Metro railway has been included in the definition of railways.

Maximum number of members in the Grievance Redressal Committee has been increased from 6 to 10 in an industrial establishment employing 20 or more workers.

Negotiating union or negotiating council" been inserted in the definition.

The "Trade Union dispute" has been added, which provides dispute relating to Trade     Union arising between two or more Trade Unions or between the members of a Trade Union   interest;

Definition of wages has been revised:-

the First part includes all salary components express in terms of money are capable of being so expressed like basic salary, all reimbursements, all allowances, all benefits.

Second part of the definition provide specific exclusion like:- Bonus payable under any    law,  Conveyance allowance, House rent allowance, Overtime Allowance, House  Accommodation, Supply of light water  medical attendance, other amenities/ service  excluded  by a General or special order of the appropriate  government, Commission,  contribution  to provident fund/pension, Any sum paid to defray special expenses,  Gratuity, Retrenchment Compensation, Remuneration payable under any award or  settlement between the parties.

The Third part of the definition provides that the total excluded components should not   exceed 50% of     the total remuneration. The third part of the definition provide limit as    the definition very clearly specifies the list of exclusions so anything which is paid to the  employees other than the exclusion would be covered and within this specific exclusion  the  limit cannot be more than 50%.

A new feature of “Recognition of Negotiating Union” has been introduced. The Code provides    for a  negotiation union in an industrial establishment, having registered trade unions, for negotiating with  the employer.

If there is only one trade union in an industrial establishment, the employer is required to recognise such trade union as the sole negotiating union of the workers.

In case of multiple trade unions, the trade union with support of at least 51% of        workers on  the  muster roll of that establishment will be recognised as the sole        negotiating union by the  employer.

The provisions of Standing Orders on Industrial establishments will be applicable       having 300 or more than 300 workers as notified by the appropriate Government.

The Code prohibits strikes or lock-outs in any establishment unless a prior notice of 14 days is  provided. Similar provisions existed in the Industrial Disputes Act, 1947 for public utility service (such as, railways and airlines). The Code expands these provisions to apply to all industrial      establishments. This will impact the      ability of workers to strike and employers to lock-out.

An industrial disputes can be voluntarily referred to arbitration by the employer as well as the  workers. The    parties to the dispute are required to execute a written agreement referring the dispute  to an arbitrator.

The worker may approach the Industrial Tribunal for adjudication of the dispute  related to dismissal, retrenchment or termination within 45 days after the application  for the conciliation of the dispute was made.

Employers of industrial establishments such as mines, factories and plantations with  at least 300 workers  are mandatorily required to take prior permission of the central  or state government before lay-off, retrenchment or closure. A fine of INR 1,00,000,  which may extend up to INR 10,00,000, is leviable on any person who contravenes  this provision.

In case any worker is suspended by the employer pending investigation or inquiry.  The amount of   subsistence allowance payable at 50% of the wages for the first 90  days of suspension; and at the rate of  75% of such wages for the remaining period of  suspension.