{"id":10473,"date":"2021-10-10T03:04:47","date_gmt":"2021-10-10T03:04:47","guid":{"rendered":"https:\/\/lexforti.com\/legal-news\/?p=10473"},"modified":"2021-10-11T03:48:24","modified_gmt":"2021-10-11T03:48:24","slug":"the-industrial-relations-code-2020","status":"publish","type":"post","link":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/","title":{"rendered":"The Industrial Relations Code, 2020"},"content":{"rendered":"\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_47_1 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"ez-toc-toggle-icon-1\"><label for=\"item-6a225ea189bad\" aria-label=\"Table of Content\"><span style=\"display: flex;align-items: center;width: 35px;height: 30px;justify-content: center;direction:ltr;\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/label><input  type=\"checkbox\" id=\"item-6a225ea189bad\"><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Introduction\" title=\"Introduction\">Introduction<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Scope_and_Applicability_of_the_Code\" title=\"Scope and Applicability of the Code\">Scope and Applicability of the Code<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Importance\" title=\"Importance\">Importance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Analysis\" title=\"Analysis\">Analysis<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Comparative_Analysis_Old_vs_New_Amended_Provisions\" title=\"Comparative Analysis {Old vs. New (Amended) Provisions}\">Comparative Analysis {Old vs. New (Amended) Provisions}<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Impact_on_Labor_Industry\" title=\"Impact on Labor Industry\">Impact on Labor Industry<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#Conclusion\" title=\"Conclusion\">Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Introduction\"><\/span>Introduction<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <a href=\"https:\/\/egazette.nic.in\/WriteReadData\/2020\/222118.pdf\">Industrial Relations Code, 2020<\/a> is one of four Labour Codes included in the Central Government&#8217;s largest reform scheme in decades. It incorporates three major Central laws pertaining to industrial dispute resolution and collective bargaining arrangements, namely:<\/p>\n\n\n\n<ol type=\"1\"><li><strong>The Industrial Disputes Act, 1947<\/strong><\/li><li><strong>The Trade Unions Act, 1926<\/strong><\/li><li><strong><a href=\"https:\/\/lexforti.com\/legal-news\/all-about-industrial-employment-standing-order-act-1946\/\" target=\"_blank\" rel=\"noreferrer noopener\">Industrial Employment (Standing Orders) Act, 1946<\/a><\/strong><\/li><\/ol>\n\n\n\n<p>The <em><u><a href=\"https:\/\/lexforti.com\/legal-news\/retrenchment-of-the-workman-must-be-proved-to-gain-the-right-re-employment-under-25h-of-the-industrial-disputes-act-1947\/\" target=\"_blank\" rel=\"noreferrer noopener\">Industrial Disputes Act, 1947<\/a><\/u><\/em> aimed to provide workers with a mechanism that gives them relief against&nbsp;layoffs, retrenchment, and wrongful dismissal that is against the letter of the law. It also aimed to promote good labor relations by limiting the scope for illegal strikes and lockouts and penalizing unfair labor practices. As a result, it included a dispute resolution mechanism as well as restrictions on layoffs, retrenchment, and lockouts to ensure that collective bargaining could take place in a friendly environment.<\/p>\n\n\n\n<p>The <a href=\"https:\/\/prsindia.org\/billtrack\/the-industrial-relations-code-2020\"><em>Trade Unions Act,&nbsp;1926<\/em><\/a> aimed to provide workers with better working conditions, higher wages, protection from predatory employment, and a fair share of the company&#8217;s profits, and to that end, it granted workers the right to form an association and bargain collectively.<\/p>\n\n\n\n<p>The<a href=\"https:\/\/legislative.gov.in\/sites\/default\/files\/A1946-20.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"> <em><u>Industrial Employment (Standing Orders) Act, 1946<\/u><\/em><\/a> aimed at <a href=\"https:\/\/lexforti.com\/legal-news\/amicably-settled-matters-must-provide-terms-of-compromise-memo-of-allotment-of-shares-to-the-concerned-parties\/\" target=\"_blank\" rel=\"noreferrer noopener\">providing standardized terms<\/a> and conditions of work to all workmen in a particular establishment. As a result, the practice of having discriminatory employment contracts was abolished, and employees were made aware of their rights. It promoted industrial peace and harmony by ensuring fair labor practices for employers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Scope_and_Applicability_of_the_Code\"><\/span>Scope and Applicability of the Code<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <em>Industrial Relations Code, 2020<\/em> is intended to consolidate and amend the laws governing <strong>Trade Unions<\/strong>, <strong>working conditions<\/strong> in <a href=\"https:\/\/www.lawrbit.com\/article\/industrial-relations-code-2020\/\">Industrial Establishments<\/a>, and the <strong>swift resolution<\/strong> of industrial disputes.