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Trade Unions Act, 1926 : a comprehensive analysis

October 31, 2022  73357  0

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This article is written by Shivangi Tiwari, a student pursuing B.A.LL.B. from Hidayatullah
National Law University, Raipur and Kishita Gupta, a Unitedworld School of Law, Karnavati
University, Gandhinagar, graduate. This is an exhaustive article dealing with the Trade
Union Act, 1926. The article also discusses the history, development, and the
shortcomings of trade unions, along with a discussion on collective bargaining.

It has been published by Rachit Garg.

Table of Contents

1. Introduction
2. History of trade unionism in India
3. Development of Trade Union Law in India
4. Provisions of the Trade Unions Act, 1926
4.1. Definition clause
4.2. Registration of trade unions
4.2.1. Section 3 : appointment of registrars
4.2.2. Section 4 : mode of registration
4.2.3. Section 5 : application of registration
4.2.4. Section 6 : provisions to be contained in the rules of a trade union
4.2.5. Section 7: Power to call for further particulars and require alteration of the name
4.2.6. Section 8 : registration
4.2.7. Section 9 : certificate of registration
4.2.8. Section 9A : minimum requirement related to the membership of a trade union
4.2.9. Section 10 : cancellation of registration
4.2.10. Section 11 : appeals
4.2.11. Section 12 : registered office
4.2.12. Section 13 : incorporation of registered trade union
4.3. Rights and liabilities of registered trade unions
4.3.1. Section 15 : objects on which general funds may be spent
4.3.2. Section 16 : constitution of a separate fund for political purposes
4.3.3. Section 17 : criminal conspiracy in trade disputes
4.3.4. Section 18 : immunity from civil suits in certain cases
4.3.5. Section 19 : enforceability of agreement
4.3.6. Section 20 : right to inspect the books of trade union
4.3.7. Section 21 : rights of minors to membership of trade union
4.3.8. Section 21-A : disqualifications of office-bearers of trade union
4.3.9. Section 22 : proportion of office-bearers to be connected with the industry
4.3.10. Section 23 : change of name
4.3.11. Section 24 : amalgamation of trade unions
4.3.12. Section 25 : notice of change of name or amalgamation
4.3.13. Section 27 : dissolution
4.3.14. Section 28 : returns
4.4. Regulations
4.4.1. Section 29 : power to make regulations
4.4.2. Section 30 : publication of regulations
4.5. Penalties and procedure
4.5.1. Section 31 : failure to submit returns
4.5.2. Section 32 : supplying false information regarding trade unions
4.5.3. Section 33 : cognizance of offences
5. Shortcomings of trade unions
6. Collective bargaining and trade disputes
6.1. Essential conditions for collective bargaining
6.2. Purposes of collective bargaining
6.3. Position in India
6.4. Agreements for collective bargaining
7. Conclusion
8. References

Introduction
Before the emergence of industrialization on a massive scale, there were personal contracts
between workers and employers. Therefore, no requirement for the evolution of any
machinery governing the relationship between workers and employers arose until then. But
after the establishment of the modern factory system, this relationship lost its significance
due to large-scale industrialization, which enticed employers to reduce the cost of
production in order to withstand the cut-throat competition in the market and maximise
their profit by using technologically more sophisticated means of production. This in turn
resulted in the rise of a new class of workers who were completely dependent on wages for
their survival, which changed the existing employer-and-employee relationship in which the
employees were exploited by their employers. The conflict of interest between workers and
employers and the distress of workers resulted in the growth of various trade unions.

A trade union is an organised group of workers who strive to help the workers on issues
relating to the fairness of pay, good working environment, hours of work, and other
benefits that they should be entitled to instead of their labour. They act as a link between
the management and the workers. In spite of being newly originated institutions, they have
turned into a powerful force because of their direct influence on the social and economic
lives of the workers. To control and manage the work of these trade unions, different
legislation regulating the same is required. In India, the Trade Unions Act of 1926 is a
principal Act for controlling and managing the work of trade unions. The present article
aims at explaining and bringing forth various aspects of the Act.

History of trade unionism in India

In India, trade unions have developed into an important platform for putting up with the
demands of workers. They have also turned into one of the most influential pressure
groups, which is an aggregate seeking to influence the government in framing legislation in
favour of workers without aspiring to become part of the government. As an organised
institution, trade unionism took its concrete shape after the end of World War 1. The trade
unions in India are essentially the product of modern large-scale industrialization and did
not grow out of any existing institutions in society. The need for an organised trade union
was first realised in 1875 by various philanthropists and social workers like Shri Sorabji
Shapurji Bengali and Shri N.M. Lokhandey, whose constant efforts resulted in the formation
of trade unions like the Printers’ Union of Calcutta (1905) and the Bombay Postal Union
(1907).

The setting up of textile and mill industries at the beginning of the 19th century in the
presidency towns of Bombay, Madras, and Calcutta gave impetus to the formation of
industrial workforce associations in India. The Bombay Mill-Hands Association, founded by
N.M. Lokhande in 1890, was the first labour association in India. The following years saw
the rise and growth of several other labour associations and unions in India, like the
Madras Labour Union, which was the first properly registered trade union founded by B.P.
Wadia in the year 1918. In the year 1920, the country saw the growth of the Ahmedabad
Textile Labourer’s Association in Gujarat, which turned into a union under the guidance of
Mahatma Gandhi and was considered to be one of the strongest unions in the country at
that time because of the unique method of arbitration and conciliation it had devised to
settle the grievances of the workers with the employers. Since the union followed the ideals
of truth and nonviolence laid down by Mahatma Gandhi, it was able to secure justice for the
workers in a peaceful manner without harming the harmony in society. In the same year,
the first trade union federation, the All India Trade Union Congress (AITUC), saw the light
of day. It was formed after the observations made by the International Labour Organisation
which highlighted the influence of politics on trade unions and associations and how the
same is detrimental to any economy’s ability to prosper.

