{"id":3080,"date":"2026-03-19T17:25:13","date_gmt":"2026-03-19T11:55:13","guid":{"rendered":"https:\/\/www.sgcms.com\/regulatory-updates\/?p=3080"},"modified":"2026-03-19T17:26:05","modified_gmt":"2026-03-19T11:56:05","slug":"uttar-pradesh-draft-labour-codes","status":"publish","type":"post","link":"https:\/\/www.sgcms.com\/regulatory-updates\/uttar-pradesh-draft-labour-codes\/","title":{"rendered":"Uttar Pradesh Draft Labour Codes"},"content":{"rendered":"<h3><strong> UP Industrial Relations Rules, 2026<\/strong><\/h3>\n<p><strong>Notification No. 251\/36-2-2026, dated 10 March 2026<\/strong>\u200b<\/p>\n<p>These rules supersede four older UP laws: the UP Industrial Employment Standing Orders Rules, 1946; UP Trade Union Regulation, 1927; Industrial Disputes UP Rules, 1976; and UP Industrial Relations Rules, 2021. They are framed under Section 99 of the\u00a0<strong>Industrial Relations Code, 2020 (Act No. 35 of 2020)<\/strong>\u00a0and apply to the entire state of Uttar Pradesh.\u200b<\/p>\n<p><strong>Key Provisions<\/strong><\/p>\n<p><strong>Bi-Partite Forums (Works Committee &amp; Grievance Redressal Committee)<\/strong><\/p>\n<ul>\n<li>Works Committees are mandatory for applicable establishments, with a maximum of\u00a0<strong>20 members<\/strong>; worker representatives must not be fewer than employer representatives, and women workers must have proportional representation\u200b<\/li>\n<li>Members must be at least\u00a0<strong>19 years old<\/strong>\u00a0with\u00a0<strong>1 year of service<\/strong>\u00a0to contest; voters must be\u00a0<strong>18+ years<\/strong>\u00a0with\u00a0<strong>6 months of service<\/strong>\u200b<\/li>\n<li>The Grievance Redressal Committee must have\u00a0<strong>equal employer and worker representation (max 10 members)<\/strong>\u00a0in establishments with 20+ workers; tenure is\u00a0<strong>3 years<\/strong>\u200b<\/li>\n<li>A worker must file a grievance within\u00a0<strong>1 year<\/strong>\u00a0of the cause of action; if unresolved within 30 days, appeal lies to the Conciliation Officer within\u00a0<strong>60 days<\/strong>\u200b<\/li>\n<\/ul>\n<p><strong>Trade Unions<\/strong><\/p>\n<ul>\n<li>Annual subscription for organized sector: up to \u20b9100 (ordinary member), \u20b9200 (honorary member); for unorganized sector: \u20b950 and \u20b9100 respectively\u200b<\/li>\n<li>Annual audit is mandatory; unions with total receipts below \u20b950,000 may have internal two-member audits\u200b<\/li>\n<\/ul>\n<p><strong>Standing Orders<\/strong><\/p>\n<ul>\n<li>Employers adopting Model Standing Orders must intimate the Certifying Officer; if no observation is raised within\u00a0<strong>30 days<\/strong>, the orders are deemed certified\u200b<\/li>\n<li>Certified standing orders must be displayed at the establishment&#8217;s main entrance and may be posted on the designated portal\u200b<\/li>\n<li>Modification applications must be submitted electronically or by registered post and include a tabular statement with reasons\u200b<\/li>\n<\/ul>\n<p><strong>Industrial Tribunal<\/strong><\/p>\n<ul>\n<li>Judicial members appointed from serving\/retired High Court Judges or District Judges (min. 3 years experience); Administrative members from IAS or UP Labour Services (min. 3 years)\u200b<\/li>\n<li>A Selection Committee headed by the\u00a0<strong>Chief Justice of Allahabad High Court<\/strong>\u00a0recommends candidates; term is\u00a0<strong>3 years<\/strong>\u00a0or until age 65, whichever is earlier\u200b<\/li>\n<\/ul>\n<p><strong>Strikes, Lock-outs, Lay-offs &amp; Retrenchment<\/strong><\/p>\n<ul>\n<li>Employers must give\u00a0<strong>14 days&#8217; notice<\/strong>\u00a0for strikes\/lock-outs; notice must be submitted electronically and also displayed on a notice board\u200b<\/li>\n<li>For lay-off, retrenchment, or closure, detailed financial and operational data (production records, audit reports for 3 years, order book position, etc.) must accompany permission applications\u200b<\/li>\n<li>Copies of Forms XXVIII, XXIX, XXX, XXXI, and XXXII are auto-shared electronically with the\u00a0<strong>Director General, Labour Bureau<\/strong>\u200b<\/li>\n<\/ul>\n<p><strong>Worker Re-Skilling Fund &amp; Miscellaneous<\/strong><\/p>\n<ul>\n<li>Protected workers in each Trade Union must be communicated to employers before\u00a0<strong>30th April<\/strong>\u00a0every year\u200b<\/li>\n<li>All records, registers, and forms must be maintained\u00a0<strong>electronically<\/strong>\u00a0in addition to physical copies<\/li>\n<\/ul>\n<p>\u200b<\/p>\n<hr \/>\n<h3><strong>UP Social Security Code Rules, 2026<\/strong><\/h3>\n<p><strong>Notification No. 427\/36-3-2026, dated 09 March 2026<\/strong>\u200b<\/p>\n<p>These rules are framed under the\u00a0<strong>Code on Social Security, 2020 (Act No. 36 of 2020)<\/strong>\u00a0and supersede multiple earlier UP laws including the ESI Rules (1975), Gratuity Rules (1972\/1983), Maternity Benefit Rules (1966), and Building &amp; Other Construction Workers Rules (2009\/2016\/2021).