules 1 to 7 of the Uttarakhand Industrial Relation Rules, 2026.
The rules come into force on the date of their publication in the Official Gazette (rule 1(3)). A settlement is in Form A (rule 3). A Works Committee has not more than twenty members, workers' representatives at least equal to the employer's, and a three-year term (rule 4). A Grievance Redressal Committee in an establishment employing twenty or more workers has equal members, not exceeding ten (rule 5), and a grievance is raised within one year (rule 6).
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.
The notification recites that the draft was pre-published on 30 April 2026 under section 99(1) of the Industrial Relations Code, 2020, and that representations and objections were considered. Rule 1(2) says the rules extend to the whole of Uttarakhand State. Rule 1(3) reads: "It shall come into force on the date of their publication in the Official Gazette." Under rule 2, "electronically" means information submitted by email, uploading on the designated portal or digital payment in any mode.
Employers designing their bi-partite forums can obtain 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 conciliation, is in Form A. It is signed by the employer or authorised agent (or, for a company or body corporate, its representative, manager or principal officer), and for workers by a trade union President, Vice-President, Secretary (including General Secretary), Joint Secretary, another office bearer authorised by the President and Secretary, or five workers' representatives authorised at a meeting. In a dispute with an individual worker, the employer and that worker sign.
For a settlement in conciliation, the conciliation officer reports to the State Government with a copy. For one outside conciliation, 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 (serial number, industry, parties, date, remarks and whether conciliated or negotiated). Parties may agree a different format, and the conciliation officer's signature is not needed outside conciliation; a copy of a settlement reached outside conciliation must be sent to the conciliation officer.
Works Committee (rule 4)
Every employer to whom a State Government order under section 3(1) relates "shall forthwith proceed to constitute" a Works Committee.
| Point | Rule 4 provision |
|---|---|
| Size | Not exceeding twenty members; representation of categories, groups and sections or departments |
| Balance | Workers' representatives not less than the employer's |
| Women | Adequate representation, not less than the proportion of women workers |
| Employer's members | Nominated by the employer, as far as possible officials in direct touch with the establishment |
| Union figures | The employer asks each registered union to state its membership in writing; if the employer thinks the figures are false, the matter goes to the Deputy, Joint or Additional Registrar, who reports to the Labour Commissioner or registrar, whose decision is final |
| Workers' members | Nominated by the negotiating union; by proportion among unions in a negotiating council; otherwise elected by workers (electronic platform allowed) |
| Union silence | A union that does not furnish information within one month is treated as if it did not exist |
| Candidate | Not less than nineteen years of age with not less than one year of service (not applied to the first election in an establishment less than a year old) |
| Voter | Not less than eighteen years of age with not less than six months of continuous service |
| Schedule | At least three working days for nominations; election not earlier than three nor later than fifteen days after the closing date; notice of the election at least seven days in advance |
| Nominations | 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 scrutiny |
| Term | Three years; casual vacancy for the unexpired term; three consecutive meetings missed without leave ends membership |
| Meetings | As often as necessary but not less often than once in three months |
Office-bearers are a Chairperson (nominated by the employer, as far as possible the head of the establishment), a Vice-Chairperson elected by the workers' members, and a Secretary and Joint Secretary elected every year, one from each side, with neither side holding either post for three consecutive years; only workers' representatives vote for the worker-side post. A tie is settled by lottery. The employer provides a meeting place 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 by a reasoned written order, for example if it was not constituted as the rule requires or two-thirds of workers' representatives have without reasonable justification missed three consecutive meetings, and the employer then reconstitutes it if required. See also the Central grievance committee rules.
Grievance Redressal Committee (rules 5 to 7)
In an establishment employing twenty or more workers, 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, with adequate representation of women in proportion to their share of the workforce; tenure is three years. A dispute about choosing representatives, where there is no negotiating union or council, goes to the Labour Commissioner, 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, within one year from the date the cause of action arose (rule 6). If the worker is aggrieved by the decision, or the grievance is not resolved within thirty days of the application, the worker may apply to the conciliation officer of the area within sixty days from the decision or from the expiry of the section 4(6) period, by registered or speed post, electronically, through a union or in person (rule 7). The conciliation officer digitises a paper application and informs the worker.
A worked example
Kumaon Auto Parts of Rudrapur employs 320 people, and the State has ordered a Works Committee. HR manager Sunita writes to each union for membership figures, treats a union that does not reply in one month as not existing for the exercise, gives four working days for nominations and notifies the poll eight days ahead. Separately, a worker's complaint about a shift change goes to the Grievance Redressal Committee within the year.
Common lapses
- Constituting a Works Committee with fewer workers' representatives than the employer's.
- Giving fewer than three working days for nominations or fewer than seven days' notice of the poll.
- Letting the same side hold the Secretary or Joint Secretary post for three consecutive years.
- Leaving out committee details from the unified annual return.
- Not having a Grievance Redressal Committee in an establishment with twenty or more workers.
Need help with bi-partite forums?
If a Works Committee or grievance panel must be set up or refreshed in an Uttarakhand establishment, our employment and labour law advisory team can review the election timetable and notices against the printed rules. Bring the State order, union details and workforce data.
Key takeaways
- The rules apply from the date of publication in the Official Gazette (rule 1(3)).
- Settlements are in Form A unless the parties agree another format.
- Works Committee: up to twenty members, workers at least equal to the employer, three-year term, meeting at least every three months.
- Grievance Redressal Committee: establishments with twenty or more workers, equal members not exceeding ten.
- A grievance may be raised within one year and taken to the conciliation officer within sixty days of the decision.
Read next
- Uttarakhand Industrial Relation Rules: trade union registration, returns and negotiating union
- Uttarakhand 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.