The importance of the formation of an organised trade union was realised by nationalist
leaders like Mahatma Gandhi, who, to improve the employer and worker relationship,
introduced the concept of trusteeship, which envisaged the cooperation of the workers and
employers. According to the concept, the people who are financially sound should hold the
property not only to make such use of the property as will be beneficial to themselves but
should make such use of the property as is for the welfare of the workers who are
financially not well placed in society, and each worker should think of himself as being a
trustee of other workers and strive to safeguard the interests of the other workers.

Many commissions also emphasised the formation of trade unions in India for eg. the Royal
Commission on labour or Whitley commission on labour which was set up in the year 1929-
30 recommended that the problems created by modern industrialization in India are similar
to the problems it created elsewhere in the world and the only solution left is the formation
of strong trade unions to alleviate the labours from their miserable condition and
exploitation.

Development of Trade Union Law in India

Labour legislation in India has a key impact on the development of industrial relations. The
establishment of social justice has been the principle of all labour legislation in India. The
establishment of the International Labour Organisation to uplift the condition of labour all
over the world gave further impetus to the need for well-framed labour legislation in the
country. Several other internal factors like the Swaraj movement of 1921-24, the Royal
Commission on Labour also paved the way for various labour laws and also encouraged the
framers of the constitution to incorporate such laws in the constitution which will benefit
the labourers. Under the Constitution of India, labour is the subject of the concurrent list
and both the centre and the state can make laws related to the subject. The different
labour laws in the country are as follows:

The Apprentices Act, 1961: The object of the Act was the promotion of new manpower
at skills and the improvement and refinement of old skills through practical and
theoretical training.

The Contract Labour (Regulation and Abolition) Act, 1970: The object of the Act was the
regulation of employment of contract labour along with its abolition in certain
circumstances.

The Employees’ Provident Funds and Misc. Provision Act, 1952: The Act regulated the
payment of wages to the employees and also guaranteed them social security.

The Factories Act, 1948: The Act aimed at ensuring the health of the workers who were
engaged in certain specified employments.

The Minimum wages Act, 1948: The Act aimed at fixing minimum rates of wages in
certain occupations.

The Trade Union Act, 1926: The Act provided for the registration of trade unions and
defined the laws relating to registered trade unions.

Provisions of the Trade Unions Act, 1926

The labourers, especially the ones who work in the unorganised sectors, lack the capacity
to bargain, and this becomes a major reason for their exploitation. The right to collective
bargaining is provided only to those trade unions that are registered. But in India, there is
legislation regarding the recognition of trade unions but there is no single legislation on the
registration of trade unions. Realising the need to have central legislation for the
registration of trade unions, the parliament passed the Indian Trade Union (Amendment)
Act in the year 1947. The said Act sought to introduce Chapter III-A into the Trade Union
Act, 1926, which enumerated the conditions required for the mandatory recognition of any
trade union. However, this Act was never brought into force. Therefore, the mandatory
recognition of trade unions is not present under any law in force in India.

The words in Section 1 of the Act, “except the State of Jammu and Kashmir” were omitted
by the amendment Act 51 of 1970. Thus, the Trade Unions Act of 1926 extends to the
whole of India.

Definition clause
Section 2(h) lays down the definition of trade unions. It states the following:

Trade Union means any combination, whether temporary or permanent, formed primarily
for the purpose of regulating the relations between workmen and employers or between
workmen and workmen, or between employers and employers, or for imposing restrictive
conditions on the conduct of any trade or business, and includes any federation of two or
more Trade Unions:

Provided that this Act shall not affect –

(i) any agreement between partners as to their own business;

(ii) any agreement between an employer and those employed by him as to such
employment; or

(iii) any agreement in consideration of the sale of the good-will of a business or of

instruction in any profession, trade or handicraft.

A trade union is typically thought of as a group of wage earners or workers. It is a

voluntarily formed group of workers in a specific trade or business. An organisation of wage
workers known as a trade union was created largely for the purpose of taking collective
action to further the defence of its professional interests.

These are the components of a trade union:

There must be a combination of employers and workers in a union;

The business trade is necessary, and

The primary goal of the union must be to control employer-employee interactions and
establish limitations on how any trade or company may be conducted.

Since it includes both employers’ unions and workers’ unions, the definition of a trade
union under Section 2(h) is excessively broad.

It was held in National Organisation of Bank Workers’ Federation of Trade Unions v. Union
of India (1993) that a federation is not a trade union in accordance with Section 2(h) of the
Trade Unions Act of 1926 if it is not a registered organisation under that Act. Any
federation made up of two or more unions is included in the definition. The appellant lacked
the authority to initiate or make any demands for and on behalf of the employees because
it is not a registered organisation.

The Madras High Court in the case of the Registrar of Trade Unions, Union Territory of
Pondicherry v. the Government Press Employees Union represented by its Secretary V.
Thirunavukkarasu (1975) observed that the workmen who are employed in an industrial
undertaking, for example, a government press, are ‘workmen’ entitled to the benefits of
the Trade Unions Act of 1926.

Registration of trade unions

By relying on the registration mechanism, unions are encouraged to grow steadily and
permanently. According to the Act, a registered trade union is entitled to certain
protections and benefits. As a result, the union’s supporters are prompted into registering
their trade unions under the Trade Unions Act of 1926.

