{"id":229643,"date":"2026-09-29T16:20:15","date_gmt":"2026-09-29T10:50:15","guid":{"rendered":"https:\/\/www.oliveboard.in\/blog\/?p=229643"},"modified":"2026-09-29T16:20:17","modified_gmt":"2026-09-29T10:50:17","slug":"industrial-disputes-act-1947","status":"publish","type":"post","link":"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/","title":{"rendered":"Industrial Disputes Act 1947 &amp; Industrial Relations Code 2020"},"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-disputes-act-1947\/#Download_UPSC_EPFO_Industrial_Disputes_Act_1947_Quiz_PDF\" >Download UPSC EPFO Industrial Disputes Act 1947 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-disputes-act-1947\/#Attempt_UPSC_EPFO_Industrial_Disputes_Act_1947_Quiz\" >Attempt UPSC EPFO Industrial Disputes Act 1947 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-disputes-act-1947\/#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-disputes-act-1947\/#Login\" >Login<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link 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href=\"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/#What_is_the_Industrial_Relations_Code_2020\" >What is 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-10\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/#What_are_the_major_provisions_of_the_Industrial_Relations_Code_2020\" >What are the major provisions of 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-11\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/#What_are_the_important_changes_from_the_Industrial_Disputes_Act_to_the_Industrial_Relations_Code\" >What are the important changes from the Industrial Disputes Act to 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-12\" href=\"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/#What_are_the_latest_updates_to_the_Industrial_Relations_Code_in_2026\" >What are the latest updates to the Industrial Relations Code in 2026?<\/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-disputes-act-1947\/#What_are_the_key_terms_to_remember_for_UPSC_EPFO\" >What are the key terms to remember for UPSC EPFO?<\/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-disputes-act-1947\/#How_was_the_Industrial_Disputes_Act_important_for_industrial_relations\" >How was the Industrial Disputes Act important for industrial relations?<\/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-disputes-act-1947\/#FAQs\" >FAQs<\/a><\/li><\/ul><\/nav><\/div>\n\n<p>The Industrial Disputes Act, 1947 was one of India&#8217;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. <\/p>\n\n\n\n<p>For UPSC EPFO and other competitive exams, candidates should understand both the earlier Act and the provisions of the current Industrial Relations Code.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Download_UPSC_EPFO_Industrial_Disputes_Act_1947_Quiz_PDF\"><\/span>Download UPSC EPFO Industrial Disputes Act 1947 Quiz PDF<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The <strong>UPSC EPFO Industrial Disputes Act 1947 Quiz PDF<\/strong> is useful for revising important concepts related to industrial disputes, conciliation, adjudication, strikes, lockouts, lay-off, retrenchment, and dispute settlement. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><th><strong>Particulars<\/strong><\/th><th><strong>Link<\/strong><\/th><\/tr><tr><td>UPSC EPFO Industrial Disputes Act 1947 Quiz PDF<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/upsc-epfo-prep-kit\/?ref=contac-upsc-epfo-ida-1947-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><tr><td>UPSC EPFO Labour Laws Practice Quiz PDF<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/upsc-epfo-prep-kit\/?ref=contac-upsc-epfo-ida-1947-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-ida-1947-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><tr><td>UPSC EPFO APFC Practice Notes PDF<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/labour-laws-and-industrial-relations\/?ref=contac-upsc-epfo-ida-1947-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Check Details<\/a><\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Attempt_UPSC_EPFO_Industrial_Disputes_Act_1947_Quiz\"><\/span>Attempt UPSC EPFO Industrial Disputes Act 1947 Quiz<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Test your preparation with the UPSC EPFO Industrial Disputes Act 1947 Quiz and revise important concepts related to industrial disputes and industrial relations. <\/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> UPSC EPFO Industrial Disputes Act 1947 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. What was the principal legislative purpose of the Industrial Disputes Act, 1947?