{"id":32443,"date":"2026-07-15T00:20:08","date_gmt":"2026-07-14T18:50:08","guid":{"rendered":"https:\/\/carajput.com\/blog\/?p=32443"},"modified":"2026-07-15T00:24:53","modified_gmt":"2026-07-14T18:54:53","slug":"can-employer-introduce-new-rules-after-standing-orders","status":"publish","type":"post","link":"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/","title":{"rendered":"Can Employer introduce New Rules After Standing Orders"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_58 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<p class=\"ez-toc-title\">Page Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-6a56a716a94e4\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #000000;color:#000000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #000000;color:#000000\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-6a56a716a94e4\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Can_an_Employer_Introduce_New_Rules_After_Standing_Orders_Come_Into_Force\" title=\"Can an Employer Introduce New Rules After Standing Orders Come Into Force?\">Can an Employer Introduce New Rules After Standing Orders Come Into Force?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Understanding_the_Legal_Position\" title=\"Understanding the Legal Position\">Understanding the Legal Position<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#What_Remains_Permissible_for_Employers\" title=\"What Remains Permissible for Employers?\">What Remains Permissible for Employers?<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Example\" title=\"Example\">Example<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#What_Cannot_Be_Changed_Through_an_HR_Policy\" title=\"What Cannot Be Changed Through an HR Policy?\">What Cannot Be Changed Through an HR Policy?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#The_Correct_Legal_Route_for_Modification\" title=\"The Correct Legal Route for Modification\">The Correct Legal Route for Modification<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Section_35_and_Section_40_Understanding_the_Difference\" title=\"Section 35 and Section 40: Understanding the Difference\">Section 35 and Section 40: Understanding the Difference<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Section_35\" title=\"Section 35\">Section 35<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Section_40\" title=\"Section 40\">Section 40<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Supreme_Courts_Clear_Message\" title=\"Supreme Court&#8217;s Clear Message\">Supreme Court&#8217;s Clear Message<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Union_of_India_v_K_Suri_Babu_2023_INSC_1033\" title=\"Union of India v. K. Suri Babu (2023 INSC 1033)\">Union of India v. K. Suri Babu (2023 INSC 1033)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Bharatiya_Kamgar_Karmachari_Mahasangh_v_Jet_Airways_2023_INSC_646\" title=\"Bharatiya Kamgar Karmachari Mahasangh v. Jet Airways (2023 INSC 646)\">Bharatiya Kamgar Karmachari Mahasangh v. Jet Airways (2023 INSC 646)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Final_Takeaway\" title=\"Final Takeaway\">Final Takeaway<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Golden_Rule_for_Employers_%E2%80%9CSupplement_the_Standing_Orders%E2%80%94do_not_supplant_them%E2%80%9D\" title=\"Golden Rule for Employers: &#8220;Supplement the Standing Orders\u2014do not supplant them.&#8221;\">Golden Rule for Employers: &#8220;Supplement the Standing Orders\u2014do not supplant them.&#8221;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/carajput.com\/blog\/can-employer-introduce-new-rules-after-standing-orders\/#Can_an_Employer_Introduce_New_Rules_After_Standing_Orders_Come_Into_Force-2\" title=\"Can an Employer Introduce New Rules After Standing Orders Come Into Force?\">Can an Employer Introduce New Rules After Standing Orders Come Into Force?