The Industrial Employment (Standing Orders) Act, 1946 was an important labour law that defined employment conditions such as working hours, leave, attendance, misconduct, and termination through written standing orders. However, the Act has now been repealed, and the Industrial Relations Code, 2020 came into force on 21 November 2025 as the current framework for standing orders. For UPSC EPFO APFC and EO/AO, aspirants should understand the 1946 Act as a historical law and study the current provisions under the Industrial Relations Code, 2020.
Important Current Update: The Industrial Employment (Standing Orders) Act, 1946 is no longer the current law. Its provisions have been replaced by the Industrial Relations Code, 2020.
Download UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz PDF
The UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz PDF is useful for revising important concepts related to standing orders, applicability, certification, Certifying Officer, worker classification, disciplinary provisions, and modification.
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Attempt UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz
Test your preparation with the UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz and revise important concepts such as standing orders, certification, applicability, worker classification, misconduct, modification, and dispute resolution.
1. The Industrial Employment (Standing Orders) Act, 1946 was enacted primarily to achieve which objective?
2. What was the Act number of the Industrial Employment (Standing Orders) Act, 1946?
3. On which date was the Industrial Employment (Standing Orders) Act, 1946 enacted?
4. Under the historical Central Act, the general employment threshold for application was:
5. For determining the historical 100-workman threshold, the 1946 Act also looked at whether 100 or more workmen were employed on any day during which preceding period?
6. Before extending the 1946 Act to an establishment employing fewer than 100 persons, the appropriate Government was required to give at least:
7. Under the 1946 Act, ‘standing orders’ essentially meant rules relating to:
8. Which expression best captures the legal function of standing orders under the 1946 Act?
9. Which authority was central to the certification of standing orders under the 1946 Act?
10. Under the historical framework, a Certifying Officer included which of the following?
11. Under section 3 of the 1946 Act, an employer had to submit draft standing orders within what broad statutory period after the Act became applicable to the establishment?
12. A draft standing order under the 1946 Act was required to cover:
13. As far as practicable, draft standing orders under the 1946 Act were expected to conform to:
14. The statement accompanying draft standing orders historically included prescribed particulars relating to:
15. Could a group of employers in similar industrial establishments submit a joint draft of standing orders under the historical Act?
16. Under section 4 of the 1946 Act, standing orders were certifiable only if they covered applicable Schedule matters and were:
17. Who was required to adjudicate upon the fairness or reasonableness of provisions of standing orders under the 1946 Act?
18. Under the historical certification procedure, workers or their representatives were given an opportunity to:
19. Under the Central historical procedure, objections to draft standing orders were generally required within:
20. After certification under the old Act, authenticated copies were required to be sent to the employer and workers’ side generally within:
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What is the current status of the Industrial Employment (Standing Orders) Act, 1946?
The Industrial Employment (Standing Orders) Act, 1946 has been repealed following the implementation of the Industrial Relations Code, 2020. The Code came into force on 21 November 2025 and now provides the legal framework for standing orders.
| Particular | Industrial Employment (Standing Orders) Act, 1946 | Current Framework |
| Status | Repealed | Industrial Relations Code, 2020 |
| Main focus | Standing Orders | Standing Orders under Chapter IV |
| Historical threshold | 100 or more workmen | 300 or more workers |
| Key authority | Certifying Officer | Certifying Officer under the Code |
| Relevant schedule | Schedule to the 1946 Act | First Schedule of the Code |
| Current applicability | Historical | Current law |
Why was the Industrial Employment (Standing Orders) Act, 1946 introduced?
The Act was introduced to bring greater certainty to employment conditions in industrial establishments. Before the Act, workers could face uncertainty regarding workplace rules, attendance, leave, termination, misconduct, and other service conditions. The legislation required these conditions to be formally defined through standing orders. This created a written framework that could be referred to by both employers and workers.
- Define employment conditions: To clearly establish the terms and conditions of employment.
- Bring uniformity: To provide written rules for workers in an establishment.
- Reduce disputes: To minimise confusion regarding service conditions.
- Promote transparency: To make workplace rules known to workers.
- Provide a disciplinary framework: To establish rules relating to misconduct and disciplinary action.
- Support industrial relations: To provide a structured basis for employer-worker relations.
What were Standing Orders under the 1946 Act?
Under the 1946 Act, standing orders were written rules relating to conditions of employment and workplace conduct. They covered important matters such as worker classification, working hours, attendance, leave, termination, suspension, dismissal, and other prescribed conditions.
What was the historical applicability of the 1946 Act?
The 1946 Act historically applied to specified industrial establishments employing 100 or more workmen, subject to the provisions of the Act and applicable notifications. The appropriate Government could also extend its provisions to establishments employing fewer workers through notification.
This 100-worker threshold belongs to the historical 1946 Act. Aspirants should not confuse it with the current threshold under the Industrial Relations Code, 2020.
| Law | Standing Orders Threshold |
| Industrial Employment (Standing Orders) Act, 1946 | 100 or more workmen |
| Industrial Relations Code, 2020 | 300 or more workers |
How were Standing Orders certified under the 1946 Act?
Certification was one of the major features of the 1946 Act. The employer was required to prepare draft standing orders covering the matters prescribed under the Act. The draft was then submitted to the Certifying Officer for examination and certification. Workers or their representatives were given an opportunity to raise objections as provided under the Act.