<\/p>\n\n\n\n<p>The code regulates the subsequent areas:<\/p>\n\n\n\n<ol type=\"1\"><li>Registration of Trade Union<\/li><li>Cancellation of Trade Union<\/li><li>Alteration in Name of Trade Union<\/li><li>Formation of Work Committee<\/li><li>Incorporation of a Registered Trade Union<\/li><li>Recognition of Negotiating Union<\/li><li>Preparation of Standing Order<\/li><li>Register of Standing Order<\/li><li>Constitution of Industrial Tribunal<\/li><li>Illegal Strikes and Lock-outs<\/li><li>Procedure for Retrenchment and Re-employment of Retrenched Worker<\/li><li>Compensation to Workers in case of Transfer of Establishment<\/li><li>Prohibition of Lay-off<\/li><li>Closure of an Industrial Establishment<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Importance\"><\/span>Importance<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol type=\"1\"><li>The Code is intended to protect employers&#8217; and employees&#8217; rights by facilitating simple labor reforms and making doing business easier.<\/li><li>The object of the Code is to realize industrial peace and harmony as the ultimate pursuit in resolving industrial disputes as well as to advance industry progress by fostering harmony and cordial relationships between employers and workers.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Analysis\"><\/span>Analysis<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol type=\"1\"><li>The definition of worker has been expanded as it now includes&nbsp;<strong>Working Journalists<\/strong>&nbsp;{defined in <em><u>Section-2(f)<\/u><\/em> of the Working Journalists and other Newspaper Employees and Miscellaneous Provisions Act, 1955} and&nbsp;<strong>Sales Promotion Employees<\/strong> {defined <em><u>Section-2(d)<\/u><\/em> of the&nbsp;Sales Promotion Employees Act, 1976}. Furthermore, individuals employed in a supervisory capacity and earning less than Rs. 18,000 per month (or any amount as notified by the Central Government) are classified as \u201cworker\u201d.<\/li><li>In contrast to the current scheme, fixed-term employment is provided on a statutory basis. Fixed-term employees are eligible for pro-rata gratuity if they provide service for a year under their respective <a href=\"https:\/\/www.mondaq.com\/india\/employee-benefits-compensation\/994748\/the-industrial-relations-code-2020\">contract of employment<\/a>. They are treated the same as permanent employees in terms of working conditions, wages, allowances, and other benefits.<\/li><li><em><u>Section-77<\/u><\/em> under Chapter-X applies to industrial establishments in which not less than 300 workers or such a higher number of workers as may be specified by the appropriate Government, were employed on average per working day in the preceding 12 months. As a result, establishments covered by this provision must obtain prior permission from the government before laying off, retrenching, or closing.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Comparative_Analysis_Old_vs_New_Amended_Provisions\"><\/span>Comparative Analysis {<em>Old vs. New (Amended) Provisions<\/em>}<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>S. No.<\/strong><\/td><td><strong>Old Provisions<\/strong><\/td><td><strong>New Provisions<\/strong><\/td><\/tr><tr><td><strong>&nbsp;<\/strong><\/td><td>Fixed-term employment was not defined in any of the acts. Workman was defined in the <strong><a href=\"https:\/\/lexforti.com\/legal-news\/an-overview-of-industrial-dispute-act-1947\/\" target=\"_blank\" rel=\"noreferrer noopener\">Industrial Dispute Act.<\/a><\/strong><\/td><td>Fixed-term employment introduced.Workman is now renamed as the \u201cworker\u201d. &nbsp;<\/td><\/tr><tr><td><strong>&nbsp;<\/strong><\/td><td>No provision for \u201cNegotiating Union\u201d.<\/td><td>Recognition of \u201cNegotiating Union\u201d is mandatory.<\/td><\/tr><tr><td><strong>&nbsp;<\/strong><\/td><td>There is no time limit for completing the disciplinary proceedings against the employee.<\/td><td>The investigation and inquiry must be completed within 90 days of a worker&#8217;s suspension.<\/td><\/tr><tr><td><strong>&nbsp;<\/strong><\/td><td>Prior <a href=\"https:\/\/lexforti.com\/legal-news\/prior-notice-u-carriers-act-mandatory-to-file-a-consumer-complaint-against-a-common-carrier-sc\/\" target=\"_blank\" rel=\"noreferrer noopener\">Notice<\/a> before the strike was only applicable to public utility service industries.<\/td><td>14 days prior notice before strike mandated for all industrial establishments.