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-32445\" src=\"https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1.jpg\" alt=\"Can an Employer Introduce New Rules After Standing Orders\" width=\"1122\" height=\"1324\" srcset=\"https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1.jpg 1122w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1-254x300.jpg 254w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1-868x1024.jpg 868w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1-768x906.jpg 768w, https:\/\/carajput.com\/blog\/wp-content\/uploads\/2026\/07\/\ud835\uddd6\ud835\uddd4\ud835\udde1-\ud835\uddd4\ud835\udde1-\ud835\uddd8\ud835\udde0\ud835\udde3\ud835\udddf\ud835\udde2\ud835\uddec\ud835\uddd8\ud835\udde5-\ud835\udddc\ud835\udde1\ud835\udde7\ud835\udde5\ud835\udde2\ud835\uddd7\ud835\udde8\ud835\uddd6\ud835\uddd8-\ud835\udde1\ud835\uddd8\ud835\uddea-\ud835\udde5\ud835\udde8\ud835\udddf\ud835\uddd8\ud835\udde6-\ud835\uddd4\ud835\uddd9\ud835\udde7\ud835\uddd8\ud835\udde5-\ud835\udde6\ud835\udde7\ud835\uddd4\ud835\udde1\ud835\uddd7\ud835\udddc\ud835\udde1\ud835\uddda-\ud835\udde2\ud835\udde5\ud835\uddd7\ud835\uddd8\ud835\udde5\ud835\udde6-1-800x944.jpg 800w\" sizes=\"(max-width: 1122px) 100vw, 1122px\" \/><\/h2>\n<h2><span class=\"ez-toc-section\" id=\"Can_an_Employer_Introduce_New_Rules_After_Standing_Orders_Come_Into_Force\"><\/span><span style=\"color: #000080;\">Can an Employer Introduce New Rules After Standing Orders Come Into Force?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div>\n<p>Many employers believe that once an organization grows, management has complete freedom to issue new HR policies, amend service conditions, or introduce fresh disciplinary rules through circulars, employee handbooks, appointment letters, or codes of conduct.<\/p>\n<p>Statements such as \u201cWe can issue a new HR policy anytime.\u201d, \u201cThe appointment letter will override the old rule.\u201d and \u201cA code of conduct is only an internal document&#8221; are commonly heard in workplaces.<\/p>\n<p>However, from a labour law perspective, these assumptions can be legally risky.<\/p>\n<p>Once Model Standing Orders become applicable or Certified Standing Orders come into force, the employer&#8217;s authority to regulate service conditions is no longer unrestricted. Standing Orders acquire a statutory character and act as the governing framework for conditions of employment. Employers may supplement them through administrative policies, but they cannot create a parallel regime that alters or contradicts statutory service conditions.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Understanding_the_Legal_Position\"><\/span><span style=\"color: #000080;\">Understanding the Legal Position<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Standing Orders are intended to bring certainty, transparency, and uniformity to employment conditions. They define crucial aspects of the employer-employee relationship, including classification of workers, attendance, leave, misconduct, disciplinary procedures, termination, suspension, and grievance mechanisms. Therefore, management cannot bypass standing orders simply by issuing<\/p>\n<ul>\n<li>HR circulars<\/li>\n<li>Employee handbooks<\/li>\n<li>Internal regulations<\/li>\n<li>Appointment letters<\/li>\n<li>Codes of conduct<\/li>\n<\/ul>\n<p>Any policy that conflicts with or modifies matters already governed by Standing Orders may be legally unenforceable.<\/p>\n<p>The guiding principle is simple:<span style=\"color: #000080;\"> <strong>Standing Orders may be supplemented, but they cannot be supplanted.<\/strong><\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Remains_Permissible_for_Employers\"><\/span><span style=\"color: #000080;\">What Remains Permissible for Employers?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The existence of Standing Orders does not prevent management from introducing operational improvements or administrative procedures.\u00a0Employers may issue policies that:<\/p>\n<ul>\n<li>Explain or implement existing Standing Orders<\/li>\n<li>Address operational areas not covered by Standing Orders<\/li>\n<li>Prescribe safety procedures and use of PPE<\/li>\n<li>Introduce cybersecurity and data protection protocols<\/li>\n<li>Establish administrative workflows and reporting systems<\/li>\n<li>Provide employees with benefits more favourable than existing conditions<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Example\"><\/span><span style=\"color: #000080;\">Example<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>An employer may introduce the following:<\/p>\n<ul>\n<li>Biometric attendance systems<\/li>\n<li>Digital leave management platforms<\/li>\n<li>Cybersecurity compliance requirements<\/li>\n<li>Health and safety protocols<\/li>\n<li>Emergency response procedures<\/li>\n<\/ul>\n<p>However, the employer cannot use such policies to alter statutory service conditions.\u00a0For instance:<\/p>\n<p>\u2714 Introducing biometric attendance is permissible.