The labour landscape in Pakistan is shaped by a complex interplay of constitutional provisions, legislative enactments, and judicial interpretations. The Constitution of Pakistan, under Part II, enshrines fundamental rights and principles of policy that underpin labour rights. Articles such as 11, 17, 18, 25, and 37(e) provide the foundational legal framework ensuring the prohibition of forced and child labour, the freedom of association, the right to pursue lawful occupations, equality before the law, and just conditions of work, including protections for women and children.
Complementing these constitutional safeguards, Pakistan’s labour laws have evolved significantly since the country’s independence. The legislative framework, originally inherited from colonial India, has undergone continuous refinement to address the socio-economic realities, industrial development, and the growth of trade unions within the country. This evolution reflects Pakistan’s commitment to fostering equitable labour practices and promoting social welfare.
A key piece of legislation in this regard is the Industrial Relations Act, 2012, which governs the relationship between employers and employees, regulates trade unions, and delineates the mechanisms for dispute resolution. This Act, along with other relevant statutes like the Factories Act, 1934, the Payment of Wages Act, 1936, and the Maternity Benefit Ordinance, 1958, forms the backbone of labour law in Pakistan.
This series of questions and answers aims to elucidate the essential aspects of labour rights and the provisions of the Industrial Relations Act, 2012. It provides a comprehensive overview of the rights and obligations of employers and workers, the processes for dispute resolution, and the protections afforded to vulnerable groups such as women and children. By distilling the legal complexities into an accessible format, this Q&A serves as a valuable resource for legal practitioners, policymakers, employers, and employees alike, ensuring a clearer understanding of the legal landscape governing labour relations in Pakistan.
Q: Are there any exceptions to whom the Industrial Relations Act, 2012 applies? A: Yes, it does not apply to persons employed in the Police, Defence Services, the administration of the State other than workmen, the Security Staff of Pakistan International Airlines, Pakistan Security Printing Corporation, Security Papers Limited, and establishments for the treatment or care of sick, infirm, destitute, or mentally unfit persons .
Q: When did the Industrial Relations Act, 2012 come into force? A: It came into force at once upon its enactment on March 14, 2012 .
Q: What is the role of the Registrar under this Act? A: The Registrar is responsible for the registration of trade unions and ensuring compliance with the provisions of the Act .
Q: What are the mutual obligations of employers and workers under this Act? A: Both employers and workers must promote trust, confidence, and understanding, accept responsibility for industrial relations, strive to develop good industrial relations, ensure compliance with agreements, and demonstrate mutual respect .
Q: What incentives are provided for promoting good industrial relations? A: Establishments maintaining good industrial relations may be recognized as a “Model Organisation in Industrial Relations” by the Government, entitling them to use this title on their official documents .
Q: What rights do workers have under this Act? A: Workers have the right to work, receive wages, welfare benefits, safety measures, freedom of association, collective bargaining, and other rights secured by the Act and other laws .
Q: What duties do workers have under this Act? A: Workers must perform their duties with diligence, observe organizational discipline, and respect the rights of the employer while cooperating in the efficient conduct of business .
Q: Can a trade union be held liable for tortious acts done in good faith? A: No, a trade union cannot be held liable in civil court for tortious acts done in good faith in furtherance of an industrial dispute if the act was without the knowledge of, or contrary to the instructions of, the union’s executive .
Q: What is the enforceability of agreements between trade union members? A: Agreements between trade union members are not void or voidable solely because they restrain trade, provided they do not contravene any law .
Q: Are there any limitations on when actions must be taken under this Act? A: Yes, the provisions of section 5 of the Limitation Act, 1908, apply in computing the period within which actions must be taken under this Act .
Q: Does this Act override other laws? A: Yes, the provisions of this Act override any other laws that are contrary to it .
Q: What happened to the Industrial Relations Act, 2008? A: The Industrial Relations Act, 2008, was repealed by this Act, but actions taken under the repealed Act are deemed to have been taken under this Act .
Q: What are the obligations of employers regarding the implementation of laws? A: Employers must implement all laws, including labour laws, in letter and spirit, and safeguard the interests and welfare of their workers .
Q: What is the significance of the “Model Organisation in Industrial Relations” certificate? A: This certificate signifies that an establishment has maintained a track record of good industrial relations and allows them to use this designation on their official documents .
Q: Can the Government make rules for carrying out the purposes of this Act? A: Yes, the Government may make rules and provide for fines for contraventions of those rules .
