{"id":229622,"date":"2026-09-29T15:10:51","date_gmt":"2026-09-29T09:40:51","guid":{"rendered":"https:\/\/www.oliveboard.in\/blog\/?p=229622"},"modified":"2026-09-29T15:10:53","modified_gmt":"2026-09-29T09:40:53","slug":"industrial-employment-standing-orders-act-1946","status":"publish","type":"post","link":"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/","title":{"rendered":"Industrial Employment Act 1946, Historical Provisions &amp; Current Status"},"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-employment-standing-orders-act-1946\/#Download_UPSC_EPFO_APFC_Industrial_Employment_Standing_Orders_Act_1946_Quiz_PDF\" >Download UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz PDF<\/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-employment-standing-orders-act-1946\/#Attempt_UPSC_EPFO_APFC_Industrial_Employment_Standing_Orders_Act_1946_Quiz\" >Attempt UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz<\/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-employment-standing-orders-act-1946\/#Sign_Up\" >Sign Up<\/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-employment-standing-orders-act-1946\/#Login\" >Login<\/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-employment-standing-orders-act-1946\/#Forgot_Password\" >Forgot Password<\/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-employment-standing-orders-act-1946\/#i\" >&nbsp;<\/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-employment-standing-orders-act-1946\/#What_is_the_current_status_of_the_Industrial_Employment_Standing_Orders_Act_1946\" >What is the current status of the Industrial Employment (Standing Orders) Act, 1946?<\/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-employment-standing-orders-act-1946\/#Why_was_the_Industrial_Employment_Standing_Orders_Act_1946_introduced\" >Why was the Industrial Employment (Standing Orders) Act, 1946 introduced?<\/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-employment-standing-orders-act-1946\/#What_were_Standing_Orders_under_the_1946_Act\" >What were Standing Orders under the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#What_was_the_historical_applicability_of_the_1946_Act\" >What was the historical applicability of the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#How_were_Standing_Orders_certified_under_the_1946_Act\" >How were Standing Orders certified under the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#What_was_the_role_of_the_Certifying_Officer_under_the_1946_Act\" >What was the role of the Certifying Officer under the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#What_matters_were_included_in_the_Schedule_of_the_1946_Act\" >What matters were included in the Schedule of the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#Could_Standing_Orders_be_modified_under_the_1946_Act\" >Could Standing Orders be modified under the 1946 Act?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#What_are_the_current_Standing_Orders_provisions_under_the_Industrial_Relations_Code_2020\" >What are the current Standing Orders provisions under the Industrial Relations Code, 2020?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#What_is_the_difference_between_the_1946_Act_and_the_Industrial_Relations_Code\" >What is the difference between the 1946 Act and 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-17\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#Why_should_UPSC_EPFO_aspirants_study_the_1946_Act_even_after_its_repeal\" >Why should UPSC EPFO aspirants study the 1946 Act even after its repeal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#FAQs\" >FAQs<\/a><\/li><\/ul><\/nav><\/div>\n\n<p>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.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong>Important Current Update:<\/strong> The Industrial Employment (Standing Orders) Act, 1946 is no longer the current law. Its provisions have been replaced by the Industrial Relations Code, 2020. <\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Download_UPSC_EPFO_APFC_Industrial_Employment_Standing_Orders_Act_1946_Quiz_PDF\"><\/span>Download UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz PDF<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <strong>UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz PDF<\/strong> is useful for revising important concepts related to standing orders, applicability, certification, Certifying Officer, worker classification, disciplinary provisions, and modification. