The Industrial Disputes Act, 1947 was one of India’s key labour laws for regulating industrial relations, resolving disputes, and promoting harmony between employers and workers. However, the labour-law framework has now undergone a major change. With the implementation of the Industrial Relations Code, 2020 from 21 November 2025, the Industrial Disputes Act, 1947 has moved into the historical framework of Indian labour legislation, while its important concepts have been incorporated into the new Code.
For UPSC EPFO and other competitive exams, candidates should understand both the earlier Act and the provisions of the current Industrial Relations Code.
Download UPSC EPFO Industrial Disputes Act 1947 Quiz PDF
The UPSC EPFO Industrial Disputes Act 1947 Quiz PDF is useful for revising important concepts related to industrial disputes, conciliation, adjudication, strikes, lockouts, lay-off, retrenchment, and dispute settlement.
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Attempt UPSC EPFO Industrial Disputes Act 1947 Quiz
Test your preparation with the UPSC EPFO Industrial Disputes Act 1947 Quiz and revise important concepts related to industrial disputes and industrial relations.
1. What was the principal legislative purpose of the Industrial Disputes Act, 1947?
2. The Industrial Disputes Act, 1947 was enacted as which Act number?
3. Under the historical Industrial Disputes Act, which provision defined an ‘industrial dispute’?
4. Which combination could historically constitute an industrial dispute under Section 2(k)?
5. Under Section 2A of the Industrial Disputes Act, which dispute could be treated as an industrial dispute even without union sponsorship?
6. Which term was historically defined in Section 2(s) of the Industrial Disputes Act?
7. After the 2010 amendment, a person employed mainly in a supervisory capacity was excluded from the historical definition of ‘workman’ if drawing wages above what monthly ceiling?
8. Which of the following best distinguishes a lay-off from retrenchment under the historical Act?
9. Under the Industrial Disputes Act, a ‘lock-out’ was essentially associated with which action by an employer?
10. Which historical statutory term refers to a cessation of work by a body of workmen acting in combination?
11. Under Section 3 of the Industrial Disputes Act, the appropriate Government could require a Works Committee in an establishment employing how many or more workmen?
12. What was the primary statutory function of a Works Committee under the Industrial Disputes Act?
13. Which authority under Section 4 was appointed to mediate and promote settlement of industrial disputes?
14. A Board of Conciliation under the historical Act was primarily intended to do what?
15. What was the principal character of a Court of Inquiry under the Industrial Disputes Act?
16. Under the historical Act, Labour Courts were constituted under which section?
17. Industrial Tribunals under the historical Act were constituted under which section?
18. A National Tribunal under Section 7B could be constituted particularly for disputes involving what?
19. Which Schedule of the historical Industrial Disputes Act primarily listed matters within Labour Court jurisdiction?
20. Which Schedule primarily contained matters that could be adjudicated by an Industrial Tribunal, such as wages and allowances?
Quiz Summary
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What was the Industrial Disputes Act, 1947?
The Industrial Disputes Act, 1947 provided a legal framework for resolving disputes between employers and workers and covered areas such as strikes, lockouts, lay-off, retrenchment, closure, conciliation, and adjudication. It played a key role in promoting industrial peace and protecting workers’ interests for several decades. With the implementation of the Industrial Relations Code, 2020, its key provisions have been incorporated into the new labour-law framework. The main objectives of the Act were:
- To provide mechanisms for the settlement of industrial disputes.
- To promote industrial peace and harmony.
- To protect workers in matters such as lay-off and retrenchment.
- To regulate strikes and lockouts.
- To provide institutions such as Labour Courts, Industrial Tribunals and National Tribunals for dispute adjudication.
- To establish rules for compensation in cases of lay-off, retrenchment and closure.
- To encourage conciliation and settlement between employers and workers.
Why is the Industrial Disputes Act, 1947 important in 2026?
The Industrial Disputes Act remains important for understanding the development of industrial relations law in India, but it should not be presented as the current standalone framework. The four Labour Codes were implemented from 21 November 2025, including the Industrial Relations Code, 2020. The Industrial Relations Code consolidates provisions relating to trade unions, standing orders and industrial disputes. The Ministry of Labour and Employment now lists the Industrial Relations Code and its rules under the current labour-law framework.
For exam preparation, aspirants should therefore study the Industrial Disputes Act as the earlier legislation and the Industrial Relations Code, 2020 as the current legal framework.
What is the Industrial Relations Code, 2020?
The Industrial Relations Code, 2020 is one of India’s 4 Labour Codes. It brings together provisions earlier contained in three major central labour laws: the Trade Unions Act, 1926, the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Disputes Act, 1947.
The Code covers important areas such as trade unions, standing orders, industrial disputes, strikes and lockouts, retrenchment, lay-off, closure and dispute resolution. The Code was brought into force from 21 November 2025 as part of the implementation of the four Labour Codes. 3 major laws consolidated under the Industrial Relations Code:
| Earlier Labour Law | Main Area | Current Framework |
| Trade Unions Act, 1926 | Registration and regulation of trade unions | Industrial Relations Code, 2020 |
| Industrial Employment (Standing Orders) Act, 1946 | Standing orders and employment conditions | Industrial Relations Code, 2020 |
| Industrial Disputes Act, 1947 | Industrial disputes and dispute settlement | Industrial Relations Code, 2020 |
What are the major provisions of the Industrial Relations Code, 2020?