Q: What are the key definitions provided in this Act? A: Key definitions include “arbitrator,” “award,” “collective bargaining agent,” and “collective bargaining unit” among others .
Q: How are trade unions registered under this Act? A: Trade unions are registered by the Registrar, who ensures compliance with the Act’s provisions .
Q: What protections are provided to public servants under this Act? A: Registrars, Conciliators, and members of the Commission are deemed public servants within the meaning of the Pakistan Penal Code .
Q: How is mutual respect emphasized in the relationship between employers and workers? A: Employers and workers must demonstrate mutual respect and not indulge in any acts of personal disrespect, aligning with Islamic traditions of fraternity and social norms .
Q: What happens if a trade union acts contrary to the instructions of its executive? A: If a trade union acts contrary to the instructions of its executive, it may not be held liable for tortious acts done in good faith .
Q: What are the consequences of non-compliance with the rules made under this Act? A: Non-compliance with rules made under this Act can result in fines of up to ten thousand rupees .
Q: How does this Act address the treatment or care of sick, infirm, destitute, or mentally unfit persons? A: The Act excludes establishments or institutions for the treatment or care of such persons, unless run on a commercial basis .
Q: What does Article 11 of the Constitution of Pakistan prohibit? A: Article 11 prohibits all forms of slavery, forced labour, and child labour.
Q: What fundamental right is provided by Article 17 of the Constitution? A: Article 17 provides the fundamental right to exercise the freedom of association and the right to form unions.
Q: Which Article of the Constitution allows citizens to enter any lawful profession or trade? A: Article 18 allows citizens to enter upon any lawful profession or occupation and to conduct any lawful trade or business.
Q: What does Article 25 of the Constitution of Pakistan guarantee? A: Article 25 guarantees the right to equality before the law and prohibits discrimination on the grounds of sex alone.
Q: What provision does Article 37(e) of the Constitution make? A: Article 37(e) makes provisions for securing just and humane conditions of work, ensuring that children and women are not employed in vocations unsuited to their age or sex, and provides for maternity benefits for women in employment.
Q: What is the significance of labour being a ‘concurrent subject’ in the Constitution? A: It means that both the Federal and Provincial Governments share responsibility for labour regulation, although laws are generally enacted by the Federal Government for uniformity, with Provincial Governments making specific rules as needed.
Q: What is the total labour force of Pakistan, and how is it distributed across sectors? A: The total labour force of Pakistan is approximately 37.15 million people, with 47% in agriculture, 10.50% in manufacturing and mining, and 42.50% in various other professions.
Q: What is required of every employer in an industrial or commercial establishment regarding employment contracts? A: Every employer is required to issue a formal appointment letter at the time of employment, outlining the main terms and conditions of employment, including the nature and tenure of appointment, pay allowances, and other benefits.
Q: What protections are in place for the termination of a permanent worker’s contract? A: A permanent worker’s services cannot be terminated for any reason other than misconduct unless one month’s notice or wages in lieu thereof is provided.
Q: What is the maximum number of hours an adult employee can work under the Factories Act, 1934? A: An adult employee can work a maximum of nine hours a day and 48 hours a week under the Factories Act, 1934.
Q: What special working hour provisions are made during Ramadan? A: Special reduced working hours are observed in manufacturing, commercial, and service organizations during Ramadan.
Q: How many days of annual paid leave is a worker entitled to under the Factories Act, 1934? A: Every worker is entitled to 14 consecutive days of paid leave after completing twelve months of continuous service.
Q: What maternity benefits are provided under the Maternity Benefit Ordinance, 1958? A: Women are entitled to up to six weeks of prenatal and postnatal leave with pay based on their last salary, applicable to industrial and commercial establishments employing women.
Q: What additional leave entitlements do workers have besides annual leave? A: Workers are entitled to 10 days of casual leave with full pay and 16 days of sick leave on half pay annually.
Q: What is the minimum age for employment in factories according to the Factories Act, 1934? A: The minimum age for employment in factories is 14 years, with restrictions and conditions for adolescents between 14 and 18 years.
Q: What are the consequences of employing children in contravention of the Employment of Children Rules, 1995? A: Employers can face imprisonment for up to one year, fines up to Rs. 20,000, or both. Repetition of the offense can lead to imprisonment for up to two years and not less than six months.