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Particulars<\/strong><\/td><td><strong>Link<\/strong><\/td><\/tr><tr><td>Industrial Employment (Standing Orders) Act, 1946 Quiz PDF<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/upsc-epfo-prep-kit\/?ref=contac-upsc-epfo-iea-1946-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><tr><td>UPSC EPFO APFC Previous Year Papers<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-previous-year-question-papers\/?ref=contac-upsc-epfo-iea-1946-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><tr><td>UPSC EPFO APFC Practice Notes PDF<\/td><td><a href=\"https:\/\/www.oliveboard.in\/labour-laws-and-industrial-relations\/?ref=contac-upsc-epfo-iea-1946-pq\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Check Details<\/strong><\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Attempt_UPSC_EPFO_APFC_Industrial_Employment_Standing_Orders_Act_1946_Quiz\"><\/span>Attempt UPSC EPFO APFC Industrial Employment (Standing Orders) Act, 1946 Quiz<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<!DOCTYPE html>\n<html lang=\"en\">\n<head>\n<meta charset=\"UTF-8\">\n<link rel=\"stylesheet\" href=\"https:\/\/courses.oliveboard.in\/edge\/css\/login-modal-for-blog.css\">\n\n<style>\n#quiz-1-sticky-header {\n  position: sticky;\n  top: 0;\n  z-index: 100;\n  background: #1565c0;\n  color: #fff;\n  padding: 12px 20px;\n  border-radius: 10px 10px 0 0;\n  display: flex;\n  justify-content: space-between;\n  align-items: center;\n  font-size: 16px;\n  font-weight: bold;\n  box-shadow: 0 2px 8px rgba(0,0,0,0.2);\n  margin: -20px -20px 20px -20px;\n}\n\n#quiz-1-score-badge {\n  background: rgba(255,255,255,0.2);\n  padding: 4px 12px;\n  border-radius: 20px;\n  font-size: 15px;\n  white-space: nowrap;\n}\n#quiz-1 * { box-sizing: border-box; }\n\n#quiz-1 .quiz-container {\n  max-width: 700px;\n  margin: auto;\n  padding: 20px;\n  background: #fff;\n  border-radius: 14px;\n  box-shadow: 0 6px 16px rgba(0,0,0,0.12);\n}\n\n#quiz-1 h2 {\n  text-align: center;\n}\n\n#quiz-1 .question {\n  margin-bottom: 22px;\n}\n\n#quiz-1 .question p {\n  font-weight: bold;\n}\n\n#quiz-1 button {\n  width: 100%;\n  padding: 12px;\n  margin: 6px 0;\n  border: none;\n  border-radius: 6px;\n  background: #e0e0e0;\n  color: #000;\n  font-size: 16px;\n  cursor: pointer;\n}\n\n#quiz-1 button:hover {\n  background: #d5d5d5;\n}\n\n#quiz-1 button.correct {\n  background: #4caf50;\n  color: #000;\n}\n\n#quiz-1 button.wrong {\n  background: #f44336;\n  color: #000;\n}\n\n#quiz-1 button.locked {\n  pointer-events: none;\n}\n\n\/* SUMMARY *\/\n#quiz-1 .final-summary {\n  margin-top: 40px;\n  padding: 20px;\n  border-radius: 14px;\n  background: #fafafa;\n  border: 2px solid #4caf50;\n}\n\n#quiz-1 .final-summary h3 {\n  text-align: center;\n  margin-bottom: 20px;\n}\n\n#quiz-1 .summary-row {\n  display: grid;\n  grid-template-columns: 120px 1fr 40px;\n  gap: 10px;\n  align-items: center;\n  margin-bottom: 12px;\n  font-weight: bold;\n}\n\n#quiz-1 .summary-bar {\n  height: 14px;\n  background: #ddd;\n  border-radius: 10px;\n  overflow: hidden;\n}\n\n#quiz-1 .bar-fill {\n  height: 100%;\n  width: 0%;\n}\n\n#quiz-1 .bar-attempted { background: #2196f3; }\n#quiz-1 .bar-correct { background: #4caf50; }\n#quiz-1 .bar-wrong { background: #f44336; }\n#quiz-1 .bar-unattempted { background: #9e9e9e; width: 100%; }\n\n#quiz-1 .final-score {\n  text-align: center;\n  font-size: 22px;\n  margin-top: 20px;\n}\n\n#quiz-1 .score-value {\n  font-size: 30px;\n  margin-left: 8px;\n}\n<\/style>\n<\/head>\n\n<body>\n<div id=\"quiz-1\">\n  <div class=\"quiz-container\">\n<div id=\"quiz-1-sticky-header\">\n  <span> Industrial Employment (Standing Orders) Act, 1946 Quiz <\/span>\n  <span id=\"quiz-1-score-badge\">Score: <strong id=\"quiz-1-score-value\">0.00<\/strong><\/span>\n<\/div>\n\n    <!-- QUESTIONS -->\n\n<div class=\"question\" data-answered=\"false\">\n  <p>1. The Industrial Employment (Standing Orders) Act, 1946 was enacted primarily to achieve which objective?