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Critiquing the Industrial Relations Code Bill, 2019
The Industrial Relations Code, one of the four labour codes codified from the erstwhile central labour laws, aims to promote the ease of doing business and spur investment by encouraging labour flexibility. A critical examination of the code suggests that it will fail to create a conducive and efficient industrial relations environment, and will neither promote the ease of doing business nor serve workers’ welfare.
The Second National Commission on Labour (SNCL) has recommended that the existing set of labour laws should be broadly grouped into four or five groups of laws pertaining to (i) industrial relations, (ii) wages, (iii) social security, (iv) safety and, (v) welfare and working conditions and so on. (SNCL 2002: 322)
The National Democratic Alliance-II (NDA) government has cited these recommendations to frame four labour codes—the Labour Code on Industrial Relations (IRC), the Labour Code on Wages (WC), the Labour Code on Social Security and Welfare (SSC), and the Labour Code on Occupational Safety, Health and Working Conditions (OSHWC). Of these four codes, the government has already introduced the IRC in Parliament in November 2019. It combines the Trade Unions Act, 1926 (TUA), the Industrial Employment (Standing Orders) Act, 1946 and the Industrial Disputes Act, 1947 (IDA) (GoI 2019).
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