Key Changes
Worker Wage Threshold
Before
Supervisory employees up to ₹10,000/month covered
After
Supervisory employees up to ₹18,000/month covered
Why it matters: More supervisors now classified as workers with union rights
Fixed-Term Employment
Before
Not recognized as separate category; often treated as contract labour
After
Explicit legal status with benefits equal to permanent workers
Why it matters: Legitimizes fixed-term hiring while protecting worker rights
Standing Orders Applicability
Before
Establishments with 100+ workers
After
Establishments with 300+ workers (can be modified by state)
Why it matters: Reduced compliance burden for smaller establishments
Lay-off/Retrenchment Permission
Before
Required for establishments with 100+ workers
After
Required for establishments with 300+ workers (can be modified by state)
Why it matters: Greater flexibility for medium-sized establishments
Trade Union Recognition
Before
Recognition was employer's discretion
After
Statutory right to recognition as negotiating union/council
Why it matters: Unions have legal backing for recognition
Strike/Lock-out Notice
Before
Only public utility services required 14-day notice
After
ALL industrial establishments require 14-day notice
Why it matters: Uniform notice requirement across all industries
Industrial Tribunal Structure
Before
Single member tribunal
After
Two-member tribunal (Judicial + Administrative)
Why it matters: More balanced adjudication process