\u200b<\/p>\n<p><strong>Key Provisions<\/strong><\/p>\n<ul>\n<li>The rules consolidate procedures for\u00a0<strong>EPF, ESI, gratuity, maternity benefit, and building\/construction worker welfare<\/strong>\u00a0under a single framework\u200b<\/li>\n<li><strong>Gratuity-related forms<\/strong>\u00a0(Rules 30\u201335) cover applications for gratuity, commutation, nominations, and appeals \u2014 referencing Sections 53\u201358 of the Code\u200b<\/li>\n<li><strong>ESIC\/health benefits<\/strong>\u00a0(Rules 45\u201356) detail entitlements including sickness benefit (Section 49), maternity benefit (Section 51), and disablement benefits; claim procedures require prescribed forms and timelines\u200b<\/li>\n<li><strong>Building &amp; Construction Worker Cess<\/strong>\u00a0\u2014 Form 37 covers cess computation with fields for CPWD\/RERA registration, overdue cess, and penalty\u200b<\/li>\n<li><strong>Employment Information Return (EIR)<\/strong>\u00a0under Rule 93(6) requires employers to report workforce data through NCS portals, including details of SC\/ST\/OBC\/EWS\/Ex-Servicemen\/PWD categories\u200b<\/li>\n<li>Pension and commutation rules (Rules 59\u201363) govern\u00a0<strong>EPS pension commencement<\/strong>, reduced pension at age 50, commutation of pension, and family pension calculations \u2014 referencing Sections 72\u201376\u200b<\/li>\n<li>Inspector-cum-Facilitators are empowered under Rule 82\u201383 for inspection of premises, and all proceedings may be initiated\u00a0<strong>electronically<\/strong><\/li>\n<\/ul>\n<p>\u200b<\/p>\n<hr \/>\n<h3><strong>Uttar Pradesh Code on Wages Rules, 2026<\/strong><\/h3>\n<p>The UP Wages Rules operationalise the Code on Wages, 2019 for the state. Key features include:<\/p>\n<ul>\n<li><strong>Wage Advisory Board<\/strong>: The state will constitute an Advisory Board with representation from employers, workers, and independent members to advise on minimum wage revisions.<\/li>\n<li><strong>Minimum wages<\/strong>: UP will notify its own minimum wage schedule for different categories of workers \u2014 unskilled, semi-skilled, skilled, and highly skilled \u2014 across sectors. Rates vary based on skill and geography.<\/li>\n<li><strong>50% Basic Wage Rule<\/strong>: Consistent with the Central Code, total allowances cannot exceed 50% of gross remuneration. Employer PF and statutory bonus count within the 50%; gratuity, ESI, and HRA do not.<\/li>\n<li><strong>Overtime<\/strong>: Paid at 2\u00d7 ordinary wages. Daily wage for OT = monthly wages \u00f7 26.<\/li>\n<li><strong>Claims and appeals<\/strong>: A claims officer and appellate authority are designated for wage-related disputes.<\/li>\n<li><strong>Inspector-cum-Facilitator<\/strong>: The enforcement model replaces traditional inspectors with facilitators who also have an advisory role.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/>\u00a0<a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/UttarPradeshcodeonWagesRules_2026-1.pdf\">UttarPradeshcodeonWagesRules_2026 (1)<\/a><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/>\u00a0<a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/IndustrialRelationsRules_2026.pdf\">IndustrialRelationsRules_2026<\/a><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/>\u00a0<a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/SocialSecurityCodeRules_2026-1.pdf\">SocialSecurityCodeRules_2026 (1)<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>UP Industrial Relations Rules, 2026 Notification No. 251\/36-2-2026, dated 10 March 2026\u200b These rules supersede four older UP laws: the UP Industrial Employment Standing Orders Rules, 1946; UP Trade Union Regulation, 1927; Industrial Disputes UP Rules, 1976; and UP Industrial Relations Rules, 2021. They are framed under Section 99 of the\u00a0Industrial Relations Code, 2020 (Act&hellip; <a class=\"more-link\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/uttar-pradesh-draft-labour-codes\/\">Continue reading <span class=\"screen-reader-text\">Uttar Pradesh Draft Labour Codes<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":2815,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[109,110],"tags":[54,105,106,104],"class_list":["post-3080","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-codes","category-labour-codes-compliance","tag-compliance","tag-new-labour-code","tag-wage-code","tag-wages","statesofindia-uttar-pradesh","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Uttar Pradesh Draft Labour Codes - Regulatory Updates by SGCMS<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/uttar-pradesh-draft-labour-codes\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Uttar Pradesh Draft Labour Codes - Regulatory Updates by SGCMS\" \/>\n<meta property=\"og:description\" content=\"UP Industrial Relations Rules, 2026 Notification No. 251\/36-2-2026, dated 10 March 2026\u200b These rules supersede four older UP laws: the UP Industrial Employment Standing Orders Rules, 1946; UP Trade Union Regulation, 1927; Industrial Disputes UP Rules, 1976; and UP Industrial Relations Rules, 2021. 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