<\/td><\/tr><tr><td><strong>&nbsp;<\/strong><\/td><td>There was no provision for fixed-term employment. Employers frequently enter into a short-term contract with their employees, but this was not regulated.<\/td><td>Fixed-term Employment, introduced, which refers to workers employed for a fixed duration based on a contract signed between the worker and employer.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Impact_on_Labor_Industry\"><\/span>Impact on Labor Industry<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Following are some of the positive impacts that happened after the enactment of the Industrial Relations Code, 2020:<\/p>\n\n\n\n<ol type=\"1\"><li><strong>Enhanced Wage Ceiling:<\/strong> The threshold for classifying supervisory employees as &#8220;workers&#8221; has been raised from INR 10,000 to <strong>INR 18,000<\/strong>. \u201cThus, in the future, supervisory employees earning between INR 10,000 and INR 18,000 per month will be classified as &#8220;workers,&#8221; and their employers may, among other things, be required to comply with the <a href=\"https:\/\/thewire.in\/labour\/with-new-industrial-relations-code-what-does-the-future-look-like-for-indias-trade-unions\">retrenchment requirements<\/a> to terminate their services.<\/li><li><strong>Strengthening the <a href=\"https:\/\/lexforti.com\/legal-news\/delhi-hc-sought-for-status-reports-of-grievance-redressal-bodies-set-up-under-mental-healthcare-act\/\" target=\"_blank\" rel=\"noreferrer noopener\">Grievance Redressal<\/a> Machinery<\/strong>: Under the Code, a maximum of 10 members is required to constitute a grievance redressal committee (&#8220;<strong>GRC<\/strong>&#8220;) as against the maximum of 6 members required under the existing law. The GRC also needs to have adequate representation of <strong><a href=\"https:\/\/lexforti.com\/legal-news\/women-workers-stitching-garments-from-home-are-employees-under-sec-2-f-of-employees-provident-fund-act\/\" target=\"_blank\" rel=\"noreferrer noopener\">women workers<\/a><\/strong>. A <em>one-year limitation period<\/em> has now been established for filing grievances with the <a href=\"https:\/\/www.psalegal.com\/industrial-relations-code-2020-an-overview\/\">GRC<\/a>. Furthermore, if a grievance is not resolved by the GRC, or if a worker is dissatisfied with the GRC&#8217;s decision, the process is no longer internal to the industrial establishment, as the worker can seek conciliation. Since non-constitution of a GRC is <em>punishable<\/em> with a fine of up to <em>INR 100,000<\/em>, the employers will need to take serious note of such compliance.<\/li><li><strong>Time Limit of Disciplinary Proceedings for Misconduct by Workers:<\/strong> The Code establishes a 90-day deadline for the completion of an investigation or inquiry into any misconduct by a worker that results in his suspension by the <a href=\"https:\/\/www.livelaw.in\/columns\/the-industrial-relations-code-2020-implications-for-workers-rights-164921\">employer<\/a>. This will protect the interest of workers.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The general provisions for continuous service, lay-offs, retrenchment, and notice before business closure remain largely unchanged in the new Code from the Industrial Disputes Act of 1947. The new Code, on the other hand, is a game-changer in that it allows employers more flexibility in hiring and firing by appointing <a href=\"https:\/\/www.atharvalegal.com\/field-and-academia-program\/snippets\/the-industrial-relations-code-2020\">fixed-term workers<\/a>. At the same time, the new Code attempts to balance the scales by extending all statutory benefits, including gratuity, to fixed-term employees who work for more than a year.<\/p>\n\n\n\n<p>Another much-needed initiative in the new Code is the establishment of a worker&#8217;s reskilling fund for retrenched workers, with contributions from both employers and the appropriate government.<\/p>\n\n\n\n<p>While the new Code gives&nbsp;businesses a breather by raising the threshold for Standing Orders and taking some commendable initiatives on the dispute resolution front, the major provisions pertaining to layoffs, lockouts, and retrenchment (outside of fixed-term workers) remain largely unchanged and thus continue to be heavily regulated. Given the largely bleak outlook for the economy in the near future and the recent loss of several large investment opportunities, I fear that this may not be enough and that more sacrifices may be required for the revival of the badly hit Indian industry and to ensure that it can compete competitively with more favorably placed economies for a larger piece of the global trade pie.