Industrial Relations and Labour Laws Notes
Subject Overview
Industrial Relations and Labour Laws is the first Human Resource Management specialisation elective — the two pillars of social security and labour welfare within IR. You'll cover the concept of industrial relations and trade unions, industrial conflict and dispute settlement mechanisms, the Factories Act and wage-related legislation, and close with the ILO, social security, and the concept of labour welfare. This is a 6-credit elective paper across 4 units, building on Human Resource Management from Semester 4.
Subject at a glance
4
Units
33
Topics
6
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Concepts
- objectives
- scope
- importance and participants of IR
- factors affecting IR
- approaches to IR
- trade union concepts
- objectives
- types
- structure and functions
- Trade Unions Act 1926
Employers
And their associations
Employees
And trade unions
Government
Laws, machinery, policy
Courts and tribunals
Settle disputes
Study guide
This unit covers the concept, objectives, scope and participants of industrial relations, factors that affect it, approaches to IR, trade union concepts, types, structure and functions and the Trade Unions Act 1926. Know the main approaches to IR with one line each.
- Scope and manifestation of conflict
- provisions on strikes
- lockouts
- layoff and retrenchment
- concept and types of dispute settlement
- conciliation procedure
- adjudication and arbitration
- 1Collective bargaining
Direct talks
- 2Conciliation
Conciliation officer or board
- 3Voluntary arbitration
Agreed arbitrator decides
- 4Adjudication
Labour court, tribunal, national tribunal
Study guide
You study industrial conflict: its scope and manifestations, provisions on strikes, lockouts, layoff and retrenchment and the methods of settling disputes, including conciliation, adjudication and arbitration. Learn the dispute settlement ladder.
- Factories Act objectives
- health
- safety and welfare provisions
- working hours for women and young persons
- basic features of the Payment of Wages Act
- Minimum Wages Act
- Employees Provident Fund Act
- Payment of Bonus Act
Factories Act 1948
Health, safety, welfare, hours
Payment of Wages Act
Timely payment, permitted deductions
Minimum Wages Act
Floor on wages
EPF Act
Provident fund for retirement
Payment of Bonus Act
Share in profit or productivity
Study guide
You study labour laws: the Factories Act (health, safety and welfare, hours for women and young persons) and the basic features of the Payment of Wages, Minimum Wages, Provident Fund and Bonus Acts. These Acts have since been consolidated into new labour codes from November 2025, so confirm with your faculty which law your exam follows.
- Concept of labour welfare — evolution
- scope
- objectives
- theories and types
- social security
- role of Indian labour laws and international bodies like the ILO
- social audit
Social insurance
ESI, EPF: contributory
Social assistance
Old-age pensions, non-contributory
Gratuity
For long service
Maternity benefit
Paid leave for mothers
Study guide
You study labour welfare (evolution, scope, objectives, theories and types), social security, the role of Indian labour laws and bodies such as the ILO, and the social audit. Learn the functions of the ILO.
Why Industrial Relations and Labour Laws Matters
Industrial relations and labour law knowledge supports HR and compliance roles and helps you understand rights and duties at work.
How to Prepare for Industrial Relations and Labour Laws
- Make a table of the main labour Acts and what each covers.
- Learn the stages of dispute settlement.
- Read about the new labour codes and how they changed the older laws.
Industrial Relations and Labour Laws: Frequently Asked Questions
What is the ILO?
The International Labour Organization is a United Nations agency that sets international labour standards and promotes decent work.
What is layoff?
A layoff is the temporary failure or refusal of an employer to give employment to a worker due to reasons such as shortage of raw material or power.