{"id":226471,"date":"2025-09-26T13:19:12","date_gmt":"2025-09-26T07:49:12","guid":{"rendered":"https:\/\/www.oliveboard.in\/blog\/?p=226471"},"modified":"2025-09-26T13:19:16","modified_gmt":"2025-09-26T07:49:16","slug":"industrial-relations-code-bill","status":"publish","type":"post","link":"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/","title":{"rendered":"Industrial Relations Code Bill, Benefits &#038; Criticisms, UPSC EPFO"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 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\" style=\"cursor:inherit\">Table of content<\/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=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><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><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Background_of_the_IRC_Bill\" >Background of the IRC Bill<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Objectives_of_the_Industrial_Relations_Code\" >Objectives of the Industrial Relations 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:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Key_Provisions_of_the_IRC_Bill\" >Key Provisions of the IRC Bill<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Benefits_of_the_IRC_Bill\" >Benefits of the IRC Bill<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Criticisms_of_the_IRC_Bill\" >Criticisms of the IRC Bill<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Principles_vs_Provisions_in_Industrial_Relations\" >Principles vs Provisions in Industrial Relations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Importance_of_IRC_Bill_for_Bank_Exam_Aspirants\" >Importance of IRC Bill for Bank Exam Aspirants<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Practice_Questions_on_Industrial_Relations_Code_IRC_Bill\" >Practice Questions on Industrial Relations Code (IRC) Bill<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-relations-code-bill\/#Answer_Key\" >Answer Key<\/a><\/li><\/ul><\/nav><\/div>\n\n<p>The Industrial Relations Code (IRC) Bill, introduced as part of India\u2019s labor law reforms, consolidates and amends laws relating to trade unions, conditions of employment, and settlement of industrial disputes. It was passed in 2020 along with other labor codes to simplify compliance, improve employer-employee relations, and promote ease of doing business.<\/p>\n\n\n\n<p>For banking and government exam aspirants, the IRC Bill is an important topic under the Indian Economy, Labor Laws, and Social Issues sections. Understanding its provisions helps in answering both conceptual and factual questions in exams like IBPS, RBI, SEBI, and UPSC.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Background_of_the_IRC_Bill\"><\/span>Background of the IRC Bill<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Before the introduction of labor codes, India had a complex framework of over 40 central labor laws and 100 state laws. This created compliance difficulties for industries and confusion for workers. To simplify the system, the Second National Commission on Labour (2002) recommended codification into fewer, more comprehensive laws. The Industrial Relations Code, 2020, consolidates three major pieces of legislation:<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li>The Trade Unions Act, 1926<\/li><li>The Industrial Employment (Standing Orders) Act, 1946<\/li><li>The Industrial Disputes Act, 1947<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Objectives_of_the_Industrial_Relations_Code\"><\/span>Objectives of the Industrial Relations Code<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The IRC Bill was designed with the following key objectives:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>To promote harmonious employer-employee relations.<\/li><li>To simplify and consolidate multiple labor laws into a single code.<\/li><li>To balance the rights of workers and employers.<\/li><li>To create a framework for dispute resolution in industries.<\/li><li>To boost industrial growth, investment, and employment generation.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Key_Provisions_of_the_IRC_Bill\"><\/span>Key Provisions of the IRC Bill<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Industrial Relations Code introduces several new provisions and modifies old ones for better clarity and uniformity.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Trade Unions<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>A union must have at least 10% of workers or 100 workers (whichever is less) as members to be registered.