Q: How does the Constitution of Pakistan ensure equality and well-being for its citizens? A: Article 38 ensures the State’s obligations to secure the well-being of people by raising their standard of living, preventing the concentration of wealth, ensuring equitable rights between employers and employees, and providing basic necessities of life.
Q: What does the Payment of Wages Act, 1936 regulate? A: It regulates the payment of wages to industrial workers, ensuring timely payment and limiting permissible deductions from wages.
Q: What is the purpose of the Joint Works Council introduced by the Industrial Relations Ordinance, 2002? A: The Joint Works Council is established in establishments employing fifty or more persons to improve production, promote safety and health, and facilitate harmonious working conditions.
Q: What rights are guaranteed under Article 17 of the Pakistani Constitution? A: Article 17 guarantees the right to form associations or unions, subject to reasonable restrictions in the interest of sovereignty, integrity, public order, or morality.
Q: How are trade unions registered under the Industrial Relations Ordinance, 2002? A: Trade unions are registered with the Registrar Trade Unions in the Province or with the National Industrial Relations Commission for nationwide industries, after fulfilling specific requirements.
Q: What is a Collective Bargaining Agent (CBA)? A: A CBA is a registered trade union elected by secret ballot to undertake collective bargaining with employers on matters related to employment conditions and rights.
Q: What are the duties of a Labour Court under the Industrial Relations Ordinance, 2002? A: Labour Courts adjudicate industrial disputes, inquire into matters related to settlement violations, try offenses under the Ordinance, and perform other assigned functions.
Q: What is the role of the National Industrial Relations Commission? A: The Commission adjudicates industrial disputes involving industry-wide trade unions or those of national importance, and handles cases of unfair labour practices.
Q: What are the conditions under which strikes and lock-outs are considered illegal? A: Strikes and lock-outs are illegal if commenced without proper notice of conciliation, conducted contrary to the provisions of the Industrial Relations Ordinance, or in violation of orders from the Labour Court.
Q: What rights do workers have regarding grievances under the Industrial Relations Ordinance, 2002? A: Workers can bring grievances related to rights guaranteed by law, awards, or settlements to the employer’s notice within one month, and if unresolved, may take the matter to the Labour Court.
Q: What protections exist for trade union office bearers against unfair labour practices? A: Trade union office bearers are protected from arbitrary transfer, discharge, and dismissal, with unfair labour practices by employers subject to intervention by the National Industrial Relations Commission.
Q: What rights do workers have during conciliation or arbitration proceedings? A: Workers cannot go on strike, and employers cannot declare lock-outs during ongoing conciliation or arbitration proceedings or while cases are pending before the Labour Court.
Q: What is the process for the settlement of industrial disputes under the Industrial Relations Ordinance, 2002? A: Disputes may be settled through bilateral negotiations, conciliation, arbitration, or adjudication by the Labour Court or National Industrial Relations Commission.
Q: What are the powers of the Labour Court regarding illegal strikes or lock-outs? A: The Labour Court can order the cessation of illegal strikes or lock-outs, and impose penalties including dismissal of workers or attachment of the factory with the appointment of an official receiver.
Q: What rights do children have under Article 11(3) of the Constitution of Pakistan? A: Article 11(3) expressly prohibits the employment of children below the age of fourteen years in any factory, mine, or other hazardous employment.
Q: What is required for the employment of adolescents under the Factories Act, 1934? A: Adolescents between the ages of 14 and 18 must obtain a certificate of fitness from a certifying surgeon to work in a factory.
Q: What limitations are placed on the working hours of children in factories? A: Children are restricted to working no more than five hours a day, and their work hours must be arranged within a span not exceeding seven-and-a-half hours in any day.
Q: What measures must factories take regarding child workers’ working conditions? A: Factories must display a Notice of Periods for Work for Children and maintain a Register of Child Workers, detailing each child’s work schedule and certificate of fitness.
Q: How does the Employment of Children Rules, 1995, protect child workers? A: The Rules require cleanliness, proper ventilation, lighting, and safe working conditions, including fencing dangerous machinery and providing drinking water.
Q: What are the penalties for violating the Employment of Children Rules, 1995? A: Violations can result in imprisonment for up to one year, fines up to Rs. 20,000, or both. Repeated offenses carry harsher penalties, including up to two years’ imprisonment.