<\/p>\n  <button data-correct=\"true\">To provide machinery for the investigation and settlement of industrial disputes<\/button>\n  <button data-correct=\"false\">To regulate company incorporation<\/button>\n  <button data-correct=\"false\">To establish a national pension authority<\/button>\n  <button data-correct=\"false\">To prescribe income-tax rates<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>2. The Industrial Disputes Act, 1947 was enacted as which Act number?<\/p>\n  <button data-correct=\"false\">Act No. 35 of 2020<\/button>\n  <button data-correct=\"true\">Act No. 14 of 1947<\/button>\n  <button data-correct=\"false\">Act No. 1 of 2026<\/button>\n  <button data-correct=\"false\">Act No. 21 of 1947<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>3. Under the historical Industrial Disputes Act, which provision defined an &#8216;industrial dispute&#8217;?<\/p>\n  <button data-correct=\"false\">Section 2A<\/button>\n  <button data-correct=\"false\">Section 9A<\/button>\n  <button data-correct=\"true\">Section 2(k)<\/button>\n  <button data-correct=\"false\">Section 25F<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>4. Which combination could historically constitute an industrial dispute under Section 2(k)?<\/p>\n  <button data-correct=\"true\">Employers and employers, employers and workmen, or workmen and workmen<\/button>\n  <button data-correct=\"false\">Only employers and the government<\/button>\n  <button data-correct=\"false\">Only individual workmen and customers<\/button>\n  <button data-correct=\"false\">Only registered trade unions and courts<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>5. Under Section 2A of the Industrial Disputes Act, which dispute could be treated as an industrial dispute even without union sponsorship?<\/p>\n  <button data-correct=\"false\">A dispute over a consumer purchase<\/button>\n  <button data-correct=\"false\">A dispute between two shareholders<\/button>\n  <button data-correct=\"true\">A dispute arising from the discharge, dismissal, retrenchment or termination of an individual workman<\/button>\n  <button data-correct=\"false\">A dispute over municipal property tax<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>6. Which term was historically defined in Section 2(s) of the Industrial Disputes Act?<\/p>\n  <button data-correct=\"false\">Factory<\/button>\n  <button data-correct=\"false\">Minimum wage<\/button>\n  <button data-correct=\"false\">Apprenticeship council<\/button>\n  <button data-correct=\"true\">Workman<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>7. After the 2010 amendment, a person employed mainly in a supervisory capacity was excluded from the historical definition of &#8216;workman&#8217; if drawing wages above what monthly ceiling?<\/p>\n  <button data-correct=\"true\">Rs 10,000<\/button>\n  <button data-correct=\"false\">Rs 1,600<\/button>\n  <button data-correct=\"false\">Rs 18,000<\/button>\n  <button data-correct=\"false\">Rs 24,000<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>8. Which of the following best distinguishes a lay-off from retrenchment under the historical Act?<\/p>\n  <button data-correct=\"true\">A lay-off generally does not terminate the employment relationship, whereas retrenchment is a termination by the employer subject to statutory exclusions<\/button>\n  <button data-correct=\"false\">Both necessarily terminate employment<\/button>\n  <button data-correct=\"false\">Retrenchment never terminates employment<\/button>\n  <button data-correct=\"false\">A lay-off is always a disciplinary punishment<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>9. Under the Industrial Disputes Act, a &#8216;lock-out&#8217; was essentially associated with which action by an employer?<\/p>\n  <button data-correct=\"true\">Temporary closing, suspension of work, or refusal to continue to employ persons employed<\/button>\n  <button data-correct=\"false\">Permanent transfer of ownership only<\/button>\n  <button data-correct=\"false\">Payment of bonus<\/button>\n  <button data-correct=\"false\">Recognition of a trade union<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>10. Which historical statutory term refers to a cessation of work by a body of workmen acting in combination?