<\/li><li>Introduction of a negotiating union\/council for collective bargaining where multiple unions exist.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">2. Standing Orders<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Applicable to industrial establishments with 300 or more workers (earlier 100).<\/li><li>Employers must define service conditions clearly, including classification of workers, holidays, wage rates, and grievance redressal mechanisms.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">3. Strikes and Lockouts<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Workers cannot go on strike without giving 14 days\u2019 prior notice.<\/li><li>Strikes are prohibited during conciliation and adjudication proceedings.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">4. Industrial Disputes and Resolution<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Establishment of Industrial Tribunals for quicker resolution.<\/li><li>Concept of conciliation officers and conciliation boards for dispute settlement.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">5. Retrenchment and Closure<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Prior approval of the government is required for retrenchment, layoff, or closure in establishments employing 300 or more workers.<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Benefits_of_the_IRC_Bill\"><\/span>Benefits of the IRC Bill<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The IRC Bill simplifies multiple labour laws into a single code, reducing compliance burden and improving ease of doing business. It strengthens collective bargaining through recognized unions and provides quicker dispute resolution via tribunals. Overall, it promotes industrial harmony and supports both employers and employees.<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Simplification<\/strong> \u2013 Merges three laws into a single framework.<\/li><li><strong>Transparency<\/strong> \u2013 Clear rules for strikes, layoffs, and union recognition.<\/li><li><strong>Flexibility<\/strong> \u2013 Higher threshold (300 workers) for standing orders reduces compliance burden on small firms.<\/li><li><strong>Dispute Resolution<\/strong> \u2013 Speedier mechanisms through tribunals and conciliation.<\/li><li><strong>Worker Empowerment<\/strong> \u2013 Recognition of collective bargaining rights via negotiating unions.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Criticisms_of_the_IRC_Bill\"><\/span>Criticisms of the IRC Bill<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Critics argue that raising the threshold for standing orders to 300 workers weakens employee protections in smaller firms. The mandatory notice period for strikes is seen as restrictive, and excessive government control in retrenchment approvals is also debated. These provisions, some believe, tilt the balance towards employers.<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Higher Threshold Issue<\/strong> \u2013 Increasing standing order applicability from 100 to 300 workers may dilute worker protections.<\/li><li><strong>Strikes Restriction<\/strong> \u2013 Mandatory notice period limits the right to strike.<\/li><li><strong>Government Control<\/strong> \u2013 Requirement of government approval for retrenchment\/closure may reduce employer flexibility.<\/li><li><strong>Union Representation<\/strong> \u2013 Minimum membership criteria may make it harder for smaller unions to register.<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Principles_vs_Provisions_in_Industrial_Relations\"><\/span>Principles vs Provisions in Industrial Relations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>To better understand, let\u2019s distinguish between industrial relations principles and the provisions of the IRC Bill.