Q: What obligations does Article 38 of the Constitution impose on the State regarding equality? A: Article 38 obliges the State to secure the well-being of people, ensure equitable rights between employers and employees, and provide basic necessities of life to all citizens.
Q: How are wages defined under the Payment of Wages Act, 1936? A: Wages include total remuneration payable for employment, bonuses, and sums for lack of proper notice but exclude accommodations, employer’s contributions to funds, and special expenses.
Q: What is the maximum period for wage payments under the Payment of Wages Act, 1936? A: Wages must be paid within seven days if fewer than 1,000 workers are employed, and within ten days if 1,000 or more workers are employed.
Q: What deductions are allowed from wages under the Payment of Wages Act, 1936? A: Allowed deductions include fines, breach of contract costs, and damages or losses incurred to the factory, excluding accidents.
Q: What rights do workers have regarding representation in the enterprise under the Industrial Relations Ordinance, 2002? A: Workers have the right to representation in the Joint Works Council, which handles various workplace issues, including safety, health, and vocational training.
Q: How is the right to association regulated under the Constitution and the Industrial Relations Ordinance, 2002? A: Article 17 of the Constitution guarantees the right to form unions, while the Ordinance allows workers and employers to establish and join associations, federations, and confederations.
Q: What benefits does registration confer on trade unions under the Industrial Relations Ordinance, 2002? A: Registration gives trade unions legal existence, enabling them to function independently, draw up constitutions, elect representatives, and organize activities.
Q: How is a Collective Bargaining Agent (CBA) determined? A: A CBA is a registered trade union elected by secret ballot, entitled to undertake collective bargaining with employers on employment-related matters.
Q: What issues can be addressed in collective agreements negotiated by the CBA? A: Collective agreements may cover trade union activities, grievance procedures, terms of employment, wages, working hours, holidays, and other employment conditions.
Q: What is the role of Labour Courts in enforcing collective agreements? A: Labour Courts enforce rights guaranteed by law or settlements, adjudicate disputes, and ensure the implementation of settlements.
Q: What powers do Labour Courts have in trying offenses under the Industrial Relations Ordinance, 2002? A: Labour Courts follow procedures similar to those in the Code of Criminal Procedure, 1898, and have powers to enforce attendance, examine under oath, and issue commissions for witness examination.
Q: What is the process for appealing Labour Court decisions under the Industrial Relations Ordinance, 2002? A: Appeals of Labour Court decisions can be made to the High Court, which can vary, modify, or pass orders regarding the correctness, legality, or propriety of the Labour Court’s order.
Q: How are strikes and lock-outs regulated under the Industrial Relations Ordinance, 2002? A: Strikes and lock-outs require due notice, must follow the Ordinance’s procedures, and are subject to intervention by the Labour Court or government if they cause serious community hardship or prejudice national interests.
Q: What actions can the Labour Court take if a strike or lock-out is deemed illegal? A: The Labour Court can order the strike or lock-out to cease, impose penalties on workers or employers, and in severe cases, attach the factory and appoint an official receiver.
Q: What are the requirements for maintaining good industrial relations under the Industrial Relations Act, 2012? A: Employers and workers must promote mutual trust, confidence, understanding, and cooperation, ensure compliance with agreements, and demonstrate mutual respect.
Q: What recognition is given to establishments maintaining good industrial relations? A: Establishments may be recognized as a “Model Organisation in Industrial Relations,” allowing them to use this designation in official documents.
Q: What is the role of the Registrar in the Industrial Relations Act, 2012? A: The Registrar is responsible for the registration of trade unions and ensuring compliance with the provisions of the Act.
Q: What protections are provided to public servants under the Industrial Relations Act, 2012? A: Registrars, Conciliators, and members of the Commission are deemed public servants under the Pakistan Penal Code, protecting them from liability for actions done in good faith.
Q: How are disputes involving trade unions settled under the Industrial Relations Act, 2012? A: Disputes can be settled through conciliation, arbitration, or adjudication by the Labour Court, with procedures outlined for each method.
Q: What are the main terms that must be included in a written labour contract? A: A written labour contract must include the nature and tenure of appointment, pay allowances, and other fringe benefits admissible.
Q: What is required for terminating the services of a permanent worker? A: The services of a permanent worker cannot be terminated without one month’s notice or wages in lieu thereof, except for misconduct.
Q: How are working hours regulated under the Factories Act, 1934? A: Adult workers can work a maximum of nine hours a day and 48 hours a week, with specific provisions for seasonal factories and continuous work.
