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The Industrial Relations Code, 2020: A Critique
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B. Muthu Jeya Kumari
Assistant Professor at Government Law College, Karaikudi, India
Abstract
The Ministry of Labour and Employment has introduced many labour reforms. Among them, one of the labour reforms is to consolidate and amend the 29 labour laws into 4 codes. Out of the 29 existing labour laws, The Industrial Relations Code 2020 replaces the 3 existing laws, i.e., The Trade Unions Act, 1926; The Industrial Employment (Standing Orders) Act, 1946; and the Industrial Disputes Act, 1947. This code also introduced new provisions. The Central Government decided to ascertain the status of labour laws whether they are really beneficial to workers or not and whether any labour law is preventing them from making any progress. This paper makes a comprehensive analysis of the Industrial Relations Code 2020 vis-à-vis the earlier laws and an attempt has been made to critically analyse the various provisions of the code and their implications on labour.
Type
Research Paper
Information
International Journal of Law Management and Humanities, Volume 6, Issue 5, Page 998 - 1007
DOI: https://doij.org/10.10000/IJLMH.115856Creative Commons
This is an Open Access article, distributed under the terms of the Creative Commons Attribution -NonCommercial 4.0 International (CC BY-NC 4.0) (https://creativecommons.org/licenses/by-nc/4.0/), which permits remixing, adapting, and building upon the work for non-commercial use, provided the original work is properly cited.
Copyright
Copyright © IJLMH 2021