The Industrial Relations Act of 2012 was passed to regulate labor relations and practices in Pakistan. It covers key areas like registration of trade unions, collective bargaining, unfair labor practices, dispute resolution and penalties. Some important provisions include requirements for registering trade unions, functions of collective bargaining agents, processes for resolving grievances and disputes, definitions of illegal strikes and lockouts, and penalties for violating various sections of the act. The act establishes the National Industrial Relations Commission to oversee its implementation.

2. Industrial
Relations Act, 2012

3. ExecutiveSummery
TheindustrialRelationAct,2012wasreleasedon7March
2012.Itisspreadover91sectionwithsupportingtwo
schedulesandsummarizedinelevenchapters.
Chapters Main Aspects
i Preliminary
ii Registration of Trade Union
iii Collective Bargaining Agent
iv Workers Participation
v Unfair Labor Practices
vi Settlement of Dispute
vii Strikes and Lock-out
viii Awards and Settlements
ix National Industrial Relations Commission
x Penalties and Procedures
xi Supplemental

4. Definitions
Registration of trade union

5. Definitions• a) 'Arbitrator' means a person appointed as such section 40.
• b) 'Award' means the determination by the commission.
• c) 'Bench' and 'full bench' means a bench and full bench of the commission.
• d) 'Commission' means the industrial relation commission under section 53.
• h)'establishment' means office, firm, factory, society, undertaking, company,
shop or enterprise which employ workmen for the purpose of carrying business
placed except in section 62.
• i)'executive' means a body manages the affair of trade union by its constitution.
• j)'government' means the federal government.
• k)'group of establishment means belonging to the same employer.
• l)'industry' means any trade business for the production of goods or service
except charitable
• Purpose.
• m)'inspector' means an inspector under this act.
• n)'labour court' means a labor court established in a province.
• o)'officer' means member of executive except auditor or adviser.
• p)'organization' means an organization of worker for furthering and defending
the interest of the worker.
• q)'prescribed' means prescribe by the rules.

6. Registration of Trade Union
• Requirement for registration
• Any trade unions under the signature of its president apply to the registrar for
registration
• Application for registration shall be made by a statement showing names and date of
formation of trade union, names, ages, address of officers and their paid
membership.
• Three copies of constitution together with the copy of resolution bearing the
signature of chairman
• Federation made after the consent of members.
• Names, objects and address of trade union, numbers of members not exceed the
prescribed limit.
• The condition under which member are entitled for benefit and fine.
• The manner in which the constitution amended varied or rescinded election.
• Certificate of registration:
• The registrar under section 9 issues a certificate of registration.
• Cancellation of Registration:
• Registration may be cancel by the registrar if contravened the rule, applied for
cancellation, fraud or misrepresentation, field to submit annual returns.
• Disqualification of an officer or a member of trade union :
• Involving moral turpitude under the Pakistan Penal Code shall be disqualified, unless a
period of five year elapsed.

7. Collective bargaining agent
workers Participation

8. CollectiveBargainingagentisthenegotiationprocessthattake
placebetweenemployersandgroupofemployeewhencertain
issuearise.
Functions
• Represent all or any of the
workmen in any matter.
• Give notice of, and declare
a strike.
• Undertake collective bargaining
with the employer or employers
on matters connected with employment or non-
employment.

9. Worker’Participations
1. Shop steward
2. Work council
3. Inspector

10. 1-Apersonelectedbyworkers inafactorytorepresent them
indealing with management.
Functions
• Act as a link between the
workers and employer.
• Assist in improvement
• Help workers in the settlement
of their problems.

11. 2-A body representing the workers of aplant, factory
electednegotiatewiththemanagement aboutworking
conditions,wagesetc.
• Functions
• Maintain continuous sympathy
and understanding between the
employer.
• Promote settlement differences
and disputes through negotiation.
• Promote security of employment
for the workmen and conditions of
safety, health and job satisfaction in their work.
• Discuss any other matter of mutual interest

12. 3-Provincial governmentmay,bynotification intheofficial
gazette,appoint person as it think fit tobe inspector within
local limit as it may assign to than respectively.
Functions
• Public servant according to Pakistan Penal Code.
• Approval of building plan and the machinery layout.
• Renewal of factory license.