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Introduction The Industrial Relations Code, 2020 is one of four Labour Codes included in the Central Government&#8217;s largest reform scheme in decades. It incorporates three major Central laws pertaining to industrial dispute resolution and collective bargaining arrangements, namely: The Industrial Disputes Act, 1947 The Trade Unions Act, 1926 Industrial Employment (Standing Orders) Act, 1946 The [&hellip;]<\/p>\n","protected":false},"author":194,"featured_media":10475,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[2325],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.8.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Industrial Relations Code, 2020 - LexForti<\/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:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Industrial Relations Code, 2020 - LexForti\" \/>\n<meta property=\"og:description\" content=\"Introduction The Industrial Relations Code, 2020 is one of four Labour Codes included in the Central Government&#8217;s largest reform scheme in decades. It incorporates three major Central laws pertaining to industrial dispute resolution and collective bargaining arrangements, namely: The Industrial Disputes Act, 1947 The Trade Unions Act, 1926 Industrial Employment (Standing Orders) Act, 1946 The [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\" \/>\n<meta property=\"og:site_name\" content=\"LexForti\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Lexforti\/\" \/>\n<meta property=\"article:published_time\" content=\"2021-10-10T03:04:47+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-10-11T03:48:24+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/i0.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/Untitled-design-2.jpg?fit=1080%2C1080&ssl=1\" \/>\n\t<meta property=\"og:image:width\" content=\"1080\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Sanchit Meena\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Sanchit Meena\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\"},\"author\":{\"name\":\"Sanchit Meena\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/a76aef51e1cbf4090459420dd11631f2\"},\"headline\":\"The Industrial Relations Code, 2020\",\"datePublished\":\"2021-10-10T03:04:47+00:00\",\"dateModified\":\"2021-10-11T03:48:24+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\"},\"wordCount\":1204,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/#organization\"},\"articleSection\":[\"Internship\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\",\"url\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\",\"name\":\"The Industrial Relations Code, 2020 - LexForti\",\"isPartOf\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/#website\"},\"datePublished\":\"2021-10-10T03:04:47+00:00\",\"dateModified\":\"2021-10-11T03:48:24+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/lexforti.com\/legal-news\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"The Industrial Relations Code, 2020\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#website\",\"url\":\"https:\/\/lexforti.com\/legal-news\/\",\"name\":\"LexForti\",\"description\":\"Legal\",\"publisher\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/lexforti.com\/legal-news\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#organization\",\"name\":\"LexForti Legal News & Journal\",\"url\":\"https:\/\/lexforti.com\/legal-news\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/i2.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2020\/08\/159134300345793876.png?fit=404%2C404&ssl=1\",\"contentUrl\":\"https:\/\/i2.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2020\/08\/159134300345793876.png?fit=404%2C404&ssl=1\",\"width\":404,\"height\":404,\"caption\":\"LexForti Legal News & Journal\"},\"image\":{\"@id\":\"https:\/\/lexforti.com\/legal-news\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/Lexforti\/\",\"https:\/\/www.instagram.com\/lexforti\/\",\"https:\/\/www.linkedin.com\/company\/lex-forti\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/a76aef51e1cbf4090459420dd11631f2\",\"name\":\"Sanchit Meena\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/PicsArt_04-26-11.45.18.jpg\",\"contentUrl\":\"https:\/\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/PicsArt_04-26-11.45.18.jpg\",\"caption\":\"Sanchit Meena\"},\"description\":\"Law Student | Criminal &amp; Cyber Law enthusiast | Legal Researcher &amp; Wordsmith\",\"url\":\"https:\/\/lexforti.com\/legal-news\/author\/sanchit-meena\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"The Industrial Relations Code, 2020 - LexForti","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/","og_locale":"en_US","og_type":"article","og_title":"The Industrial Relations Code, 2020 - LexForti","og_description":"Introduction The Industrial Relations Code, 2020 is one of four Labour Codes included in the Central Government&#8217;s largest reform scheme in decades. It incorporates three major Central laws pertaining to industrial dispute resolution and collective bargaining arrangements, namely: The Industrial Disputes Act, 1947 The Trade Unions Act, 1926 Industrial Employment (Standing Orders) Act, 1946 The [&hellip;]","og_url":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/","og_site_name":"LexForti","article_publisher":"https:\/\/www.facebook.com\/Lexforti\/","article_published_time":"2021-10-10T03:04:47+00:00","article_modified_time":"2021-10-11T03:48:24+00:00","og_image":[{"width":1080,"height":1080,"url":"https:\/\/i0.