- Employer prepared the draft standing orders.
- The draft was submitted to the Certifying Officer.
- Workers or their representatives could raise objections.
- The Certifying Officer examined the draft and objections.
- The standing orders were certified according to the prescribed procedure.
- The certified standing orders were made applicable to the establishment.
The current Industrial Relations Code also retains a certification framework for standing orders, but the procedure and legal provisions are now governed by the Code.
What was the role of the Certifying Officer under the 1946 Act?
The Certifying Officer was responsible for examining and certifying standing orders under the 1946 Act. The officer considered the draft standing orders and objections raised by workers or their representatives. Major functions included:
- Receiving draft standing orders.
- Examining the proposed provisions.
- Considering objections.
- Certifying the standing orders.
- Dealing with modifications according to the prescribed procedure.
- Performing other functions provided under the Act and rules.
The Industrial Relations Code, 2020 also retains the role of a Certifying Officer in the current standing-orders framework.
What matters were included in the Schedule of the 1946 Act?
The Schedule to the 1946 Act listed important matters that could be covered by standing orders. These provisions dealt with both routine employment conditions and disciplinary matters.
| Area | Examples of matters covered |
| Worker classification | Permanent, temporary, apprentice, probationer and badli workers |
| Working conditions | Working hours and shifts |
| Attendance | Attendance and late coming |
| Leave | Conditions relating to leave and holidays |
| Workplace entry | Entry and exit requirements |
| Employment termination | Conditions and procedure for termination |
| Discipline | Suspension or dismissal for misconduct |
| Worker grievances | Means of redress against unfair treatment |
These historical matters are useful for understanding how standing orders developed as a part of India’s labour law framework.
Could Standing Orders be modified under the 1946 Act?
Yes. Certified standing orders could be modified through the procedure prescribed under the Act. Changes were not meant to be made informally without following the applicable legal process. The modification mechanism allowed employment rules to be updated when required while maintaining a formal process for changes.
The Industrial Relations Code, 2020 also contains provisions dealing with modification of standing orders, making standing orders an ongoing part of the current industrial relations framework.
What are the current Standing Orders provisions under the Industrial Relations Code, 2020?
This is the most important update for aspirants. The Industrial Relations Code, 2020 now provides the current legal framework for standing orders. The provisions are contained in Chapter IV of the Code.
The current framework applies to industrial establishments where 300 or more workers are employed or were employed on any day during the preceding 12 months, subject to the exclusions and conditions provided in the Code. Key current provisions to remember:
- 300 or more workers: This is the current threshold for the standing-orders chapter.
- Chapter IV: Contains the provisions relating to standing orders.
- First Schedule: Lists the matters to be covered by standing orders.
- Certifying Officer: Continues to play a role in certification.
- Model Standing Orders: The Code provides for model standing orders.
- Modification: The Code contains provisions for modification of standing orders.
- Current law: The Industrial Relations Code has replaced the 1946 Act.
What is the difference between the 1946 Act and the Industrial Relations Code?
The difference between the two laws is especially important for UPSC EPFO aspirants because older study material may still mention provisions of the 1946 Act as if they are currently applicable.
| Basis | 1946 Act | Industrial Relations Code, 2020 |
| Legal status | Repealed | Current framework |
| Standing Orders | Main subject of the Act | Covered under Chapter IV |
| Applicability threshold | 100 or more workmen | 300 or more workers |
| Schedule | Schedule to the Act | First Schedule |
| Certification | Certifying Officer | Certifying Officer |
| Model Standing Orders | Provided under the Act | Provided under the Code |
| Current relevance | Historical + exam-specific | Current legal position |
The 100-worker threshold should therefore be treated as a historical fact, while 300 workers is the current threshold under the Code.
Why should UPSC EPFO aspirants study the 1946 Act even after its repeal?
The repeal of the 1946 Act does not make the topic irrelevant for competitive examinations. Labour law questions can test the development of labour legislation and may specifically refer to the provisions of the former Act.
Aspirants should therefore understand both the historical and current position. This helps avoid confusing old provisions with the current legal framework, especially when studying older books, previous year questions, or notes prepared before the implementation of the Labour Codes.
- Industrial Employment (Standing Orders) Act: 1946
- Main purpose: Define employment conditions through standing orders.
- Historical threshold: 100 or more workmen.
- Important authority: Certifying Officer.
- Historical schedule: Covered matters such as classification, attendance, leave, termination and misconduct.
- Historical dispute mechanism: Questions on interpretation/application could be referred to the Labour Court.
- Current law: Industrial Relations Code, 2020.
- Current implementation: 21 November 2025.
- Current standing-orders threshold: 300 or more workers.
- Current location of provisions: Chapter IV of the Industrial Relations Code.
- Current schedule: First Schedule.
FAQs
It was a labour law that required industrial establishments to formally define employment conditions through standing orders.
The main objective was to make employment conditions clear, uniform, and transparent for workers.
Standing orders were written rules covering employment conditions such as working hours, leave, attendance, misconduct, and termination.
Yes, the Act was repealed following the implementation of the Industrial Relations Code, 2020.
The Industrial Relations Code, 2020 came into force on 21 November 2025.
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