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Basis<\/strong><\/td><td><strong>Industrial Relations Principles<\/strong><\/td><td><strong>IRC Bill Provisions<\/strong><\/td><\/tr><tr><td>Focus<\/td><td>Harmony between workers &amp; employers<\/td><td>Codification of 3 labour laws<\/td><\/tr><tr><td>Workers\u2019 Rights<\/td><td>Freedom of association, collective bargaining<\/td><td>Recognized negotiating union<\/td><\/tr><tr><td>Disputes<\/td><td>Peaceful resolution through dialogue<\/td><td>Industrial tribunals &amp; conciliation officers<\/td><\/tr><tr><td>Employer Control<\/td><td>Right to manage business efficiently<\/td><td>Layoff\/closure rules with approval<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Importance_of_IRC_Bill_for_Bank_Exam_Aspirants\"><\/span>Importance of IRC Bill for Bank Exam Aspirants<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>For banking exam aspirants, key areas to focus on include:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Which laws were merged into IRC<\/li><li>Thresholds for standing orders and retrenchment<\/li><li>Strikes and lockout rules<\/li><li>Role of trade unions and dispute resolution bodies<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Practice_Questions_on_Industrial_Relations_Code_IRC_Bill\"><\/span>Practice Questions on Industrial Relations Code (IRC) Bill<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol class=\"wp-block-list\"><li>The IRC Bill, 2020 consolidates how many labor laws?<\/li><li>Which year was the Industrial Relations Code passed?<\/li><li>The minimum membership requirement for a trade union under the IRC is?<\/li><li>Which authority resolves industrial disputes under the IRC Bill?<\/li><li>What is the new threshold for standing orders applicability?<\/li><li>Which three laws are merged into the IRC Bill?<\/li><li>How many days\u2019 notice is required before a legal strike?<\/li><li>What is the role of a negotiating union?<\/li><li>Retrenchment in establishments with more than how many workers requires government approval?<\/li><li>Which commission recommended codification of labour laws?<\/li><li>What happens to strikes during conciliation proceedings?<\/li><li>Which labour law governed trade unions before the IRC Bill?<\/li><li>How does the IRC Bill promote ease of doing business?<\/li><li>Name one criticism of the IRC Bill related to workers\u2019 rights.<\/li><li>Why is the IRC Bill important for banking exam aspirants?<\/li><\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Answer_Key\"><\/span>Answer Key<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Q.No.<\/strong><\/td><td><strong>Answer<\/strong><\/td><\/tr><tr><td>1<\/td><td>Three laws<\/td><\/tr><tr><td>2<\/td><td>2020<\/td><\/tr><tr><td>3<\/td><td>10% of workers or 100 workers (whichever is less)<\/td><\/tr><tr><td>4<\/td><td>Industrial Tribunals<\/td><\/tr><tr><td>5<\/td><td>300 workers<\/td><\/tr><tr><td>6<\/td><td>Trade Unions Act, 1926; Industrial Employment (Standing Orders) Act, 1946; Industrial Disputes Act, 1947<\/td><\/tr><tr><td>7<\/td><td>14 days<\/td><\/tr><tr><td>8<\/td><td>Represents workers for collective bargaining<\/td><\/tr><tr><td>9<\/td><td>300 workers<\/td><\/tr><tr><td>10<\/td><td>Second National Commission on Labour (2002)<\/td><\/tr><tr><td>11<\/td><td>Prohibited<\/td><\/tr><tr><td>12<\/td><td>Trade Unions Act, 1926<\/td><\/tr><tr><td>13<\/td><td>Simplifies laws and reduces compliance burden<\/td><\/tr><tr><td>14<\/td><td>Restrictions on strikes \/ Higher threshold for protections<\/td><\/tr><tr><td>15<\/td><td>Important labour reform, asked in exams under economy &amp; social issues<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<ul class=\"wp-block-latest-posts__list is-grid columns-3 wp-block-latest-posts\"><li><div class=\"wp-block-latest-posts__featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"84\" src=\"https:\/\/www.oliveboard.in\/blog\/wp-content\/uploads\/2025\/08\/error-spotting-questions.webp\" class=\"attachment-thumbnail size-thumbnail wp-post-image\" alt=\"\" style=\"\" \/><\/div><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/error-spotting\/\">Error Spotting in English Types, Short Tricks, and Tips<\/a><\/li>\n<li><div class=\"wp-block-latest-posts__featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"84\" src=\"https:\/\/www.oliveboard.in\/blog\/wp-content\/uploads\/2026\/04\/Union-Bank-Apprentice-Salary.webp\" class=\"attachment-thumbnail size-thumbnail wp-post-image\" alt=\"Union Bank Apprentice Salary 2026\" style=\"\" \/><\/div><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/union-bank-apprentice-salary\/\">Union Bank Apprentice Salary 2026, Stipend and Job Profile Details<\/a><\/li>\n<li><div class=\"wp-block-latest-posts__featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"84\" src=\"https:\/\/www.oliveboard.in\/blog\/wp-content\/uploads\/2024\/09\/Union-Bank-Apprentice-Syllabus.webp\" class=\"attachment-thumbnail size-thumbnail wp-post-image\" alt=\"\" style=\"\" \/><\/div><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/union-bank-of-india-apprentice-syllabus\/\">Union Bank Apprentice Syllabus 2026 &amp; 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