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/Untitled-design-2.jpg?fit=1080%2C1080&ssl=1","type":"image\/jpeg"}],"author":"Sanchit Meena","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Sanchit Meena","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#article","isPartOf":{"@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/"},"author":{"name":"Sanchit Meena","@id":"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/a76aef51e1cbf4090459420dd11631f2"},"headline":"The Industrial Relations Code, 2020","datePublished":"2021-10-10T03:04:47+00:00","dateModified":"2021-10-11T03:48:24+00:00","mainEntityOfPage":{"@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/"},"wordCount":1204,"commentCount":0,"publisher":{"@id":"https:\/\/lexforti.com\/legal-news\/#organization"},"articleSection":["Internship"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/","url":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/","name":"The Industrial Relations Code, 2020 - LexForti","isPartOf":{"@id":"https:\/\/lexforti.com\/legal-news\/#website"},"datePublished":"2021-10-10T03:04:47+00:00","dateModified":"2021-10-11T03:48:24+00:00","breadcrumb":{"@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/lexforti.com\/legal-news\/the-industrial-relations-code-2020\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/lexforti.com\/legal-news\/"},{"@type":"ListItem","position":2,"name":"The Industrial Relations Code, 2020"}]},{"@type":"WebSite","@id":"https:\/\/lexforti.com\/legal-news\/#website","url":"https:\/\/lexforti.com\/legal-news\/","name":"LexForti","description":"Legal","publisher":{"@id":"https:\/\/lexforti.com\/legal-news\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/lexforti.com\/legal-news\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/lexforti.com\/legal-news\/#organization","name":"LexForti Legal News & Journal","url":"https:\/\/lexforti.com\/legal-news\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/lexforti.com\/legal-news\/#\/schema\/logo\/image\/","url":"https:\/\/i2.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2020\/08\/159134300345793876.png?fit=404%2C404&ssl=1","contentUrl":"https:\/\/i2.wp.com\/lexforti.com\/legal-news\/wp-content\/uploads\/2020\/08\/159134300345793876.png?fit=404%2C404&ssl=1","width":404,"height":404,"caption":"LexForti Legal News & Journal"},"image":{"@id":"https:\/\/lexforti.com\/legal-news\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/Lexforti\/","https:\/\/www.instagram.com\/lexforti\/","https:\/\/www.linkedin.com\/company\/lex-forti\/"]},{"@type":"Person","@id":"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/a76aef51e1cbf4090459420dd11631f2","name":"Sanchit Meena","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/lexforti.com\/legal-news\/#\/schema\/person\/image\/","url":"https:\/\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/PicsArt_04-26-11.45.18.jpg","contentUrl":"https:\/\/lexforti.com\/legal-news\/wp-content\/uploads\/2021\/10\/PicsArt_04-26-11.45.18.jpg","caption":"Sanchit Meena"},"description":"Law Student | Criminal &amp; Cyber Law enthusiast | Legal Researcher &amp; Wordsmith","url":"https:\/\/lexforti.com\/legal-news\/author\/sanchit-meena\/"}]}},"views":116,"_links":{"self":[{"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/posts\/10473"}],"collection":[{"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/users\/194"}],"replies":[{"embeddable":true,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/comments?post=10473"}],"version-history":[{"count":4,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/posts\/10473\/revisions"}],"predecessor-version":[{"id":10487,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/posts\/10473\/revisions\/10487"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/media\/10475"}],"wp:attachment":[{"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/media?parent=10473"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/categories?post=10473"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/lexforti.com\/legal-news\/wp-json\/wp\/v2\/tags?post=10473"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}