<\/p>\n  <button data-correct=\"false\">Closure<\/button>\n  <button data-correct=\"false\">Retrenchment<\/button>\n  <button data-correct=\"false\">Award<\/button>\n  <button data-correct=\"true\">Strike<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>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?<\/p>\n  <button data-correct=\"false\">20 workmen<\/button>\n  <button data-correct=\"false\">50 workmen<\/button>\n  <button data-correct=\"true\">100 workmen<\/button>\n  <button data-correct=\"false\">300 workmen<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>12. What was the primary statutory function of a Works Committee under the Industrial Disputes Act?<\/p>\n  <button data-correct=\"false\">To decide criminal cases<\/button>\n  <button data-correct=\"false\">To certify income-tax returns<\/button>\n  <button data-correct=\"false\">To register companies<\/button>\n  <button data-correct=\"true\">To promote amity and good relations and address matters of common interest or concern<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>13. Which authority under Section 4 was appointed to mediate and promote settlement of industrial disputes?<\/p>\n  <button data-correct=\"false\">Court of Inquiry<\/button>\n  <button data-correct=\"false\">National Company Law Tribunal<\/button>\n  <button data-correct=\"true\">Conciliation Officer<\/button>\n  <button data-correct=\"false\">Registrar of Companies<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>14. A Board of Conciliation under the historical Act was primarily intended to do what?<\/p>\n  <button data-correct=\"true\">Promote the settlement of an industrial dispute<\/button>\n  <button data-correct=\"false\">Conduct a criminal trial<\/button>\n  <button data-correct=\"false\">Set monetary policy<\/button>\n  <button data-correct=\"false\">Issue environmental clearances<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>15. What was the principal character of a Court of Inquiry under the Industrial Disputes Act?<\/p>\n  <button data-correct=\"false\">Final criminal adjudication<\/button>\n  <button data-correct=\"true\">Fact-finding and inquiry into matters connected with an industrial dispute<\/button>\n  <button data-correct=\"false\">Registration of trade marks<\/button>\n  <button data-correct=\"false\">Fixing provident fund interest rates<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>16. Under the historical Act, Labour Courts were constituted under which section?<\/p>\n  <button data-correct=\"false\">Section 5<\/button>\n  <button data-correct=\"false\">Section 7A<\/button>\n  <button data-correct=\"false\">Section 10A<\/button>\n  <button data-correct=\"true\">Section 7<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>17. Industrial Tribunals under the historical Act were constituted under which section?<\/p>\n  <button data-correct=\"false\">Section 7<\/button>\n  <button data-correct=\"false\">Section 7B<\/button>\n  <button data-correct=\"false\">Section 9C<\/button>\n  <button data-correct=\"true\">Section 7A<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>18. A National Tribunal under Section 7B could be constituted particularly for disputes involving what?<\/p>\n  <button data-correct=\"false\">Only disputes below Rs 10,000<\/button>\n  <button data-correct=\"true\">Questions of national importance or industrial establishments in more than one State<\/button>\n  <button data-correct=\"false\">Only municipal employment<\/button>\n  <button data-correct=\"false\">Only unregistered firms in one district<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>19. Which Schedule of the historical Industrial Disputes Act primarily listed matters within Labour Court jurisdiction?<\/p>\n  <button data-correct=\"false\">First Schedule<\/button>\n  <button data-correct=\"false\">Third Schedule<\/button>\n  <button data-correct=\"false\">Fifth Schedule<\/button>\n  <button data-correct=\"true\">Second Schedule<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>20. Which Schedule primarily contained matters that could be adjudicated by an Industrial Tribunal, such as wages and allowances?<\/p>\n  <button data-correct=\"false\">First Schedule<\/button>\n  <button data-correct=\"false\">Second Schedule<\/button>\n  <button data-correct=\"true\">Third Schedule<\/button>\n  <button data-correct=\"false\">Fourth Schedule<\/button>\n<\/div>\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 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It played a key role in promoting industrial peace and protecting workers\u2019 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:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>To provide mechanisms for the settlement of industrial disputes.