Collective Bargaining, Settlements and Strikes
For employers dealing with unions under the Industrial Relations Code: recognising the negotiating union or council after verification, recording a bipartite settlement and sending it to the authorities, logging strike and lock-out notices against the section 62 timelines with a day-count workbook, and replying to the conciliation officer.
- 34 pages
- 597
- Word, PDF and Excel
- 30 October 2026
- 30 October 2026
The 4 formats inside
- 1Recognition of the negotiating union or negotiating councils.14, IR Code 2020 · rule 9, IR (Central) Rules 2026 · S.O. 2996(E) dated 11.06.2026On its own₹149
- 2Memorandum of settlement in the course of bipartite negotiation, with the forwarding letters.2(zi), ss.57, 58 and 62(1)(g), IR Code 2020 · rule 4 and Form I, IR (Central) Rules 2026On its own₹149
- 3Register of strike and lock-out notices, and report to the appropriate Governments.62, s.63 and s.2(zk), IR Code 2020 · rules 25 and 26, IR (Central) Rules 2026 · five-day intimationOn its own₹149
- 4Reply to the conciliation officer in an industrial disputes.53, IR Code 2020 · rules 23 and 42 and Form VI, IR (Central) Rules 2026 · report 45 days, or 14 days on a strike noticeOn its own₹149
Not included
What you will still need outside this pack:
- The employer's own notice of lock-out in Form XII: the register and the intimation cover it, but the notice itself is not drafted.
- The application to the Tribunal in Form II after conciliation fails, and the pleadings before the Tribunal.
- A voluntary arbitration agreement under section 42 (Form V).
- Stamp duty on the affidavit filed with the conciliation reply, under the State Stamp Act, and its attestation.
- The State's rules and forms where the State Government is the appropriate Government, and any State law on recognition of unions.
- The wage-structure computation behind a settlement: use the Wage-base determination working paper in the Structuring pay under the 50% rule pack.
- Advice on whether a particular strike or lock-out is illegal, and on any disciplinary action or wage deduction arising from it.
Read the opening
The first part of “Recognition of the negotiating union or negotiating council”, as it downloads. Blanks are highlighted.
Five parts: request for a verification officer, notice to the unions, record of verification, letter of recognition, and the facilities and check-off schedule
The thresholds (section 14). Only one registered union functioning: recognise it as the sole negotiating union if it meets the prescribed criteria; rule 9(2) of the Central rules requires its membership to be not less than thirty per cent of the total workers employed. More than one registered union: the union supported by fifty-one per cent or more of the workers on the muster roll is the sole negotiating union. If none has fifty-one per cent: the employer constitutes a negotiating council of the unions supported by not less than twenty per cent each, with one representative for each twenty per cent. Agreement with a council needs a majority of its representatives. Recognition, or the council, is valid for three years and may be extended by mutual agreement to not more than five years in all.
Verification (rule 9(3) to (6)). In the Central sphere support is verified by secret ballot conducted by a verification officer appointed by the Central Government (the power to appoint is delegated to the Joint Secretaries handling industrial relations in the Ministry of Labour and Employment by S.O. 2996(E) dated 11.06.2026). The employer bears the cost and must start the process not later than three months before the existing recognition expires. In the State sphere follow the State's rules, which may provide a different method, such as verification of membership records or check-off figures; Option B in Part C is for that case. Where a State law on recognition of unions has historically applied in the State, check its interaction with section 14 before proceeding.