Q: What are the special working hour provisions during Ramadan? A: Reduced working hours are observed in manufacturing, commercial, and service organizations during Ramadan.
Q: How is annual paid leave regulated under the Factories Act, 1934? A: Workers are entitled to 14 consecutive days of paid leave after completing twelve months of continuous service.
Q: What are the provisions for maternity leave under the Maternity Benefit Ordinance, 1958? A: Women are entitled to up to six weeks of prenatal and postnatal leave with pay, applicable to industrial and commercial establishments employing women.
Q: What additional leave entitlements do workers have besides annual leave? A: Workers are entitled to 10 days of casual leave with full pay and 16 days of sick leave on half pay annually.
Q: What is the minimum age for employment in factories according to the Factories Act, 1934? A: The minimum age for employment in factories is 14 years, with restrictions and conditions for adolescents between 14 and 18 years.
Q: What measures must factories take regarding child workers’ working conditions? A: Factories must display a Notice of Periods for Work for Children and maintain a Register of Child Workers, detailing each child’s work schedule and certificate of fitness.
Q: What protections does the Employment of Children Rules, 1995, provide for child workers? A: The Rules require cleanliness, proper ventilation, lighting, and safe working conditions, including fencing dangerous machinery and providing drinking water.
Q: What are the penalties for violating the Employment of Children Rules, 1995? A: Violations can result in imprisonment for up to one year, fines up to Rs. 20,000, or both. Repeated offenses carry harsher penalties, including up to two years’ imprisonment.
Q: What obligations does Article 38 of the Constitution impose on the State regarding equality? A: Article 38 obliges the State to secure the well-being of people, ensure equitable rights between employers and employees, and provide basic necessities of life to all citizens.
Q: How are wages defined under the Payment of Wages Act, 1936? A: Wages include total remuneration payable for employment, bonuses, and sums for lack of proper notice but exclude accommodations, employer’s contributions to funds, and special expenses.
Q: What is the maximum period for wage payments under the Payment of Wages Act, 1936? A: Wages must be paid within seven days if fewer than 1,000 workers are employed, and within ten days if 1,000 or more workers are employed.
Q: What deductions are allowed from wages under the Payment of Wages Act, 1936? A: Allowed deductions include fines, breach of contract costs, and damages or losses incurred to the factory, excluding accidents.
Q: What rights do workers have regarding representation in the enterprise under the Industrial Relations Ordinance, 2002? A: Workers have the right to representation in the Joint Works Council, which handles various workplace issues, including safety, health, and vocational training.
Q: How is the right to association regulated under the Constitution and the Industrial Relations Ordinance, 2002? A: Article 17 of the Constitution guarantees the right to form unions, while the Ordinance allows workers and employers to establish and join associations, federations, and confederations.
Q: What benefits does registration confer on trade unions under the Industrial Relations Ordinance, 2002? A: Registration gives trade unions legal existence, enabling them to function independently, draw up constitutions, elect representatives, and organize activities.
Q: How is a Collective Bargaining Agent (CBA) determined? A: A CBA is a registered trade union elected by secret ballot, entitled to undertake collective bargaining with employers on employment-related matters.
Q: What issues can be addressed in collective agreements negotiated by the CBA? A: Collective agreements may cover trade union activities, grievance procedures, terms of employment, wages, working hours, holidays, and other employment conditions.
Q: What is the role of Labour Courts in enforcing collective agreements? A: Labour Courts enforce rights guaranteed by law or settlements, adjudicate disputes, and ensure the implementation of settlements.
Q: What powers do Labour Courts have in trying offenses under the Industrial Relations Ordinance, 2002? A: Labour Courts follow procedures similar to those in the Code of Criminal Procedure, 1898, and have powers to enforce attendance, examine under oath, and issue commissions for witness examination.
Q: What is the process for appealing Labour Court decisions under the Industrial Relations Ordinance, 2002? A: Appeals of Labour Court decisions can be made to the High Court, which can vary, modify, or pass orders regarding the correctness, legality, or propriety of the Labour Court’s order.
Q: How are strikes and lock-outs regulated under the Industrial Relations Ordinance, 2002? A: Strikes and lock-outs require due notice, must follow the Ordinance’s procedures, and are subject to intervention by the Labour Court or government if they cause serious community hardship or prejudice national interests.