<\/li>\n\n\n\n<li>To promote industrial peace and harmony.<\/li>\n\n\n\n<li>To protect workers in matters such as lay-off and retrenchment.<\/li>\n\n\n\n<li>To regulate strikes and lockouts.<\/li>\n\n\n\n<li>To provide institutions such as Labour Courts, Industrial Tribunals and National Tribunals for dispute adjudication.<\/li>\n\n\n\n<li>To establish rules for compensation in cases of lay-off, retrenchment and closure.<\/li>\n\n\n\n<li>To encourage conciliation and settlement between employers and workers.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-is-the-industrial-disputes-act-1947-important-in-2026\"><span class=\"ez-toc-section\" id=\"Why_is_the_Industrial_Disputes_Act_1947_important_in_2026\"><\/span>Why is the Industrial Disputes Act, 1947 important in 2026?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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 <strong>21 November 2025<\/strong>, 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.<\/p>\n\n\n\n<p>For exam preparation, aspirants should therefore study the Industrial Disputes Act as the <strong>earlier legislation<\/strong> and the Industrial Relations Code, 2020 as the <strong>current legal framework<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-the-industrial-relations-code-2020\"><span class=\"ez-toc-section\" id=\"What_is_the_Industrial_Relations_Code_2020\"><\/span>What is the Industrial Relations Code, 2020?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Industrial Relations Code, 2020 is one of India&#8217;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.<\/p>\n\n\n\n<p>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:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Earlier Labour Law<\/strong><\/td><td><strong>Main Area<\/strong><\/td><td><strong>Current Framework<\/strong><\/td><\/tr><tr><td>Trade Unions Act, 1926<\/td><td>Registration and regulation of trade unions<\/td><td>Industrial Relations Code, 2020<\/td><\/tr><tr><td>Industrial Employment (Standing Orders) Act, 1946<\/td><td>Standing orders and employment conditions<\/td><td>Industrial Relations Code, 2020<\/td><\/tr><tr><td>Industrial Disputes Act, 1947<\/td><td>Industrial disputes and dispute settlement<\/td><td>Industrial Relations Code, 2020<\/td><\/tr><\/tbody><\/table><\/figure>\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-ida-1947-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-are-the-major-provisions-of-the-industrial-relations-code-2020\"><span class=\"ez-toc-section\" id=\"What_are_the_major_provisions_of_the_Industrial_Relations_Code_2020\"><\/span>What are the major provisions of the Industrial Relations Code, 2020?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Provision<\/strong><\/td><td><strong>Brief Details<\/strong><\/td><\/tr><tr><td><strong>Industrial Disputes<\/strong><\/td><td>Provides a legal framework for resolving disputes related to employment, non-employment, terms of employment, and working conditions.<\/td><\/tr><tr><td><strong>Conciliation and Dispute Settlement<\/strong><\/td><td>Helps employers and workers reach a settlement through conciliation before the dispute moves to adjudication.<\/td><\/tr><tr><td><strong>Industrial Tribunals<\/strong><\/td><td>Provides Industrial Tribunals for the adjudication and settlement of industrial disputes.<\/td><\/tr><tr><td><strong>Strikes and Lockouts<\/strong><\/td><td>Regulates strikes and lockouts and lays down requirements for their legality.<\/td><\/tr><tr><td><strong>Standing Orders<\/strong><\/td><td>Covers rules related to employment conditions and workplace matters, earlier governed by the Industrial Employment (Standing Orders) Act, 1946.<\/td><\/tr><tr><td><strong>Retrenchment and Lay-off<\/strong><\/td><td>Provides conditions, compensation, and other requirements related to lay-off, retrenchment, and closure.<\/td><\/tr><tr><td><strong>Worker Re-Skilling Fund<\/strong><\/td><td>Provides for a fund to support the re-skilling of workers affected by retrenchment.<\/td><\/tr><tr><td><strong>Fixed-Term Employment<\/strong><\/td><td>Recognises fixed-term employment and provides specified conditions for workers employed under such arrangements.