Under the original framework of the Industrial Disputes Act, 1947, a dispute had to be "collective" (supported by a union or a group of workmen) to be considered an industrial dispute. However, Section 2A was inserted to provide relief to individual workmen.
An individual dispute is deemed an industrial dispute if it relates to the discharge, dismissal, retrenchment, or termination of the services of an individual workman.
No Union Needed: Even if no other workman or trade union is a party to the dispute, it is legally treated as an industrial dispute.
Scope: This "deeming" provision applies only to termination of service. Other grievances (like promotion or seniority) still generally require collective support to become an industrial dispute.
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