<\/p>\n  <button data-correct=\"false\">A. To regulate minimum wages in all scheduled employments<\/button>\n  <button data-correct=\"true\">B. To require employers in industrial establishments to define conditions of employment with sufficient precision and make them known to workmen<\/button>\n  <button data-correct=\"false\">C. To provide compulsory social insurance to industrial workers<\/button>\n  <button data-correct=\"false\">D. To establish Industrial Tribunals for all labour disputes<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>2. What was the Act number of the Industrial Employment (Standing Orders) Act, 1946?<\/p>\n  <button data-correct=\"false\">A. Act No. 14 of 1947<\/button>\n  <button data-correct=\"false\">B. Act No. 36 of 1956<\/button>\n  <button data-correct=\"false\">C. Act No. 35 of 2020<\/button>\n  <button data-correct=\"true\">D. Act No. 20 of 1946<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>3. On which date was the Industrial Employment (Standing Orders) Act, 1946 enacted?<\/p>\n  <button data-correct=\"true\">A. 23 April 1946<\/button>\n  <button data-correct=\"false\">B. 15 August 1947<\/button>\n  <button data-correct=\"false\">C. 26 January 1950<\/button>\n  <button data-correct=\"false\">D. 28 September 2020<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>4. Under the historical Central Act, the general employment threshold for application was:<\/p>\n  <button data-correct=\"false\">A. 20 or more workmen<\/button>\n  <button data-correct=\"false\">B. 50 or more workmen<\/button>\n  <button data-correct=\"true\">C. 100 or more workmen<\/button>\n  <button data-correct=\"false\">D. 300 or more workers<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>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?<\/p>\n  <button data-correct=\"false\">A. 3 months<\/button>\n  <button data-correct=\"false\">B. 6 months<\/button>\n  <button data-correct=\"false\">C. 24 months<\/button>\n  <button data-correct=\"true\">D. 12 months<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>6. Before extending the 1946 Act to an establishment employing fewer than 100 persons, the appropriate Government was required to give at least:<\/p>\n  <button data-correct=\"true\">A. Two months&#8217; notice<\/button>\n  <button data-correct=\"false\">B. Seven days&#8217; notice<\/button>\n  <button data-correct=\"false\">C. One month&#8217;s notice<\/button>\n  <button data-correct=\"false\">D. Six months&#8217; notice<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>7. Under the 1946 Act, &#8216;standing orders&#8217; essentially meant rules relating to:<\/p>\n  <button data-correct=\"false\">A. Only wage fixation<\/button>\n  <button data-correct=\"false\">B. Only trade union registration<\/button>\n  <button data-correct=\"true\">C. Matters set out in the Schedule to the Act<\/button>\n  <button data-correct=\"false\">D. Only industrial dispute adjudication<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>8. Which expression best captures the legal function of standing orders under the 1946 Act?<\/p>\n  <button data-correct=\"false\">A. They were merely optional HR guidelines<\/button>\n  <button data-correct=\"true\">B. They served as formally regulated service conditions for covered workmen<\/button>\n  <button data-correct=\"false\">C. They were criminal procedure rules<\/button>\n  <button data-correct=\"false\">D. They were collective bargaining awards issued only by courts<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>9. Which authority was central to the certification of standing orders under the 1946 Act?<\/p>\n  <button data-correct=\"true\">A. Certifying Officer<\/button>\n  <button data-correct=\"false\">B. Registrar of Companies<\/button>\n  <button data-correct=\"false\">C. Minimum Wages Advisory Board<\/button>\n  <button data-correct=\"false\">D. Employees&#8217; Provident Fund Tribunal<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>10. Under the historical framework, a Certifying Officer included which of the following?<\/p>\n  <button data-correct=\"false\">A. Only a District Magistrate<\/button>\n  <button data-correct=\"false\">B. Only a High Court judge<\/button>\n  <button data-correct=\"true\">C. Labour Commissioner or Regional Labour Commissioner, and other officers appointed by the appropriate Government<\/button>\n  <button data-correct=\"false\">D. Only the Chief Factory Inspector<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>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?