Q: What actions can the Labour Court take if a strike or lock-out is deemed illegal? A: The Labour Court can order the strike or lock-out to cease, impose penalties on workers or employers, and in severe cases, attach the factory and appoint an official receiver.
Q: What is required for the employment of adolescents under the Factories Act, 1934? A: Adolescents between the ages of 14 and 18 must obtain a certificate of fitness from a certifying surgeon to work in a factory.
Q: What limitations are placed on the working hours of children in factories? A: Children are restricted to working no more than five hours a day, and their work hours must be arranged within a span not exceeding seven-and-a-half hours in any day.
Q: What measures must factories take regarding child workers’ working conditions? A: Factories must display a Notice of Periods for Work for Children and maintain a Register of Child Workers, detailing each child’s work schedule and certificate of fitness.
Q: What protections does the Employment of Children Rules, 1995, provide for child workers? A: The Rules require cleanliness, proper ventilation, lighting, and safe working conditions, including fencing dangerous machinery and providing drinking water.
Q: What are the penalties for violating the Employment of Children Rules, 1995? A: Violations can result in imprisonment for up to one year, fines up to Rs. 20,000, or both. Repeated offenses carry harsher penalties, including up to two years’ imprisonment.
Q: What obligations does Article 38 of the Constitution impose on the State regarding equality? A: Article 38 obliges the State to secure the well-being of people, ensure equitable rights between employers and employees, and provide basic necessities of life to all citizens.
Q: How are wages defined under the Payment of Wages Act, 1936? A: Wages include total remuneration payable for employment, bonuses, and sums for lack of proper notice but exclude accommodations, employer’s contributions to funds, and special expenses.
Q: What is the maximum period for wage payments under the Payment of Wages Act, 1936? A: Wages must be paid within seven days if fewer than 1,000 workers are employed, and within ten days if 1,000 or more workers are employed.
Q: What deductions are allowed from wages under the Payment of Wages Act, 1936? A: Allowed deductions include fines, breach of contract costs, and damages or losses incurred to the factory, excluding accidents.
Q: What rights do workers have regarding representation in the enterprise under the Industrial Relations Ordinance, 2002? A: Workers have the right to representation in the Joint Works Council, which handles various workplace issues, including safety, health, and vocational training.
Q: How is the right to association regulated under the Constitution and the Industrial Relations Ordinance, 2002? A: Article 17 of the Constitution guarantees the right to form unions, while the Ordinance allows workers and employers to establish and join associations, federations, and confederations.
Q: What benefits does registration confer on trade unions under the Industrial Relations Ordinance, 2002? A: Registration gives trade unions legal existence, enabling them to function independently, draw up constitutions, elect representatives, and organize activities.
Q: How is a Collective Bargaining Agent (CBA) determined? A: A CBA is a registered trade union elected by secret ballot, entitled to undertake collective bargaining with employers on employment-related matters.
Q: What issues can be addressed in collective agreements negotiated by the CBA? A: Collective agreements may cover trade union activities, grievance procedures, terms of employment, wages, working hours, holidays, and other employment conditions.
Q: What is the role of Labour Courts in enforcing collective agreements? A: Labour Courts enforce rights guaranteed by law or settlements, adjudicate disputes, and ensure the implementation of settlements.
Q: What powers do Labour Courts have in trying offenses under the Industrial Relations Ordinance, 2002? A: Labour Courts follow procedures similar to those in the Code of Criminal Procedure, 1898, and have powers to enforce attendance, examine under oath, and issue commissions for witness examination.
Q: What is the process for appealing Labour Court decisions under the Industrial Relations Ordinance, 2002? A: Appeals of Labour Court decisions can be made to the High Court, which can vary, modify, or pass orders regarding the correctness, legality, or propriety of the Labour Court’s order.
Q: How are strikes and lock-outs regulated under the Industrial Relations Ordinance, 2002? A: Strikes and lock-outs require due notice, must follow the Ordinance’s procedures, and are subject to intervention by the Labour Court or government if they cause serious community hardship or prejudice national interests.
Q: What actions can the Labour Court take if a strike or lock-out is deemed illegal? A: The Labour Court can order the strike or lock-out to cease, impose penalties on workers or employers, and in severe cases, attach the factory and appoint an official receiver.
Q: What recognition is given to establishments maintaining good industrial relations? A: Establishments may be recognized as a “Model Organisation in Industrial Relations,” allowing them to use this designation in official documents.