<\/p>\n<p>\u2718 Creating a new monetary penalty for late attendance, where no such provision exists in the Standing Orders, is not permissible.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Cannot_Be_Changed_Through_an_HR_Policy\"><\/span><span style=\"color: #000080;\">What Cannot Be Changed Through an HR Policy?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Several subjects are specifically governed by Standing Orders and therefore cannot be altered unilaterally through internal policies.\u00a0These include:<\/p>\n<ul>\n<li>Classification of workers<\/li>\n<li>Probation and confirmation<\/li>\n<li>Working hours and shifts<\/li>\n<li>Attendance requirements<\/li>\n<li>Leave and holidays<\/li>\n<li>Termination procedures<\/li>\n<li>Notice periods<\/li>\n<li>Misconduct<\/li>\n<li>Disciplinary penalties<\/li>\n<li>Domestic enquiry procedures<\/li>\n<li>Suspension and dismissal<\/li>\n<li>Grievance redressal mechanisms<\/li>\n<\/ul>\n<p><span style=\"color: #000080;\"><strong>Accordingly, management cannot<\/strong><\/span><\/p>\n<ul>\n<li>Extend probation through a policy if standing orders prescribe a different framework.<\/li>\n<li>Reduce notice periods through appointment letters.<\/li>\n<li>Create a new category of misconduct leading to dismissal.<\/li>\n<li>Introduce punishments not recognized by Standing Orders.<\/li>\n<li>Establish an alternative disciplinary process outside the certified framework.<\/li>\n<\/ul>\n<p>Such actions may be challenged as being contrary to statutory service conditions.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_Correct_Legal_Route_for_Modification\"><\/span><span style=\"color: #000080;\">The Correct Legal Route for Modification<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Whenever management intends to alter a matter governed by Standing Orders, the proper course is not an HR circular but statutory modification.\u00a0Under<span style=\"color: #000080;\"> <strong>Section 35 of the Industrial Relations Code, 2020<\/strong><\/span>, employers seeking changes must:<\/p>\n<ul>\n<li>Identify the affected Standing Order provision.<\/li>\n<li>Prepare the proposed modification.<\/li>\n<li>File an application for modification with reasons.<\/li>\n<li>Provide details regarding the recognized union or employee representatives.<\/li>\n<li>Undergo the process of consultation and certification.<\/li>\n<li>Implement the change only after it is legally brought into force.<\/li>\n<\/ul>\n<p>This procedure ensures transparency, employee participation, and regulatory oversight.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Section_35_and_Section_40_Understanding_the_Difference\"><\/span><span style=\"color: #000080;\">Section 35 and Section 40: Understanding the Difference<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Many organizations mistakenly assume that issuing a notice of change is sufficient.\u00a0This is not always correct.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Section_35\"><\/span><span style=\"color: #000080;\">Section 35<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Section 35 specifically deals with the <strong><span style=\"color: #000080;\">modification of standing orders<\/span>.\u00a0<\/strong>It applies when the proposed change affects subjects already governed by the Standing Orders.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Section_40\"><\/span><span style=\"color: #000080;\">Section 40<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Section 40 governs:<span style=\"color: #000080;\"><strong>Changes in specified service conditions listed in the Third Schedule.\u00a0<\/strong><\/span>Where applicable, employers may be required to give <span style=\"color: #000080;\"><strong>21 days&#8217; notice<\/strong> <\/span>before implementing such changes.\u00a0However A Section 40 notice cannot legalize a policy that contradicts existing Standing Orders.\u00a0In essence:<\/p>\n<ul>\n<li><span style=\"color: #000080;\"><strong>Section 35 modifies Standing Orders.<\/strong><\/span><\/li>\n<li><span style=\"color: #000080;\"><strong>Section 40 regulates specified service-condition changes.<\/strong><\/span><\/li>\n<\/ul>\n<p>The two provisions operate differently, and compliance with one does not automatically satisfy the requirements of the other.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Supreme_Courts_Clear_Message\"><\/span><span style=\"color: #000080;\">Supreme Court&#8217;s Clear Message<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The judiciary has repeatedly emphasized the superiority of Standing Orders over private arrangements.