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-are-the-important-changes-from-the-industrial-disputes-act-to-the-industrial-relations-code\"><span class=\"ez-toc-section\" id=\"What_are_the_important_changes_from_the_Industrial_Disputes_Act_to_the_Industrial_Relations_Code\"><\/span>What are the important changes from the Industrial Disputes Act to the Industrial Relations Code?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The shift from the Industrial Disputes Act to the Industrial Relations Code is important for understanding India&#8217;s updated labour-law framework.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Industrial Disputes Act, 1947<\/strong><\/td><td><strong>Industrial Relations Code, 2020<\/strong><\/td><\/tr><tr><td>Standalone legislation dealing primarily with industrial disputes<\/td><td>Consolidated framework covering industrial relations<\/td><\/tr><tr><td>Separate from trade union and standing-order laws<\/td><td>Consolidates three earlier labour laws<\/td><\/tr><tr><td>Labour Courts and Industrial Tribunals under the earlier framework<\/td><td>Provides for Industrial Tribunals under the Code<\/td><\/tr><tr><td>Earlier provisions governed strikes and lockouts<\/td><td>Code contains updated provisions on strikes and lockouts<\/td><\/tr><tr><td>Lay-off, retrenchment and closure covered<\/td><td>These areas continue under the consolidated Code<\/td><\/tr><tr><td>No separate worker re-skilling fund provision of the present form<\/td><td>Worker Re-Skilling Fund provided under the Code<\/td><\/tr><tr><td>Earlier framework<\/td><td>Current consolidated framework from 21 November 2025<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-are-the-latest-updates-to-the-industrial-relations-code-in-2026\"><span class=\"ez-toc-section\" id=\"What_are_the_latest_updates_to_the_Industrial_Relations_Code_in_2026\"><\/span>What are the latest updates to the Industrial Relations Code in 2026?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Industrial Relations framework has seen important developments after the Code was brought into force.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The <strong>Industrial Relations Code, 2020<\/strong> came into force from <strong>21 November 2025<\/strong>.<\/li>\n\n\n\n<li>The 2026 amendment provides for the repeal of the <strong>Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947<\/strong>, subject to the transition provisions.<\/li>\n\n\n\n<li>The <strong>Industrial Relations (Central) Rules, 2026<\/strong> were notified on <strong>8 May 2026<\/strong>. These rules superseded the relevant provisions of the Industrial Disputes (Central) Rules, 1957 and the Industrial Employment (Standing Orders) Central Rules, 1946.<\/li>\n\n\n\n<li>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.<\/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-ida-1947-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-are-the-key-terms-to-remember-for-upsc-epfo\"><span class=\"ez-toc-section\" id=\"What_are_the_key_terms_to_remember_for_UPSC_EPFO\"><\/span>What are the key terms to remember for UPSC EPFO?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Understanding the basic terminology is important because questions can be asked from both the earlier Industrial Disputes Act and the current Industrial Relations Code.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Term<\/strong><\/td><td><strong>Meaning<\/strong><\/td><\/tr><tr><td>Industrial Dispute<\/td><td>A dispute connected with employment, non-employment, terms of employment or conditions of labour<\/td><\/tr><tr><td>Worker<\/td><td>A person covered by the definition of worker under the Industrial Relations Code<\/td><\/tr><tr><td>Employer<\/td><td>A person or authority responsible for the employment and control of workers in an establishment<\/td><\/tr><tr><td>Lay-off<\/td><td>A situation in which an employer is unable to provide employment to a worker for specified reasons<\/td><\/tr><tr><td>Retrenchment<\/td><td>Termination of service of a worker by the employer, subject to the exclusions and conditions under the law<\/td><\/tr><tr><td>Strike<\/td><td>Collective cessation or refusal to work in accordance with the applicable legal definition<\/td><\/tr><tr><td>Lockout<\/td><td>Temporary closing of a place of employment or suspension\/refusal to continue employment by an employer, as defined under the law<\/td><\/tr><tr><td>Standing Orders<\/td><td>Rules relating to conditions of employment and workplace matters<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-was-the-industrial-disputes-act-important-for-industrial-relations\"><span class=\"ez-toc-section\" id=\"How_was_the_Industrial_Disputes_Act_important_for_industrial_relations\"><\/span>How was the Industrial Disputes Act important for industrial relations?