<\/p>\n  <button data-correct=\"true\">A. Thirty days<\/button>\n  <button data-correct=\"false\">B. Six months<\/button>\n  <button data-correct=\"false\">C. One year<\/button>\n  <button data-correct=\"false\">D. Three years<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>12. A draft standing order under the 1946 Act was required to cover:<\/p>\n  <button data-correct=\"false\">A. Only matters selected by the employer<\/button>\n  <button data-correct=\"false\">B. Only disciplinary matters<\/button>\n  <button data-correct=\"false\">C. Only matters approved by the trade union in advance<\/button>\n  <button data-correct=\"true\">D. Every applicable matter in the Schedule<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>13. As far as practicable, draft standing orders under the 1946 Act were expected to conform to:<\/p>\n  <button data-correct=\"false\">A. The Companies Act<\/button>\n  <button data-correct=\"false\">B. The employer&#8217;s memorandum of association<\/button>\n  <button data-correct=\"true\">C. Model Standing Orders<\/button>\n  <button data-correct=\"false\">D. The Code of Civil Procedure<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>14. The statement accompanying draft standing orders historically included prescribed particulars relating to:<\/p>\n  <button data-correct=\"false\">A. Only shareholders of the company<\/button>\n  <button data-correct=\"true\">B. Workmen employed and their trade union, if any<\/button>\n  <button data-correct=\"false\">C. Only directors&#8217; remuneration<\/button>\n  <button data-correct=\"false\">D. Only customers of the establishment<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>15. Could a group of employers in similar industrial establishments submit a joint draft of standing orders under the historical Act?<\/p>\n  <button data-correct=\"false\">A. No, never<\/button>\n  <button data-correct=\"false\">B. Only with approval of Parliament<\/button>\n  <button data-correct=\"false\">C. Only after a criminal court order<\/button>\n  <button data-correct=\"true\">D. Yes, subject to the statutory framework<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>16. Under section 4 of the 1946 Act, standing orders were certifiable only if they covered applicable Schedule matters and were:<\/p>\n  <button data-correct=\"true\">A. Otherwise in conformity with the Act<\/button>\n  <button data-correct=\"false\">B. Approved by every individual employee<\/button>\n  <button data-correct=\"false\">C. Identical in every establishment in India<\/button>\n  <button data-correct=\"false\">D. Limited exclusively to wage rates<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>17. Who was required to adjudicate upon the fairness or reasonableness of provisions of standing orders under the 1946 Act?<\/p>\n  <button data-correct=\"false\">A. Only the employer<\/button>\n  <button data-correct=\"true\">B. The Certifying Officer or appellate authority<\/button>\n  <button data-correct=\"false\">C. Only a criminal court<\/button>\n  <button data-correct=\"false\">D. Only the Registrar of Trade Unions<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>18. Under the historical certification procedure, workers or their representatives were given an opportunity to:<\/p>\n  <button data-correct=\"false\">A. Veto every managerial decision unrelated to standing orders<\/button>\n  <button data-correct=\"false\">B. Appoint the Certifying Officer<\/button>\n  <button data-correct=\"false\">C. Rewrite the statute<\/button>\n  <button data-correct=\"true\">D. Raise objections and be heard<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>19. Under the Central historical procedure, objections to draft standing orders were generally required within:<\/p>\n  <button data-correct=\"true\">A. 15 days from receipt of notice<\/button>\n  <button data-correct=\"false\">B. 24 hours<\/button>\n  <button data-correct=\"false\">C. 30 days from enactment of the Act<\/button>\n  <button data-correct=\"false\">D. 90 days from certification<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>20. After certification under the old Act, authenticated copies were required to be sent to the employer and workers&#8217; side generally within:<\/p>\n  <button data-correct=\"false\">A. Two days<\/button>\n  <button data-correct=\"false\">B. Thirty days<\/button>\n  <button data-correct=\"true\">C. Seven days<\/button>\n  <button data-correct=\"false\">D. Six months<\/button>\n<\/div>\n\n\n    <!