The regulations relating to the registration of trade unions are outlined in Sections 3 to 14
of Chapter 2 of the Trade Union Act of 1926 and the Central Trade Union Regulations,
1938, which have around 17 Rules and forms A, B, and C. A useful tool for ensuring the
expansion of long-lasting and reliable unions is registration. Although it is not required,
registration is preferred because a registered trade union is granted certain benefits and
immunity. Members of a registered trade union are also granted certain rights and
advantages. In other words, those who belong to a legally recognised union are entitled to
protection, immunity, and exemption from certain legal obligations on both the civil and
criminal sides. However, it should be remembered that a personal conflict only becomes an
industrial issue when it is represented by a group of employees or a trade union, whether
they are registered or not.

In the case of Tamil Nadu N.G.O Union v. The Registrar of Trade Unions (1962), the N.G.O.
union’s petition was denied by the High Court of Madras. The registrar of the trade union in
this case rejected the N.G.O.’s union’s application for registration on the grounds that
public servant unions could not be registered under the trade union Act. In order for the
union to be registered under the Trade Union Act, its members must be workers employed
by trade, business, or industry, and the applicants lack this qualification because they are
civil servants responsible for the state’s sovereign and legal functions. Accordingly, the
High Court dismissed the appeal.

The Calcutta High Court ruled in the case of Registrar of Trade Unions, West Bengal v. Mihir
Kumar Gooha (1962) that E.S.I. Corporation workers would fall under the definition of
workmen and could, thus, register themselves as union members.

Section 3 : appointment of registrars

Section 3 of the Act empowers the appropriate government to appoint a person as the
registrar of a trade union. The appropriate government can also appoint as many additional
and deputy registrars in a trade union as it deems fit for carrying on the purposes of the
Act.

The aforementioned actions must be taken in order to exercise and carry out the
Registrar’s legal obligations under this Act, including any specific powers and functions that
the Registrar may, by order, specify, as well as to specify the local boundaries within which
any additional or deputy Registrar may exercise and carry out those obligations.

Section 4 : mode of registration

Section 4 of the Act provides for the mode of registration of the trade union. According to
the Section, any seven or more than seven members of a trade union may by application
apply for the registration of the trade union subject to the following two conditions:

At Least 7 members should be employed in the establishment on the date of the making
of the application.

At Least 10% or a hundred members whichever is less, are employed in the

establishment and should be a part of it on the date of making the application.

Section 5 : application of registration

According to Section 5 of the Act, every application for a trade union’s registration must be
presented in writing to the Registrar and include a copy of the union’s rules as well as a
statement of the information listed below:

1. Firstly, the members submitting must mention their names, occupations, and addresses;

2. Secondly, the name of the Trade Union and its headquarters’ address must also be
included; and

3. Finally, the titles, names, ages, addresses, and occupations of the Trade Union’s office
holders must also be included.

A trade union’s executive must be organised in conformity with the Act’s requirements
before it may be registered.

Section 6 : provisions to be contained in the rules of a trade union

Section 6 of the Act enlists the provisions which should be contained in the rules of trade
union and it provides that no trade union shall be recognized unless it has established an
executive committee in accordance with the provisions of the Act and its rules, specifies the
following matters, namely:

Name of the trade union;

The object of the establishment of the trade union;

Purposes for which the funds with the union shall be directed;

A list specifying the members of the union shall be maintained. The list shall be
inspected by office bearers and members of the trade union;

The inclusion of ordinary members who shall be the ones actually engaged or employed
in an industry with which the trade union is connected;

The conditions which entitle the members to any benefit assured by the rules and also
the conditions under which any fine or forfeiture may be imposed on the members;

The procedure by which the rules can be amended, varied or rescinded;

The manner within which the members of the manager and also the alternative
workplace bearers of the labour union shall be elective and removed;

The safe custody of the funds of the labour union, an annual audit, in such manner, as
may be prescribed, of the accounts thereof, and adequate facilities for the inspection of
the account books by the workplace bearers and members of the labour union, and;

The manner within which the labour union could also be dissolved.

The Supreme Court ruled in the case of M. T. Chandrasenan v. Sukumaran (1974) that a
member cannot be regarded as a trade union member if the subscription fee is not paid.
However, subscriptions cannot be rejected on the basis of a reason that prevents
membership.

The Supreme Court of India ruled in the 2004 case of Bokajan Cement Corporation
Employees Union v. Cement Corporation of India that membership in the union did not end
immediately upon loss of employment.

Section 7: Power to call for further particulars and require alteration of

the name
Section 7 of the Act confers upon the registrar the power to call for information in order to
satisfy himself that any application made by the trade union is in compliance with Sections
5 and 6 of the Act. In matters where the discrepancy is found, the registrar reserves the
right to reject the application unless such information is provided by the union.

This Section also confers power to the registrar to direct the trade union to alter its name
or change the name if the registrar finds the name of such union to be identical to the
name of any other trade union or if it finds its name to so nearly resemble the name of any
existing trade union, it may be likely to deceive the public or members of either of the
trade unions.

The Bombay High Court in the case of All India Trade Union Congress v. Deputy Registrar
of Trade Unions (2005) set aside a request to register a trade union with a name that
already existed, claiming it to be expressly contrary to the language in Section 7(2),
leading to the cancellation of registration. It further observed that the very purpose behind
Section 7 is to avoid misleading the general public or trade union members into thinking
that the union seeking registration under the name for which registration is requested is
somehow associated with the union already registered.

Section 8 : registration
According to Section 8 of the Act, if the registrar has fully satisfied himself that a union has
complied with all the necessary provisions of the Act, he may register such a union by
recording all its particulars in a manner specified by the Act.