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>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:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It provided a formal mechanism for resolving industrial disputes.<\/li>\n\n\n\n<li>It supported the settlement of disputes through conciliation.<\/li>\n\n\n\n<li>It established adjudication mechanisms for unresolved disputes.<\/li>\n\n\n\n<li>It regulated strikes and lockouts.<\/li>\n\n\n\n<li>It provided safeguards and compensation-related provisions in specified cases.<\/li>\n\n\n\n<li>It formed an important foundation for India&#8217;s industrial relations framework.<\/li>\n<\/ul>\n\n\n\n<p>These concepts remain relevant because several of them have been incorporated into the Industrial Relations Code, 2020.<\/p>\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-1790677628468\"><strong class=\"schema-faq-question\">1. Is the Industrial Disputes Act, 1947 still the current standalone labour law?<\/strong> <p class=\"schema-faq-answer\">No. The Industrial Relations Code, 2020 is now the current consolidated framework, with the Code brought into force from 21 November 2025.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790677629314\"><strong class=\"schema-faq-question\">2. <strong>What replaced the Industrial Disputes Act, 1947?<\/strong><\/strong> <p class=\"schema-faq-answer\">The Industrial Relations Code, 2020 incorporates the industrial dispute-related framework of the earlier Act along with provisions from two other labour laws.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790677630912\"><strong class=\"schema-faq-question\">3. <strong>Which laws were consolidated into the Industrial Relations Code, 2020?<\/strong><\/strong> <p class=\"schema-faq-answer\">The Code consolidates the Trade Unions Act, 1926, Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790677631491\"><strong class=\"schema-faq-question\">4. When did the Industrial Relations Code, 2020 come into force?<\/strong> <p class=\"schema-faq-answer\">The Code was brought into force from 21 November 2025.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1790677632105\"><strong class=\"schema-faq-question\">5. Is the Industrial Disputes Act important for UPSC EPFO?<\/strong> <p class=\"schema-faq-answer\">Yes, it remains important for understanding earlier industrial relations law and the provisions that have transitioned into the Industrial Relations Code.<\/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-previous-year-question-papers\/\">UPSC EPFO PYPs, Download EPFO Previous Year Question Papers<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-apfc-study-material\/\">UPSC EPFO APFC Study Material 2026, Download Free Notes<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-exam-analysis\/\">UPSC EPFO APFC Exam Analysis 2026 for 20th December 2026<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/classification-of-audit-types\/\">Classification of Audit: Types, Basis, Importance and Free Quiz<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/audit-of-different-types-of-entities\/\">Audit of Different Types of Entities, Attempt Quiz &amp; Download PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/payment-of-gratuity-act-1972\/\">Payment of Gratuity Act 1972 Objectives, and Recent Updates<\/a><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>The Industrial Disputes Act, 1947 was one of India&#8217;s key labour laws for regulating industrial relations, resolving disputes, and promoting<\/p>\n","protected":false},"author":58,"featured_media":252839,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10210,10321],"tags":[18057,11528],"class_list":["post-229643","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-epfo","category-upsc-epfo","tag-industrial-disputes-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 Disputes Act 1947 &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-disputes-act-1947\/#faq-question-1790677628468\",\"position\":1,\"url\":\"https:\/\/www.oliveboard.in\/blog\/industrial-disputes-act-1947\/#faq-question-1790677628468\",\"name\":\"1. 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