-- FINAL SUMMARY -->\n    <div class=\"final-summary\">\n      <h3>Quiz Summary <\/h3>\n\n      <div class=\"summary-row\">\n        <span>Attempted<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-attempted\" data-summary=\"attempted\"><\/div><\/div>\n        <span data-count=\"attempted\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Correct<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-correct\" data-summary=\"correct\"><\/div><\/div>\n        <span data-count=\"correct\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Wrong<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-wrong\" data-summary=\"wrong\"><\/div><\/div>\n        <span data-count=\"wrong\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Unattempted<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-unattempted\" data-summary=\"unattempted\"><\/div><\/div>\n        <span data-count=\"unattempted\">0<\/span>\n      <\/div>\n\n      <div class=\"final-score\">\n        Final Score: <span class=\"score-value\" data-score>0.0<\/span>\n      <\/div>\n    <\/div>\n\n  <\/div>\n<\/div>\n<div class=\"modal modal-obls\" id=\"modal-signup\">\n        <div class=\"modal-background\"><\/div>\n        <div class=\"modal-content\">\n           <div class=\"obls-group\" id=\"obls-group1\">\n               <div class=\"obls-blk\">\n                   <span class=\"img-box\"><img decoding=\"async\" src=\"\/img\/img-delivery.svg\" alt=\"\"><\/span>\n                   <h2 id=\"display-register-text\"><span class=\"ez-toc-section\" id=\"Sign_Up\"><\/span>Sign Up<span class=\"ez-toc-section-end\"><\/span><\/h2>\n                   <div class=\"loginas-group loginas-group1 loginas-group-single\">\n <div id=\"g_id_onload\" 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0-11.57-4.22-13.47-9.91l-7.98 6.19C6.51 42.62 14.62 48 24 48z\"><\/path><path fill=\"none\" d=\"M0 0h48v48H0z\"><\/path><\/g><\/svg><\/div><span class=\"nsm7Bb-HzV7m-LgbsSe-BPrWId\">Sign in with Google<\/span><span class=\"L6cTce\" id=\"button-label\">Sign in with Google. 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The Code came into force on 21 November 2025 and now provides the legal framework for standing orders. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Particular<\/strong><\/td><td><strong>Industrial Employment (Standing Orders) Act, 1946<\/strong><\/td><td><strong>Current Framework<\/strong><\/td><\/tr><tr><td>Status<\/td><td>Repealed<\/td><td>Industrial Relations Code, 2020<\/td><\/tr><tr><td>Main focus<\/td><td>Standing Orders<\/td><td>Standing Orders under Chapter IV<\/td><\/tr><tr><td>Historical threshold<\/td><td>100 or more workmen<\/td><td>300 or more workers<\/td><\/tr><tr><td>Key authority<\/td><td>Certifying Officer<\/td><td>Certifying Officer under the Code<\/td><\/tr><tr><td>Relevant schedule<\/td><td>Schedule to the 1946 Act<\/td><td>First Schedule of the Code<\/td><\/tr><tr><td>Current applicability<\/td><td>Historical<\/td><td>Current law<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-was-the-industrial-employment-standing-orders-act-1946-introduced\"><span class=\"ez-toc-section\" id=\"Why_was_the_Industrial_Employment_Standing_Orders_Act_1946_introduced\"><\/span>Why was the Industrial Employment (Standing Orders) Act, 1946 introduced?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Define employment conditions:<\/strong> To clearly establish the terms and conditions of employment.<\/li>\n\n\n\n<li><strong>Bring uniformity:<\/strong> To provide written rules for workers in an establishment.<\/li>\n\n\n\n<li><strong>Reduce disputes:<\/strong> To minimise confusion regarding service conditions.<\/li>\n\n\n\n<li><strong>Promote transparency:<\/strong> To make workplace rules known to workers.<\/li>\n\n\n\n<li><strong>Provide a disciplinary framework:<\/strong> To establish rules relating to misconduct and disciplinary action.<\/li>\n\n\n\n<li><strong>Support industrial relations:<\/strong> To provide a structured basis for employer-worker relations.