Each registered trade union should be a body corporate, which makes it a legal entity with
perpetual succession. It shall have a common seal, the ability to buy, possess, and enter
into contracts with both movable and immovable property, as well as the ability to sue and
be sued using that name.

The Supreme Court ruled in the 1935 case of the Re-Indian Steam Navigation Workers
Union that a Registrar just needs to check that all the technical conditions are being met,
not whether it could be deemed illegal.

Whereas in another case before the Supreme Court of India, ACC Rajanka Limestone
Quarries Workers Union v. Registrar of Trade Unions (1958), it was determined that an
appeal might be filed to the High Court under Article 226 of the Indian Constitution if the
registrar fails to register the trade union within 3 months of the application.

Section 9 : certificate of registration

According to Section 9 of the Act, the registrar shall issue a registration certificate to any
trade union which has been registered under the provisions of Section 8 of the Act, and
such a certificate shall act as conclusive proof of the registration of the trade union.

Section 9A : minimum requirement related to the membership of a

trade union
Section 9A of the Act lays down the minimum number of members required to be present
in any union which has been duly registered. This Section mandates that a trade union
which has been registered must at all times continue to have not less than 10% or one
hundred of the workers, whichever is less, subject to a minimum of seven, engaged or
utilised in an institution or trade with which it’s connected.

Section 10 : cancellation of registration

The registrar, according to Section 10 of the Act, has the power to withdraw or cancel the
registration certificate of any union in any of the following conditions:

On an application made by the trade union seeking to be verified in such manner as may
be prescribed;

If the registrar is satisfied with the fact that the trade union has obtained the certificate
by means of fraud or deceit;

If the trade union has ceased to exist;

If the trade union has wilfully and after submitting a notice to the Registrar, contravened
any provision of the Act or has been continuing with any rule which is in contravention
with the provisions of the Act;

If any union has rescinded any rule provided under Section 6 of the Act.

In the case of Tata Electric Companies Officer’s Guild v. Registrar of Trade Unions (1994),
the Bombay High Court ruled that wilful disregard of the notification is a requirement for
the registrar to cancel the registration. The registrar cannot cancel the registration on the
grounds that the account statement was not filed earlier if the trade union provides the
account statement after receiving notification from the registrar.

Where a 2-month show cause notice was not sent by the registrar to the changed address
of the union, it was held by the Bombay High Court in Bombay Fire Fighters Service Union
v. Registrar of Trade Unions, Bombay (2003), that the registrar did not comply with the
mandatory provisions of Section 10 and quashed the order of cancellation.

Section 11 : appeals
According to Section 11 of the Act, any union which is aggrieved by a refusal to register or
a withdrawal of registration made by the registrar can file an appeal:

In any High Court, if the head office of the trade union is located in any of the
presidency towns;

In any labour court or industrial tribunal, if the trade union is located in such a place
over which the labour court or the trade union has jurisdiction;

If the head office of the trade union is situated in any other location, an appeal can be
filed in any court which is not inferior to the Court of an additional or assistant has
chosen a principal Civil Court of original jurisdiction.

As observed by the Bombay High Court in Mukand Iron & Steel Works Ltd. v. V.G.
Deshpande, Registrar of Trade Unions, Bombay and another (1986), a trade union has the
choice to file an appeal or apply for new registration if the Registrar of Trade Unions
cancels or withdraws its registration. If the appeal is successful, the trade union would
continue to be included on the register as if the decision of cancellation or withdrawal of
recognition had never been made. If a new registration is allowed, it will take effect as of
that date. The Registrar loses all authority over that order once he cancels or withdraws a
trade union’s registration. Because of the following circumstances, he is unable to evaluate
it or rescind it.

In Philips Workers Union v. Registrar of Trade Unions (1989), the Calcutta High Court
observed that Section 11 of the Trade Unions Act, 1926 is no bar to filing an application
under Article 226 of the Indian Constitution.

Section 12 : registered office

Section 12 of the Act lays down that all communications and notices to any trade union
must be addressed to its registered office. If a trade union changes the address of its
registered office, it must inform the registrar within the period of fourteen days in writing,
and the registrar shall record the changed address in the register mentioned under Section
8 of the Act.

Section 13 : incorporation of registered trade union

Section 13 of the Act states that every trade union which is registered according to the
provisions of the Act shall:

Be corporate by the name under which it is registered.

have perpetual succession and a common seal.

Power to contract and hold and acquire any movable and immovable property.

By the said name can sue and be sued.

Rights and liabilities of registered trade unions

Sections 15 to 28 elucidate the rights which a registered trade union has and also the
liabilities which can be imposed against them.

Section 15 : objects on which general funds may be spent

Section 15 of the Act lays down the activities on which a registered trade union can spend
its funds. These activities include:

Salaries are to be given to the office-bearers.

The cost incurred for the administration of the trade union.

Compensation to the workers due to any loss arising out of any trade dispute.

Expenses incurred in the welfare activities of the workers.

Benefits are conferred to the workers in case of unemployment, disability, or death.

The cost incurred in bringing or defending any legal suit.

Publishing materials with the aim of spreading awareness amongst the workers.

Education of the workers or their dependents.

Making provisions for medical treatment of the workers.

Taking insurance policies for the welfare of the workers.

This Section also provides the reason for non-contribution to the said fund and also that a
contribution to the fund can not be made as a criterion for admission into the union.

Section 16 : constitution of a separate fund for political purposes

Section 16 provides that a trade union, in order to promote the civic and political interests
of its members, can constitute a separate fund from the contributions made separately for
the said purposes. No member of the union can be compelled to contribute to the fund.