13. By
Misbah Javid
Unfair Labor
Practices

14. Unfair Labor Practices
• On the part of employer
No employer or trade union
1. Impose any condition in the contract of employment
2. Refuse to employ or refuse to continue to employ
3. Discriminate against any person in regard to any
employment
4. Dismiss, discharge, remove from employment or transfer
threaten to transfer.
5. Induce any person, compel or attempt to compel, influence
or interfere.
6. Recruit any new workmen during the period of a notice of
strike

15. • Unfair labor practices on the part of workmen:
No workmen or trade union of workmen shall:
1. Persuade a workman to join or refrain from joining a trade
union during work hours.
2. Induce any person to refrain from becoming a member or
officer of a trade union.
3. Compel or attempt to compel the employer to accept any
demand by using coercion and pressure threat

16. Settlement Of Dispute
• Redress of individual grievances:
• Where a worker himself bring his grievance to the notice of the
employer, the employer shall within fifteen days of the grievance
bought to his notice
• Where a worker brings grievance to the notice of his employer
through his shop steward or collective bargaining agent, the
employer shall, within seven days of the grievance bought to his
notice.
• If the employer fails to communicate a decision within specified
period the shop steward or collective bargaining agent may take this
dispute to commission.
• Rising of Industrial Dispute:
• No industrial dispute shall be deemed to exist unless it has been
raised in the prescribed manner
• Negotiations relating to differences and disputes:
• If employer or collective bargaining agent finds that an industrial
dispute has arisen or likely to arise, they should communicate his or
its views in writing either to the work council or to the other party
where the views are so communicated to the work council

17. Ways to settle dispute
Conciliation
• In this a third party
helps the two parties
to reach at a mutually
acceptable
settlement.
• Conciliator does not
impose a solution but
works with the parties
enables them to come
to an agreement.
Arbitration
• Resolution of disputes
outside the courts.
• Act as a mini court .
• Third party settles the
dispute by making an
independent decision
for the two parties.

18. Strikes and lock out
Where the strike and lockout lasts for more than thirty days,
refer the dispute to the commission.
is an act of quitting work
done by mutual
understanding by a body
of workmen
Strike
is temporary
suspension by employer
to give employment to
the workmen, unless the
workmen accept the
demands of the
employer
Lockout

19. Illegal strikes and lockout:
• A strike or lockout shall be illegal if:
1. It is continue in contravention of an order.
2. It is declared or continued without giving notice to the other party
of dispute
3. During the period in which a settlement and award are in
operation.
Procedure in case of
illegal strikes and
lockout: 1-the case shall be refer
to the commission
2-commission will pass
order
3-if the workers
contravenes the order
4-The commission may
pass order of dismissal
against all or any of the
striking worker.

20. Awards and settlements
National industrial relations commission

21. Settlement and awards
Settlement and awards on whom binding
• Binding all parties to an industrial dispute.
• Binding on the hires and also collective bargaining agent.
• settlement arrived at between employer and trade union.
Effective date of settlement, awards,
• Period is agreed upon if not agree then two years are agree.
• A settlement shall effective if date is agreed upon the parties.

22. National industrial relation commission
• It constitute by federal government and also appointed
chairman
• Commission shall consist of not less then ten full time
member and also appointed two members to advice chairman
Functions of the commission
• to register trade union and industry wise trade union.
• To determine an industrial dispute and collective bargaining
agent among trade union.
• To try offensive punishable and advice the government.
• To prevent an employer committing an unfair labor practices.

23. Penalties and procedures
Supplemental

24. Penalties and Procedures
Penalty for unfair labor practices
• Whoever contravenes the section 17 shall be punished for fifteen
days or fine may be thirty thousand rupees
• Whoever contravenes the section 31 shall be punished for thirty
days or fine may be fifty thousand rupees or both.
• who contravenes the section 32, sub-section (1) shall be liable to
imprisonment for thirty days or fine thirty thousand rupees or
both.
• Whoever contravenes the section 47 shall be liable to
imprisonment for thirty days or fine seventy five thousand rupees
• Whoever contravenes the section 27 or 28 shall be punishable with
imprisonment which may extend to fifteen days or fine which may
be one hundred thousand rupees or both

25. Contravention the section 27 or 28
• Whoever contravenes the section 27 or 28 shall be punishable
with imprisonment which may extend to fifteen days or fine
which may be one hundred thousand rupees or both.
Commits any breach of any settlement
• Whoever commits any breach of any settlement or decision
under this act shall be punishable:
1. For the first offence, with imprisonment of thirty days or fine
of thirty thousand rupees.
2. For each subsequent offence, with fine of seventy thousand
rupees

26. Schedule I:Public Utility Service
• The generation, production, manufacture, or supply of electricity,
gas, oil or water to the public
• Hospitals and ambulance services
• Watch and ward stuff and security services
• And system of public conservancy or Sanitation, Fire Fighting
service, any postal, telegraph or telephone service, Railways and
Airways, Ports.

27. Schedule II: Rights & duties
Worker’s perspective
• Right to work, wage and
welfare
• worker will perform duties
as assigned
• Observe the norms and
organizational discipline.
• Respect employer’s rights
and co-operate
Employer’s perspective
• The employer will
protect and safeguard the
interest and welfare of its
worker to obtain
maximum productivity
and output
• The employer will
respect worker’s rights