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-were-standing-orders-under-the-1946-act\"><span class=\"ez-toc-section\" id=\"What_were_Standing_Orders_under_the_1946_Act\"><\/span>What were Standing Orders under the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Under the 1946 Act, <strong>standing orders<\/strong> 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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-was-the-historical-applicability-of-the-1946-act\"><span class=\"ez-toc-section\" id=\"What_was_the_historical_applicability_of_the_1946_Act\"><\/span>What was the historical applicability of the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The 1946 Act historically applied to specified industrial establishments employing <strong>100 or more workmen<\/strong>, 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.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Law<\/strong><\/td><td><strong>Standing Orders Threshold<\/strong><\/td><\/tr><tr><td>Industrial Employment (Standing Orders) Act, 1946<\/td><td>100 or more workmen<\/td><\/tr><tr><td>Industrial Relations Code, 2020<\/td><td>300 or more workers<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-were-standing-orders-certified-under-the-1946-act\"><span class=\"ez-toc-section\" id=\"How_were_Standing_Orders_certified_under_the_1946_Act\"><\/span>How were Standing Orders certified under the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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 <strong>Certifying Officer<\/strong> for examination and certification. Workers or their representatives were given an opportunity to raise objections as provided under the Act.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Employer prepared the draft standing orders.<\/li>\n\n\n\n<li>The draft was submitted to the Certifying Officer.<\/li>\n\n\n\n<li>Workers or their representatives could raise objections.<\/li>\n\n\n\n<li>The Certifying Officer examined the draft and objections.<\/li>\n\n\n\n<li>The standing orders were certified according to the prescribed procedure.<\/li>\n\n\n\n<li>The certified standing orders were made applicable to the establishment.<\/li>\n<\/ol>\n\n\n\n<p>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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-was-the-role-of-the-certifying-officer-under-the-1946-act\"><span class=\"ez-toc-section\" id=\"What_was_the_role_of_the_Certifying_Officer_under_the_1946_Act\"><\/span>What was the role of the Certifying Officer under the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <strong>Certifying Officer<\/strong> 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:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Receiving draft standing orders.<\/li>\n\n\n\n<li>Examining the proposed provisions.<\/li>\n\n\n\n<li>Considering objections.<\/li>\n\n\n\n<li>Certifying the standing orders.<\/li>\n\n\n\n<li>Dealing with modifications according to the prescribed procedure.<\/li>\n\n\n\n<li>Performing other functions provided under the Act and rules.<\/li>\n<\/ul>\n\n\n\n<p>The Industrial Relations Code, 2020 also retains the role of a Certifying Officer in the current standing-orders framework.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/upsc-epfo-apfc\/?ref=contac-upsc-epfo-iea-1946-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Enroll  for UPSC EPFO APFC Online Courses<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-matters-were-included-in-the-schedule-of-the-1946-act\"><span class=\"ez-toc-section\" id=\"What_matters_were_included_in_the_Schedule_of_the_1946_Act\"><\/span>What matters were included in the Schedule of the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Area<\/strong><\/td><td><strong>Examples of matters covered<\/strong><\/td><\/tr><tr><td>Worker classification<\/td><td>Permanent, temporary, apprentice, probationer and badli workers<\/td><\/tr><tr><td>Working conditions<\/td><td>Working hours and shifts<\/td><\/tr><tr><td>Attendance<\/td><td>Attendance and late coming<\/td><\/tr><tr><td>Leave<\/td><td>Conditions relating to leave and holidays<\/td><\/tr><tr><td>Workplace entry<\/td><td>Entry and exit requirements<\/td><\/tr><tr><td>Employment termination<\/td><td>Conditions and procedure for termination<\/td><\/tr><tr><td>Discipline<\/td><td>Suspension or dismissal for misconduct<\/td><\/tr><tr><td>Worker grievances<\/td><td>Means of redress against unfair treatment<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>These historical matters are useful for understanding how standing orders developed as a part of India&#8217;s labour law framework.