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Union_of_India_v_K_Suri_Babu_2023_INSC_1033\"><\/span><span style=\"color: #000080;\">Union of India v. K. Suri Babu (2023 INSC 1033)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The Supreme Court reiterated that service conditions governed by Standing Orders cannot be overridden through appointment orders or contractual arrangements.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Bharatiya_Kamgar_Karmachari_Mahasangh_v_Jet_Airways_2023_INSC_646\"><\/span><span style=\"color: #000080;\">Bharatiya Kamgar Karmachari Mahasangh v. Jet Airways (2023 INSC 646)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The court reaffirmed that inferior private arrangements cannot supersede certified standing orders, which possess statutory force. The consistent judicial view remains that once Standing Orders apply, employers cannot contract out of them through unilateral policies or private agreements.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Final_Takeaway\"><\/span><span style=\"color: #000080;\">Final Takeaway<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Standing Orders do not freeze management forever. Organizations remain free to introduce operational procedures, technological improvements, safety measures, and employee-friendly benefits.<\/p>\n<p>However, employers cannot rewrite statutory service conditions through HR circulars, handbooks, appointment letters, or internal codes of conduct.<\/p>\n<p>Before introducing any policy affecting employment conditions, management must ask one critical question:<\/p>\n<p><span style=\"color: #000080;\"><strong>Does the proposed rule merely supplement the Standing Orders, or does it attempt to replace them?<\/strong><\/span><\/p>\n<p>If it replaces, modifies, or contradicts a standing orders provision, the lawful path is statutory modification under the Industrial Relations Code\u2014not unilateral policy issuance.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Golden_Rule_for_Employers_%E2%80%9CSupplement_the_Standing_Orders%E2%80%94do_not_supplant_them%E2%80%9D\"><\/span><span style=\"color: #000080;\">Golden Rule for Employers: <strong>&#8220;Supplement the Standing Orders\u2014do not supplant them.&#8221;<\/strong><\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h3><span class=\"ez-toc-section\" id=\"Can_an_Employer_Introduce_New_Rules_After_Standing_Orders_Come_Into_Force-2\"><\/span><span style=\"color: #000080;\">Can an Employer Introduce New Rules After Standing Orders Come Into Force?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div>Yes, employers can introduce new policies after standing orders apply, but only if those policies supplement and do not contradict certified or model standing orders. Service conditions such as probation, leave, working hours, misconduct, disciplinary action, termination, and notice periods cannot be altered through HR circulars, appointment letters, or handbooks. Any modification involving standing orders must generally follow the procedure prescribed under Section 35 of the Industrial Relations Code, 2020.<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Can an Employer Introduce New Rules After Standing Orders Come Into Force? Many employers believe that once an organization grows, management has complete freedom to issue new HR policies, amend service conditions, or introduce fresh disciplinary rules through circulars, employee handbooks, appointment letters, or codes of conduct. Statements such as \u201cWe can issue a new &hellip;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[258,1],"tags":[10505],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/32443"}],"collection":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/comments?post=32443"}],"version-history":[{"count":3,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/32443\/revisions"}],"predecessor-version":[{"id":32448,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/posts\/32443\/revisions\/32448"}],"wp:attachment":[{"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/media?parent=32443"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/categories?post=32443"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/carajput.com\/blog\/wp-json\/wp\/v2\/tags?post=32443"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}