Industrial Relations Code (Amendment) Bill, 2026

Prelims: Current events of national and international importance | Governance

Why in News?

Recently, the Industrial Relations Code (Amendment) Bill, 2026 clarifies repeal of old labour laws to avoid legal ambiguity.

Aim – To avoid future legal confusion regarding the repeal of old labour laws replaced by the Industrial Relations Code, 2020.
Nodal Ministry – Ministry of Labour and Employment.
Amendment to – Amends Section 104 of the Industrial Relations Code, 2020.
Repealed Acts – The Industrial Relations Code, 2020, repeals,
- Trade Unions Act, 1926
- Industrial Employment (Standing Orders) Act, 1946
- Industrial Disputes Act, 1947
Key Features – Deemed commencement from 21 November 2025.
Explicitly states that repeal of old Acts occurred by operation of law (Parliament), not by executive delegation.
Ensures continuity through savings provisions (existing rights, cases, unions remain valid).
Significance – Prevents future legal disputes and litigation.
Strengthens the legal certainty of labour reforms.
Facilitates smooth transition to the new labour codes framework.

Quick Fact

Labour Code reforms operationalised around 2025

Aim – Improve ease of doing business and worker welfare by consolidating 29 labour laws into 4 Codes.
Four Codes –
- Code on Wages, 2019
- Industrial Relations Code, 2020
- Code on Social Security, 2020
- OSH & Working Conditions Code, 2020
Compliance – Simplified rules and reduced regulatory burden for employers.
Worker Coverage – Expanded protection to gig and platform workers.
Wages – Uniform wage definition and minimum wage norms.
Industrial Relations – Easier trade union processes and dispute resolution mechanisms.
Social Security – Better PF, maternity, health, and gig worker benefits.
Workplace Safety – Enhanced safety norms, focus on women and migrant workers.
Significance – Unified labour framework for 500+ million workers and future-ready workforce.

References