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-could-standing-orders-be-modified-under-the-1946-act\"><span class=\"ez-toc-section\" id=\"Could_Standing_Orders_be_modified_under_the_1946_Act\"><\/span>Could Standing Orders be modified under the 1946 Act?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-are-the-current-standing-orders-provisions-under-the-industrial-relations-code-2020\"><span class=\"ez-toc-section\" id=\"What_are_the_current_Standing_Orders_provisions_under_the_Industrial_Relations_Code_2020\"><\/span>What are the current Standing Orders provisions under the Industrial Relations Code, 2020?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>300 or more workers:<\/strong> This is the current threshold for the standing-orders chapter.<\/li>\n\n\n\n<li><strong>Chapter IV:<\/strong> Contains the provisions relating to standing orders.<\/li>\n\n\n\n<li><strong>First Schedule:<\/strong> Lists the matters to be covered by standing orders.<\/li>\n\n\n\n<li><strong>Certifying Officer:<\/strong> Continues to play a role in certification.<\/li>\n\n\n\n<li><strong>Model Standing Orders:<\/strong> The Code provides for model standing orders.<\/li>\n\n\n\n<li><strong>Modification:<\/strong> The Code contains provisions for modification of standing orders.<\/li>\n\n\n\n<li><strong>Current law:<\/strong> The Industrial Relations Code has replaced the 1946 Act.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/upsc-epfo-apfc-study-plan\/?ref=contac-upsc-epfo-iea-1946-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Check out the UPSC EPFO Study Plan<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-the-difference-between-the-1946-act-and-the-industrial-relations-code\"><span class=\"ez-toc-section\" id=\"What_is_the_difference_between_the_1946_Act_and_the_Industrial_Relations_Code\"><\/span>What is the difference between the 1946 Act and the Industrial Relations Code?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Basis<\/strong><\/td><td><strong>1946 Act<\/strong><\/td><td><strong>Industrial Relations Code, 2020<\/strong><\/td><\/tr><tr><td>Legal status<\/td><td>Repealed<\/td><td>Current framework<\/td><\/tr><tr><td>Standing Orders<\/td><td>Main subject of the Act<\/td><td>Covered under Chapter IV<\/td><\/tr><tr><td>Applicability threshold<\/td><td>100 or more workmen<\/td><td>300 or more workers<\/td><\/tr><tr><td>Schedule<\/td><td>Schedule to the Act<\/td><td>First Schedule<\/td><\/tr><tr><td>Certification<\/td><td>Certifying Officer<\/td><td>Certifying Officer<\/td><\/tr><tr><td>Model Standing Orders<\/td><td>Provided under the Act<\/td><td>Provided under the Code<\/td><\/tr><tr><td>Current relevance<\/td><td>Historical + exam-specific<\/td><td>Current legal position<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The 100-worker threshold should therefore be treated as a historical fact, while 300 workers is the current threshold under the Code.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-should-upsc-epfo-aspirants-study-the-1946-act-even-after-its-repeal\"><span class=\"ez-toc-section\" id=\"Why_should_UPSC_EPFO_aspirants_study_the_1946_Act_even_after_its_repeal\"><\/span>Why should UPSC EPFO aspirants study the 1946 Act even after its repeal?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<p>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.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Industrial Employment (Standing Orders) Act:<\/strong> 1946<\/li>\n\n\n\n<li><strong>Main purpose:<\/strong> Define employment conditions through standing orders.<\/li>\n\n\n\n<li><strong>Historical threshold:<\/strong> 100 or more workmen.<\/li>\n\n\n\n<li><strong>Important authority:<\/strong> Certifying Officer.<\/li>\n\n\n\n<li><strong>Historical schedule:<\/strong> Covered matters such as classification, attendance, leave, termination and misconduct.<\/li>\n\n\n\n<li><strong>Historical dispute mechanism:<\/strong> Questions on interpretation\/application could be referred to the Labour Court.<\/li>\n\n\n\n<li><strong>Current law:<\/strong> Industrial Relations Code, 2020.<\/li>\n\n\n\n<li><strong>Current implementation:<\/strong> 21 November 2025.<\/li>\n\n\n\n<li><strong>Current standing-orders threshold:<\/strong> 300 or more workers.<\/li>\n\n\n\n<li><strong>Current location of provisions:<\/strong> Chapter IV of the Industrial Relations Code.