Monday, October 20, 2025

Industrial Disputes Act, 1947 – Summary Table

 

Industrial Disputes Act, 1947 – Summary Table

AspectDetails
Short TitleIndustrial Disputes Act, 1947 (Act No. 14 of 1947)
Enforced On1 April 1947
ObjectiveTo secure industrial peace by investigation and settlement of industrial disputes between employers and workmen.
ExtentWhole of India
Administered ByMinistry of Labour & Employment, Government of India

⚖️ Key Definitions (Section 2)

TermMeaning
Industry [2(j)]Systematic activity between employer & workmen for production/supply of goods or services.
Workman [2(s)]Person employed for manual, skilled, unskilled, technical, clerical work for hire (excludes managerial/supervisory).
Industrial Dispute [2(k)]Dispute between employers and workmen relating to employment, non-employment or conditions of labour.
Public Utility Service [2(n)]Essential services like transport, postal, electricity, water, etc., notified by Govt.

๐Ÿงฉ Machinery for Settlement

AuthoritySectionFunction
Works CommitteeSec. 3Promotes good relations between employer & workmen.
Conciliation OfficerSec. 4Mediates and promotes settlement.
Board of ConciliationSec. 5Considers and promotes fair settlement.
Court of InquirySec. 6Inquires into matters connected with disputes.
Labour CourtSec. 7Adjudicates Second Schedule matters (e.g., discharge, wages).
Industrial TribunalSec. 7AAdjudicates Third Schedule matters (retrenchment, conditions of service).
National TribunalSec. 7BAdjudicates disputes of national importance.

⚔️ Strikes and Lockouts (Sections 22–24)

ProvisionCondition
Sec. 2214 days’ notice mandatory for strike/lockout in public utility service (Form J/K).
Sec. 23Prohibition during conciliation/adjudication proceedings.
Sec. 24Defines illegal strike or lockout (without notice or during proceedings).

๐Ÿ—️ Lay-off, Retrenchment & Closure (Ch. V-A & V-B)

ProvisionCondition
Lay-off (Sec. 25C)50% of wages + DA to be paid.
Retrenchment (Sec. 25F)1 month notice + 15 days’ pay for each completed year.
Closure (Sec. 25FFF)Compensation same as retrenchment.
Large Establishments (Sec. 25K–25S)Prior permission required for lay-off, retrenchment, or closure (100+ workmen).

๐Ÿงพ Notice of Change (Section 9A)

21 days’ notice before altering service conditions mentioned in Fourth Schedule.


๐Ÿ‘ท Protection of Workmen (Sec. 33)

Workmen cannot be punished, dismissed, or have service conditions altered during the pendency of any dispute.


⚠️ Penalties (Chapter VI)

OffencePenalty
Illegal strike/lockoutFine or imprisonment
Breach of settlement/awardFine up to ₹5,000
Victimisation of protected workmanFine/imprisonment

๐Ÿ“œ Schedules

ScheduleSubject Matter
IMatters for Labour Courts
IIMatters for Industrial Tribunals
IIIMatters for National Tribunal
IVConditions requiring notice under Sec. 9A
VUnfair Labour Practices

๐Ÿ Significance

  • Ensures industrial harmony

  • Protects workers’ rights

  • Encourages conciliation & adjudication over confrontation

  • Balances management control and labour welfare


๐Ÿ”„ Current Status

Will be replaced by Industrial Relations Code, 2020, consolidating:

  1. Industrial Disputes Act, 1947

  2. Trade Unions Act, 1926

  3. Industrial Employment (Standing Orders) Act, 1946

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