A legally recognised labour union may establish a separate fund with the goal of advancing
the civic and political objectives of its members. A recognised trade union is not allowed to
use its general finances for its members’ political campaigns. The trade union must
establish a separate political fund for political causes. Contributions to such a fund must be
separately collected. Some of them are as follows:

The recovery of all costs incurred, directly or indirectly, by a candidate or prospective

candidate for election as a member of any governmental body or local authority. The
costs cover all outlays in connection with his candidacy before, during, or after the
election.

Maintenance of any individual who serves on a local or legislative authority.

The election of a candidate for any legislative body or municipal authority, or the
registration of voters.

The staging of political gatherings of any type or the dissemination to trade union
members of any political material or papers.

Section 17 : criminal conspiracy in trade disputes

Section 17 of the Act states that no member of a trade union can be held liable for criminal
conspiracy mentioned under sub-section 2 of Section 120B of the Indian Penal Code
regarding any agreement made between the members of the union in order to promote the
lawful interests of the trade union.

The office bearers of the registered trade unions are exempt from penal punishment for
criminal conspiracy, per Section 17 of the Trade Unions Act of 1926. An agreement
between two or more people to carry out an illegal act or a legitimate act through an illegal
method is referred to as a conspiracy in English law.

Criminal conspiracy is defined in Section 120-A of the Indian Penal Code of 1860 as
follows:

When two or more people agree to do something or make it happen

1. A prohibited act,

2. An Act that is not committed via unlawful methods; such as a contract is referred to as a
criminal conspiracy;

The Trade Union Act of 1926 grants registered trade unions immunity. Nevertheless, this
immunity is only applicable with regard to the legal agreements made by trade union
members for the promotion of legitimate trade union purposes. The right to call for a strike
and persuade members is one of the rights granted to registered trade unions in the
stimulation of their industrial conflicts. All acts that give rise to civil litigation are
considered illegal acts. For instance, two men who conspire to get workers to violate their
employment contracts are guilty of a crime. However, Section 17 safeguards a trade
unionist from a crime if the arrangement they have entered into is not an agreement to
conduct an offence.

In the case of West India Steel Company Ltd. v. Azeez (1988), a trade union representative
protested against the delegation of a worker to another sector by blocking or stopping work
inside the factory for five hours. It was decided that a worker in a factory had to obey the
directives issued by his superiors. A trade union leader is not exempt from following the
rules. There is no legal authority for a trade union official or any other employee to share
managerial responsibilities.

Section 18 : immunity from civil suits in certain cases

Section 18 of the Act immunises the members of trade unions from civil or tortious
liabilities arising out of any act done in furtherance or contemplation of any trade dispute.

For example, in general, a person is subject to tortious liability for inducing any person to
breach a contract. But, the trade unions and its members are immune from such liabilities
provided such inducement is in contemplation or furtherance of any trade disputes.
Further, the inducement should be awful and should not involve any aspect of violence,
threat, or any other illegal activity.

Any authorised officer or member of a registered trade union is eligible for this immunity.
No civil action may be brought against them for conduct related to a trade dispute on the
grounds that it encourages another person to breach an employment agreement; or
interferes with another person’s trade, business, or employment.

Furthermore, the incentive should be made via legal techniques that are not against the
legislation of the state. There is no protection from physical harm, verbal abuse, or other
illegal tactics.

The Kerala High Court ruled in the case of P. Mukundan and Ors. v. Mohan Kandy Pavithran
(1991) that a strike by itself is not a legally actionable offence. Furthermore, it was
determined that the provisions of Section 18 shield the trade union, its officers, and its
members from legal actions related to the workmen’s strike.

In the landmark decision, Rohtas Industries Staff Union v the State of Bihar (1962) by the
Patna High Court, it was decided that employers did not have the right to sue an employee
who participated in an illegal strike and subsequently lost business and output.

In another case, Simpson & Group Companies Workers & Staff Union v. Amco Batteries
Ltd. (1990) by the Karnataka High Court, the Court relied on the judgement in Chandrana
Bros. & Others v. Venkata Rao (1976) to observe that workers’ protection under Section 18
of the Trade Unions Act is unaffected by “strike” or “lock-out” situations and remains
unchanged. In both circumstances, the consideration and the principle are similar.
Physically impeding the movement of management staff, contractors, goods, or trucks
transporting raw materials is neither a trade union right nor a basic freedom protected by
Article 19 of the Constitution. Section 18 immunity cannot be invoked for such actions.
Picketing is a highly undefined right that only extends to other people’s freedom of
movement. The only acceptable means of persuasion are vocal and visual; physical
interference with people or objects is not permitted.

In the 2005 case of Shahdol Pipe Works v. Zala Loghu Udyog Kamgar Sangh, it was
claimed that the employer had suffered a loss of Rs. 22,500 due to the strike that the
defendant’s trade union had arranged. The Court dismissed the employer’s request for
damages and determined that members of a registered trade union were exempt from
being held accountable for any torts committed in advance of or in support of a trade
dispute. Furthermore, it was not possible to conclude from the evidence in the current case
that the loss was brought on by the defendant’s trade union members, officers, and
supporters.

The provision puts an end to action against trade unions while looking at the right of trade
unions to use and to be used. The union or its members are not prohibited from bringing a
claim for wrongs done to the union. Unlawful threats and coercion are not protected since
doing so would deprive the person of the Section’s protection.

In East India Hotels Ltd. v. Oberoi International Hotel Employees Union (1994), the Court
emphasised that it is well established that no one has a basic right to stage demonstrations
on company property if doing so will interfere with the office’s regular operations. The
freedom of expression, organisation, and unionisation that citizens have does not grant
them the right to use these rights wherever they wish. The moment someone else’s right to
own their property interferes, the exercise of this freedom will terminate. The Court added
that the law acknowledges both the existence of unions and the scope and ambit of legal
activity. Such actions or acts may be protected under Section 18 of the Trade Unions Act of
1926, depending on the specifics of each instance. However, in order to obtain this safety
net, the temptation and interference must be done so legally.

