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The Industrial Employment (Standing Orders) Act, 1946

Labour194617 orders

This law requires employers in industrial establishments, typically those employing one hundred or more workers, to define and formally disclose precise terms of employment. Known as standing orders, these formal rules cover key workplace conditions such as working hours, shift schedules, attendance, leave procedures, termination notices, and disciplinary actions for misconduct. Employers must submit their proposed rules to designated government officers for certification, ensuring fairness and conformity with standard models after consulting employees or trade unions. The statute matters because it prevents arbitrary changes to working conditions, creates uniformity, protects workers from unfair treatment, and provides clear dispute-resolution mechanisms.

Start reading →Read full ActSections
  1. 0. Preamble
  2. 1. Short title, extent and application
  3. 2. Interpretation
  4. 3. Submission of draft standing orders.
  5. 4. Conditions for certification of standing orders.
  6. 5. Certification of standing orders.
  7. 6. Appeals.
  8. 7. Date of operation of standing orders.
  9. 8. Register of standing orders.
  10. 9. Posting of standing orders.
  11. 10. Duration and modification of standing orders.
  12. 11. Certifying Officers and appellate authorities to have powers of Civil Court.-
  13. 12. Oral evidence in contradiction of standing orders not admissible.
  14. 13. Penalties and procedure.
  15. 14. Power of exempt.
  16. 15. Power to make rules.
  17. Schedule. Schedule

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