Short title, extent and commencement
Section 1 of the Industrial Relations Code, 2020 deals with short title, extent and commencement. This Act may be called the Industrial Relations Code, 2020. The Act was enacted on 28 Sep 2020.
(1) This Act may be called the Industrial Relations Code, 2020.
(2) It shall extend to the whole of India.
(3) It shall come into force on such date1 as the Central Government may, by notification in the Official Gazette, appoint; and different dates may be appointed for different provisions of this Code and any reference in any such provision to the commencement of this Code shall be construed as a reference to the coming into force of that provision.
Section 1, The Industrial Relations Code, 2020 (Act 35 of 2020).
Cross-references
Extracted from the operative text of the enactments themselves. Every destination below exists in our corpus.
Referred to by 1
Related judgements & precedents
These are some judgments that construed this section, and hold precedence value. They hold authority on how to read, interpret and use this section.
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Shanmugam (Labour Progressive Federation) v. Government of Tamil Nadu & Ors.
Court's Decision & Legal Precedent
DATE VERIFIED Final Order 2025-01-21 (order-1.pdf): Trade-union recognition dispute among TN State Transport Corporations. Court notes Section 14 of the proposed Industrial Relations Code provides a negotiating-council mechanism, but expressly records that the Code has not been brought into force; judge-made law therefore governs until Central/State legislation fills the gap.
On this section: s.1 commencement: IR Code remains uncommenced; recognition disputes cannot be decided under the Code until notification brings it into force.
The holding above is the ratio decidendi as extracted from the judgment by eCourts India, reproduced unaltered — it is a rendering of the court's reasoning, not a substitute for its words. Read the order itself before relying on it.
Questions about Section 1
What have the courts held on Section 1 of the Industrial Relations Code?
Shanmugam (Labour Progressive Federation) v. Government of Tamil Nadu & Ors. (21 Jan 2025) is the leading judgment on this section among those set out below: s.1 commencement: IR Code remains uncommenced; recognition disputes cannot be decided under the Code until notification brings it into force.
How do I find court cases under Section 1 of the Industrial Relations Code?
In judgments and charge sheets this section is written several ways, and each form finds a different set of orders. These search the full text of every order eCourtsIndia holds, best matches first: Industrial Relations Code 1, section 1 Industrial Relations Code, section 1 of the Industrial Relations Code. Each opens the full list of orders on eCourtsIndia, where it can be narrowed by court, year and outcome. 1 reported judgment on this section is set out on this page, beginning with Shanmugam (Labour Progressive Federation) v. Government of Tamil Nadu & Ors. (21 Jan 2025).
What should I read with Section 1 of the Industrial Relations Code, and has it changed?
1 other provision in this corpus refers back to it.
When was Section 1 of the Industrial Relations Code enacted?
Section 1 of the Industrial Relations Code, cited as Industrial Relations Code 1, was enacted on 28 Sep 2020 as Act 35 of 2020. It is in force as at the date shown on this page.
Other sections of this Act
- 2. Definitions3327 words
- 99. Power of appropriate Government to make rules1827 words
- 86. Penalties1320 words
- 30. Preparation of draft standing orders by employer and procedure for certification942 words
- 78. Prohibition of lay-off858 words
- 79. Conditions precedent to retrenchment of workers to which Chapter X applies706 words
Source and method. Compiled from the enactments of Parliament and of the State legislatures as published on India Code, and republished together with commentary and other original matter under section 52(1)(q)(ii) of the Copyright Act, 1957. Structured, cross-referenced and maintained by eCourtsIndia. Text as in force on 14 Oct 2026. This page is not a substitute for legal advice.