Torts are considered to be civil wrongs. It can be resolved by civil court action. It is
different from breaking a contract, a quasi-contract, a trust, or other equitable obligations
(like trespassing or creating a private nuisance). However, Section 18(2) grants an
exemption from tort liability. The action of the parties must further result in a trade dispute
in order to be eligible for exemption or immunity from tort liability. If an agent acts without
the knowledge of the executive committee of the trade union or against the specific
instructions of the executive committee, the registered trade union is not accountable for
the torts committed by the agent in the advancement of the trade dispute.

Section 19 : enforceability of agreement

According to Section 25 of the Indian Contract Act of 1872, any agreement in restraint of
trade is void. But under Section 19 of the Trade Unions Act, 1926, any agreement between
the members of a registered trade union in restraint of trade activities is neither void nor
voidable. However, such a right is available only to registered trade unions, as unregistered
trade unions have to follow the general contract law.

Section 20 : right to inspect the books of trade union

According to Section 20 of the Act, the account books and the list of the members of any
registered trade union can be subjected to inspection by the members of the trade union at
such times as may be provided under the rules of the trade union.

Section 21 : rights of minors to membership of trade union

Section 21 provides that a person who is above 15 years of age can be a member of any
trade union, and if he becomes a member, he can enjoy all the rights conferred upon the
members of the trade union, subject to the conditions laid down by the trade union of
which he wants to be a member.

Section 21-A : disqualifications of office-bearers of trade union

Section 21A of the Act lays down the conditions, the fulfilment of which disqualifies a
person from being a member of the trade union. The conditions laid down in the Act are as
follows:

If the member has not attained the age of majority

If he has been convicted by any of the courts in India for moral turpitude and has been
sentenced to imprisonment unless a period of five years has elapsed since his release.

Section 22 : proportion of office-bearers to be connected with the

industry
Section 22 of the Act mandates that not less than half of the members of the trade union
should be employed in the industry or work with which the trade union is connected. For
example, if a trade union is made for the welfare of agricultural labourers, then, as per this
Section, half of the members of such a trade union should be employed in agricultural
activities.

The Calcutta High Court in the case of Kesoram Rayon Workmen’s Union v. Registrar of
Trade Unions (1966) observed that if all officers and members of the executive were
needed to be employees of the industry to which the union is related, Section 22 would
have no purpose. Of course, Section 2(h) of the Act defines a trade union as a group of
workers employed in a certain industry. However, Section 22 specifically states that a non-
member of the union may be a member of the executive or another officer, as long as the
required proportion is not exceeded.

Section 23 : change of name

Section 23 states that any registered union is free to change its name provided it does so
with the consent of not less than 2/3rd of its members and subject to the fulfilment of the
conditions laid down in Section 25 of the Act.

Section 24 : amalgamation of trade unions

Section 24 lays down that two or more trade unions can join together and form one trade
union with or without dissolution or division of the fund. Such amalgamation can take place
only when voting by half of the members of each trade union has been effectuated and that
sixty per cent of the casted votes should be in favour of the proposal.

Section 25 : notice of change of name or amalgamation

Section 25 of the Act provides that:

A notice in writing of every change of name and of every amalgamation which is duly
signed by the Secretary and by seven members of the Trade Union changing its name,
and, in the case of an amalgamation, by the Secretary and by seven members of each
and every Trade Union which are a party thereto, should be sent to the Registrar.

If the Registrar feels that the proposed name is identical to the name of any other
existing Trade Union or, it so nearly resembles such name as it is likely to deceive the
public or the members of either Trade Union, the Registrar may refuse to register the
change of name.

If the Registrar of the State in which the head office of the amalgamated Trade Union is
situated is satisfied that the provisions of this Act have complied with the amalgamation
shall be given effect from the date of such registration.

In D.C.M. Chemical Mazdoor Ekta Union v. Registrar of Trade Unions, Delhi (1978), the
Delhi High Court held that according to Sections (3) and (4) of Section 25, the Registrar
has the same authority to register a trade union as he or she does under Section 8.
Regardless of whether the registration is made in accordance with Section 8 or Section 25,
the Registrar must issue the certificate of registration. Therefore, it cannot be claimed that
the revocation of the certificate of registration under Section 10 solely applies to the
issuance of the certificate under Section 9, which is a result of an order made under
Section 8. It cannot be argued that Section 25 does not include the grant of certificates,
and as a result, anyone who is requesting the reversal of the Section 25 judgement cannot
seek the remedy of cancellation of the certificates of registration. The Court further
observed that Section 10 must be read to cover both situations where fraud or mistake
were used to gain the registration itself as well as only the certificate of registration.

Section 27 : dissolution
Section 27 of the Act talks about the dissolution of a firm as follows:

If a registered trade union has been dissolved, a notice of such dissolution which must
be signed by seven members and by the Secretary of the Trade Union should be served
to the registrar within 14 days of such dissolution and if the registrar is satisfied that the
dissolution has been effected in accordance with the rules laid down by the trade union
may register the dissolution.

Where a union has been dissolved but its rules do not lay down the way in which the
fund is to be distributed after its dissolution, the registrar may distribute the funds in
any prescribed manner.

Section 28 : returns
Section 28 provides that each trade union should send the returns to the registrar annually
on or before such a day as may be prescribed by the registrar. The return includes:

General statement

Audit report

All the receipts and expenditures incurred by the trade union

Assets and liabilities of the firm on the 31st day of December

Sub-Section 2 of the Section provides that, along with the general statement, a copy of the
rules of the trade union, corrected up to the date of dispatch thereof, and a statement
indicating all the changes made by the union in the year to which the statement is referred,
be sent to the registrar.