<\/li>\n\n\n\n<li><strong>Current schedule:<\/strong> First Schedule.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-faqs\"><span class=\"ez-toc-section\" id=\"FAQs\"><\/span>FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1790673409031\"><strong class=\"schema-faq-question\">1. What was the Industrial Employment (Standing Orders) Act, 1946?<\/strong> <p class=\"schema-faq-answer\">It was a labour law that required industrial establishments to formally define employment conditions through standing orders.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790673410003\"><strong class=\"schema-faq-question\">2. What was the main objective of the Standing Orders Act, 1946?<\/strong> <p class=\"schema-faq-answer\">The main objective was to make employment conditions clear, uniform, and transparent for workers.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790673410496\"><strong class=\"schema-faq-question\">3. What were Standing Orders under the 1946 Act?<\/strong> <p class=\"schema-faq-answer\">Standing orders were written rules covering employment conditions such as working hours, leave, attendance, misconduct, and termination.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790673411157\"><strong class=\"schema-faq-question\">4. Was the Industrial Employment (Standing Orders) Act, 1946 repealed?<\/strong> <p class=\"schema-faq-answer\">Yes, the Act was repealed following the implementation of the Industrial Relations Code, 2020.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790673411731\"><strong class=\"schema-faq-question\">5. When did the Industrial Relations Code, 2020 come into force?<\/strong> <p class=\"schema-faq-answer\">The Industrial Relations Code, 2020 came into force on 21 November 2025.<\/p> <\/div> <\/div>\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><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-indian-economy-conceptual-numerical-quiz\/\">Attempt UPSC EPFO APFC Indian Economy Conceptual &amp; Numerical Quiz<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-computer-applications-quiz\/\">Attempt UPSC EPFO APFC Computer Applications Quiz &amp; Download PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/code-on-social-security-2020-practice-quiz\/\">UPSC EPFO APFC Code on Social Security 2020 Quiz &amp; Free PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-insurance-quiz\/\">Attempt UPSC EPFO APFC Insurance Practice Quiz &amp; Download PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-auditing-practice-quiz\/\">Attempt UPSC EPFO APFC Auditing Practice Quiz &amp; Download PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-marks-vs-cut-off\/\">UPSC EPFO APFC Marks vs Cut-Off, How to Calculate Your Score?<\/a><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>The Industrial Employment (Standing Orders) Act, 1946 was an important labour law that defined employment conditions such as working hours,<\/p>\n","protected":false},"author":58,"featured_media":252818,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10210,62,10321],"tags":[18054,11528],"class_list":["post-229622","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-epfo","category-government-exams","category-upsc-epfo","tag-industrial-employment-standing-orders-act","tag-upsc-epfo","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v26.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Industrial Employment Act 1946, Historical Provisions &amp; 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I work as a Content Writer at Oliveboard, where I have been simplifying exam-related content for the past 4 years. I create clear and easy-to-understand guides for JAIIB, CAIIB, and UGC exams. My work includes breaking down notifications, admit cards, and exam updates, as well as preparing study plans and subject-wise strategies. My goal is to support working professionals in managing their exam preparation alongside a full-time job and to help them achieve career growth.\",\"sameAs\":[\"www.linkedin.com\/in\/aditi-chakraborty-131b3b379\"]},{\"@type\":\"Question\",\"@id\":\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#faq-question-1790673409031\",\"position\":1,\"url\":\"https:\/\/www.oliveboard.in\/blog\/industrial-employment-standing-orders-act-1946\/#faq-question-1790673409031\",\"name\":\"1. 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