The Industrial Relations Code retains several important areas that were earlier covered by the Industrial Disputes Act while introducing a consolidated framework for industrial relations.
| Provision | Brief Details |
| Industrial Disputes | Provides a legal framework for resolving disputes related to employment, non-employment, terms of employment, and working conditions. |
| Conciliation and Dispute Settlement | Helps employers and workers reach a settlement through conciliation before the dispute moves to adjudication. |
| Industrial Tribunals | Provides Industrial Tribunals for the adjudication and settlement of industrial disputes. |
| Strikes and Lockouts | Regulates strikes and lockouts and lays down requirements for their legality. |
| Standing Orders | Covers rules related to employment conditions and workplace matters, earlier governed by the Industrial Employment (Standing Orders) Act, 1946. |
| Retrenchment and Lay-off | Provides conditions, compensation, and other requirements related to lay-off, retrenchment, and closure. |
| Worker Re-Skilling Fund | Provides for a fund to support the re-skilling of workers affected by retrenchment. |
| Fixed-Term Employment | Recognises fixed-term employment and provides specified conditions for workers employed under such arrangements. |
What are the important changes from the Industrial Disputes Act to the Industrial Relations Code?
The shift from the Industrial Disputes Act to the Industrial Relations Code is important for understanding India’s updated labour-law framework.
| Industrial Disputes Act, 1947 | Industrial Relations Code, 2020 |
| Standalone legislation dealing primarily with industrial disputes | Consolidated framework covering industrial relations |
| Separate from trade union and standing-order laws | Consolidates three earlier labour laws |
| Labour Courts and Industrial Tribunals under the earlier framework | Provides for Industrial Tribunals under the Code |
| Earlier provisions governed strikes and lockouts | Code contains updated provisions on strikes and lockouts |
| Lay-off, retrenchment and closure covered | These areas continue under the consolidated Code |
| No separate worker re-skilling fund provision of the present form | Worker Re-Skilling Fund provided under the Code |
| Earlier framework | Current consolidated framework from 21 November 2025 |
What are the latest updates to the Industrial Relations Code in 2026?
The Industrial Relations framework has seen important developments after the Code was brought into force.
- The Industrial Relations Code, 2020 came into force from 21 November 2025.
- The 2026 amendment provides for the repeal of the Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947, subject to the transition provisions.
- The Industrial Relations (Central) Rules, 2026 were notified on 8 May 2026. These rules superseded the relevant provisions of the Industrial Disputes (Central) Rules, 1957 and the Industrial Employment (Standing Orders) Central Rules, 1946.
- The government also issued transitional arrangements for cases pending under the earlier Industrial Disputes Act framework, allowing the existing tribunals and authorities to continue functioning until the corresponding bodies under the Code become functional.
What are the key terms to remember for UPSC EPFO?
Understanding the basic terminology is important because questions can be asked from both the earlier Industrial Disputes Act and the current Industrial Relations Code.
| Term | Meaning |
| Industrial Dispute | A dispute connected with employment, non-employment, terms of employment or conditions of labour |
| Worker | A person covered by the definition of worker under the Industrial Relations Code |
| Employer | A person or authority responsible for the employment and control of workers in an establishment |
| Lay-off | A situation in which an employer is unable to provide employment to a worker for specified reasons |
| Retrenchment | Termination of service of a worker by the employer, subject to the exclusions and conditions under the law |
| Strike | Collective cessation or refusal to work in accordance with the applicable legal definition |
| Lockout | Temporary closing of a place of employment or suspension/refusal to continue employment by an employer, as defined under the law |
| Standing Orders | Rules relating to conditions of employment and workplace matters |
How was the Industrial Disputes Act important for industrial relations?
The Industrial Disputes Act created a structured mechanism for dealing with industrial conflict. It provided institutions and procedures for conciliation and adjudication and laid down rules relating to strikes, lockouts, lay-off, retrenchment and closure. Its importance can be understood through the following points:
- It provided a formal mechanism for resolving industrial disputes.
- It supported the settlement of disputes through conciliation.
- It established adjudication mechanisms for unresolved disputes.
- It regulated strikes and lockouts.
- It provided safeguards and compensation-related provisions in specified cases.
- It formed an important foundation for India’s industrial relations framework.
These concepts remain relevant because several of them have been incorporated into the Industrial Relations Code, 2020.
FAQs
No. The Industrial Relations Code, 2020 is now the current consolidated framework, with the Code brought into force from 21 November 2025.
The Industrial Relations Code, 2020 incorporates the industrial dispute-related framework of the earlier Act along with provisions from two other labour laws.
The Code consolidates the Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947.
The Code was brought into force from 21 November 2025.
Yes, it remains important for understanding earlier industrial relations law and the provisions that have transitioned into the Industrial Relations Code.
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