Whenever any registered trade union alters its rules, such alterations should be conveyed
to the registrar within a period of not less than 15 days from making such alterations.

Regulations
Section 29 and Section 30 of Chapter 4 of the Act lays down the regulations which shall be
imposed on the trade union.

Section 29 : power to make regulations

Section 29 of the Act confers the right on the appropriate government to make provisions
in order to ensure that the provisions of the Act are fairly executed. Such regulations may
provide for any or all of the matters, which are as follows:

The manner in which a trade union or its rules shall be registered;

The manner in which the registration of a trade union has to be transferred which has
changed its head office;

The manner of appointment and qualification of the person who shall audit the accounts
of the registered trade union;

Circumstances under which the documents kept by the registrar shall be allowed to be
inspected and also the fees that shall be levied in lieu of the inspection so made.

Section 30 : publication of regulations

Section 30 states that:

The power of making regulations conferred to the government is subject to the condition
that such regulation has been made after the previous publication.;

The date from which the regulation shall be given effect shall be specified in accordance
with clause (3) of Section 23 of the General Clauses Act, 1897, and the date should not
be less than three months from the date on which the draft of the proposed regulations
was published for general information;

The regulations which are made must be specified in the official gazette of India and it
shall have the effect of an enacted law.

Penalties and procedure

Section 31 to Section 33 of the Trade Union Act lays down the penalties and the procedure
for their application to a trade union which is subject to such a penalty.

Section 31 : failure to submit returns

Section 31 states that:

If any trade union was required to send any notice, statement or any document to the
registrar under the Act and if the rule did not prescribe a particular person in the union
to provide such information then in case of default each member of the executive shall
be imposed with the fine extendible to five rupees. In case of continuing default, the fine
may be extended to five rupees a week.

If any person willfully makes or causes to be made any false entry or omission in the
general statement required under Section 28 of the Act shall be punishable with a fine
extendible to 500 rupees.

The Madras High Court observed in the judgement of Neyveli National Workers Union v.
Additional Registrar II of Trade Unions and Deputy Commissioner of Labour II, Chennai
(1998) that in addition, under Section 10(b) of the Act, the penalty of cancellation is
applied if the Registrar determines that the registration certificate was obtained through
deception, error, etc. All union members who violate the law will get punishment. However,
the penalty outlined in Section 31 of the Act is only applicable to officeholders who are
overdue in completing their returns. Because the union’s members or the entire body of the
union cannot be punished, they alone must be punished when they fail to perform their
duties. Section 10 of the Act, in summary, foresees the violation by the union. As a result,
Section 10 is related to the offence of the union, whereas Section 31 is related to the
offence of the office-holders. It’s important to keep this distinction in mind. Section 31 was
specifically enacted to punish office bearers only for this reason. According to that
interpretation, the first respondent is likewise ineligible to use the provisions of Section 10
of the Act to punish the entire union for the offences committed by the office-bearers.

Section 32 : supplying false information regarding trade unions

Section 32 states the following:

Any person who in order to deceive a member of any trade union or any other person
who purports to be part of the trade union,

Gives a copy of the document with the pretext of it containing the rules of a trade
union.

Which he knows or has reason to believe that it is not a correct copy of such rules and
alteration and,

Any person with the like intent give a copy of any document purporting it to be a copy of
the rules of a registered trade union which in reality is an unregistered union,

Shall be imposed with a fine which may extend to two hundred rupees.

Section 33 : cognizance of offences

Section 33 contains the provisions with respect to the cognizance of offences. It says that
no court which is inferior to a presiding magistrate or a magistrate of the first class shall try
an offence under the Act. The courts can take cognizance of the offences under the Act
only in the following cases:

When the complaint has been made with the previous sanction of the registrar

When a person has been accused under Section 32 of the Act, he shall be tried within six
months of the commission of the alleged offence.

Shortcomings of trade unions

Even though trade unions are very important for the well-being of workers, they also have
some shortcomings, which are discussed as follows:

1. The existence of competing unions and the abundance of unions in the same industry
cause workers to become divided, which in turn leads to unhealthy trade union
expansion and allows bosses to take unfair advantage of the working class during
collective bargaining.

2. Before the country gained its independence, there were only a few industries in
existence, and employers—the managerial class—paid their employees very low wages,
worsening their economic situation. In the current times, the same issue persists, and as
a result, workers are unable to pay the subscription member fee for the trade union and
never join it.

3. The majority of trade unions in our nation are relatively small because their members
are unable to effectively compel the government or companies to meet their requests
and objectives.

4. There is not a very strict implementation of the regulations relating to trade unions,
which leads to its deteriorating the trust of the workers.

5. Due to the fact that trade unions were founded as a result of disputes between
employers and employees, the working class of trade unions must contend with
employer resistance. As a result, the employers try to dissuade by offering bribes to
union officials.

6. The migrated workers are in need of economic facilities and the fundamental necessities
for meeting their needs, so they do not try to join a trade union and cannot oppose the
managerial class because they are completely dependent on the managerial class. Some
migrated workers would obtain employment through contractors, and the contractors
are supporters of industry or any establishment.

Collective bargaining and trade disputes

When an organised body negotiates with the employer and fixes the terms of employment
by means of bargaining, this is known as collective bargaining. The essential element of
collective bargaining is that it is between interested parties and not by third parties.

International labour organisation in its manual in the year 1960 defined the meaning of
collective bargaining as:

“Negotiations about working conditions and terms of employment between an employer, a

group of employees, or one or more employers’ organisations, on the other hand, with a
view to reaching an agreement.” The terms of agreement are used to ascertain the rights
and obligations by which each party is bound towards one another during the course of
employment.

Section 8 of the Industrial Relations Act 1990 defines trade disputes. According to the Act,
an industrial dispute refers to any dispute which arises between the employers and the
workers, and it is usually in connection with any one of the following:

employment or non-employment,

the terms or conditions of the employment,

Something which affects the employment of any person.

Essential conditions for collective bargaining

Favourable political and social climate: all the collective bargaining which took place
in the past bears testimony to the fact that a favourable political and social climate is
the prerequisite of collective bargaining. The reason for the same is quite obvious as
almost all the trade unions in India subscribe to one or the other political view and
therefore, trade unions usually favour the employees not on the basis of the merit of the
issues they raise but on the basis of their political considerations.

Trade union: in any democratic country like India which recognizes the right to speech
as a fundamental right, the right to form a trade union is a direct consequence of it and
so all employers should recognize the trade unions and its representatives.

Problem-solving attitude: it means that both parties while negotiating a bringing up

their relative concerns should adopt a problem-solving attitude and should aim at
amicably solving the problem without trying to put the opposite party at a loss.

Continuous dialogue: the dialogue between the employer and the workers may
sometimes end up without any fruitful negotiation or there may arise a bargaining
impasse, in such a case the free flow of dialogue between the employer and employee
should not be stopped and sometimes keeping aside the bone of contention helps bring
up a better solution.

Purposes of collective bargaining

To provide an opportunity for the workers to voice their complaints and grievances
regarding the working conditions.

To pave the way for the employer and workers to reach an amicable solution peacefully
without having any ill will towards one another.

To sort out all the disputes and conflicts between the employer and worker.

To prevent any dispute which is likely to take place in the future by mutually agreeing
on the contract.

To foster a peaceful and stable relationship between the workers and the organisation.

Position in India
In India, collective bargaining remains limited in its application and has been restricted by
different labour legislation in India. Different labour laws make different provisions with
respect to the working conditions of the workers. Some of the labour legislation in India is
as follows:

The Factories Act of 1948 made provisions for the betterment of the workers in respect
of their health, safety, welfare and other aspects while the workers are employed in
factory work. However, all the provisions of the Act were not applicable in all the
factories, for example, the provision for restrooms will be applicable only if there are 150
or more workers.

The Employees Provident and Miscellaneous Provisions Act, the Maternity Benefit Act
and the Payment of Gratuity Act.

The Industrial Disputes Act, of 1947, lays down the procedures by which the settlement
of industrial disputes has to be done. Its procedural aspects are applicable to all
enterprises for the settlement of industrial disputes.

A closer view of the labour laws in India indicates that most of the workers who are
employed in the organised sectors of the economy are protected under various labour
legislation. The Fifth Economic Census of 1999 revealed that more than 97 percent of
enterprises employ less than ten workers, and most of these employ less than five workers.
This clearly shows that labour laws apply to less than 3 percent of enterprises.

Further, the acceleration of the formalisation of the workforce with the onset of
liberalisation has also changed the formal sector in terms of shifting jobs from the formal to
the informal sector and, along with it, the formalisation of jobs. Today, in the formal sector,
the number of formal workers is about 33.7 million, and the number of informal workers is
about 28.9 million (2004-05). The increase in employment (in whatever amount) in the
formal sector has largely been informal in nature. Which in turn has been reflected on the
trade bargaining?

Agreements for collective bargaining

In India, the following types of agreements are prevalent for collective bargaining:

Bipartite agreement: These agreements usually result in voluntary negotiations

between the employer and employees and are usually binding per se.

Settlements: Settlements usually arise out of the conciliation process and they are
usually tripartite in nature as they involve three parties which are the employer,
employee and conciliation officer.

Consent awards: When the parties reach an agreement while the dispute between
them is pending before the adjudicatory body. Such agreements are incorporated in the
authority’s award and are binding on the parties under the dispute.

Conclusion
The Trade Union Act of 1926 is welfare legislation that has been enacted to protect workers
in the organised and unorganised sectors from inhuman treatment and provide protection
of their human rights. As such, the legislation contains provisions for registration,
regulation, benefits, and protection for trade unions. Therefore, the workers benefit.

Trade unions are important organs for the democratic development of any country as they
represent the needs and demands of the workers through collective bargaining. Collective
bargaining is an important aspect of the employer-employee relationship. However,
collective bargaining is not provided to all the trade unions but is only provided to those
trade unions that are recognised. Therefore, the demand for mandatory recognition of
trade unions, which has not been provided under the Trade Union Act 1926, has been
raised time and again by the workers. Today, the growth of the media has resulted in the
empowerment of trade unions, and they have turned into influential pressure groups not
only in industrial sectors but also in agricultural and other allied sectors.

References
B.P. Guha: Wage Movement in Indian Industries: As Reflected in Collective Bargaining
Agreements.

Bare Act: Trade Unions Act, 1926 along with Central Trade Unions Regulations, 1938. –
Universal Law Publishing

Justice P.S. Narayana: The Trade Unions Act, 1926

https://indiankanoon.org/doc/1903729/

https://indiankanoon.org/doc/1897847/

http://www.nishithdesai.com/fileadmin/user_upload/pdfs/Research%20Papers/India-
Trade-Unions-and-Collective-Bargaining.pdf

https://study.com/academy/lesson/what-is-collective-bargaining-definition-process-
quiz.html

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TAGS Development of Trade Union Law History of Trade Unionism in India Indian Trade Union (Amendment) Act 1947

Registration of Trade Unions Trade Unions Act

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