Dear Bankers welcome to Finance Diary. In this article we provide information related to Bank Bipartite Settlement History, 12th Bipartite Settlement expected salary etc.

The 12th Bipartite Settlement commenced on 01.11.2022 as of now, the 12th Bipartite Settlement has not been implemented, and it remains pending.

Banking is a crucial sector that fuels the economic growth of a nation. Ensuring the wellbeing of employees in this sector is pivotal, and one of the fundamental mechanisms that govern this is the Bank Bipartite Settlement.

This agreement between bank managements and employee unions plays a vital role in shaping the work environment, compensation, and overall job satisfaction for the employees.

Bank Bipartite Settlements have come a long way since their inception in 1966. These agreements represent the commitment of both bank managements and employee unions to create a balanced and harmonious working environment in India’s banking sector.

As the sector continues to adapt to changing dynamics, the history of these settlements serves as a reminder of their enduring importance in ensuring fair wages, job security, and employee welfare.




The Bank Bipartite Settlement is not just a document; it is the cornerstone of a just and equitable relationship between the management of banks and their employees.

This agreement is renewed periodically, usually every five years, and covers a range of important aspects that impact the lives of countless bank employees across the nation.

The negotiation process is known as bipartite because it involves two main parties: the bank management and the employee unions, both contributing to the decisions reached.





The Bank Bipartite Settlement is more than just a document; it is a testament to the collaborative efforts of bank managements and employee unions to create a just and harmonious working environment.

It ensures that the banking sector remains robust and its employees receive equitable compensation and working conditions.


As the banking landscape continues to evolve, future bipartite settlements will need to address new challenges while upholding the core principles of fairness, equity, and inclusivity.

This is not just an agreement; it’s a commitment to the wellbeing of those who serve as the backbone of the nation’s financial infrastructure.


Certainly, here’s a brief summary of each bipartite settlement:


1st Bipartite Settlement (1966)


The 1st Bipartite Settlement began on January 1, 1966, and was implemented on October 19, 1966, with a delay of 9 months.

This settlement marked an important agreement in the banking sector, addressing various issues and setting the stage for future settlements.

It brought significant improvements in wages and benefits for bank employees and laid the foundation for subsequent negotiations.

This inaugural agreement set the stage for addressing several employment related issues in the banking sector. It introduced the concept of collective bargaining and paved the way for subsequent settlements.


2nd Bipartite Settlement (1970)

The 2nd Bipartite Settlement commenced on January 1, 1970, and was executed on October 12, 1970, after a delay of 9 months.

This settlement continued the process of enhancing the terms and conditions for bank employees, including salary revisions.

It played a crucial role in maintaining industrial harmony in the banking industry.

This agreement was crucial in enhancing the wages and service conditions of bank employees. It introduced the concept of dearness allowance linked to the cost-of-living index.

3rd Bipartite Settlement (1979)

The 3rd Bipartite Settlement had a start date of September 1, 1978, but was implemented on August 1, 1979, experiencing an 11month delay.

It brought about substantial improvements in the financial compensation and working conditions for bank employees.

This settlement was significant in addressing employee concerns and fostering a better work environment.


4th Bipartite Settlement (1984)

The 4th Bipartite Settlement began on September 1, 1982, and was finally executed on September 17, 1984, after a delay of 24 months.

It introduced substantial revisions in salaries, allowances, and other benefits, making it a landmark agreement in the banking industry.

Despite the delay, it had a profound impact on improving the living standards of bank employees.


5th Bipartite Settlement (1989)

The 5th Bipartite Settlement started on July 1, 1987, and was eventually implemented on April 10, 1989, after a 21month delay.

This settlement aimed to further enhance the financial wellbeing of bank employees, addressing various aspects of their compensation and working conditions.

 It played a crucial role in ensuring a fair and competitive remuneration structure.


6th Bipartite Settlement (1995)

The 6th Bipartite Settlement commenced on November 1, 1992, and was executed on February 14, 1995, with a delay of 28 months.

It marked a significant milestone in wage revisions and introduced various improvements for the banking workforce.

Despite the extended negotiations, this settlement contributed to creating a better work environment in the banking sector.


7th Bipartite Settlement (2000)

The 7th Bipartite Settlement had a start date of November 1, 1997, but was implemented on March 27, 2000, after a 29month delay.

 It was a crucial agreement that led to significant improvements in the compensation structure for bank employees, addressing various allowances and benefits.

The delay in implementation was a result of extensive negotiations and discussions between employee unions and bank management.


8th Bipartite Settlement (2005)

The 8th Bipartite Settlement began on November 1, 2002, and was executed on June 2, 2005, with a delay of 32 months.

This settlement brought about comprehensive revisions in the salary structure and working conditions for bank employees.

Despite the prolonged negotiations, it led to positive changes in terms of employees’ remuneration and job related matters.


9th Bipartite Settlement (2010)

The 9th Bipartite Settlement had a start date of November 1, 2007, but was implemented on April 27, 2010, after a 30 month delay.

It focused on enhancing the wages, allowances, and other financial aspects of bank employees, addressing long pending issues.

The delay was attributed to complex negotiations and discussions between the stakeholders.


10th Bipartite Settlement (2015)

The 10th Bipartite Settlement commenced on November 1, 2012, and was executed on May 25, 2015, with a delay of 30 months.

It played a crucial role in updating the compensation structure for bank employees and introducing various benefits.

 The delay in implementation was a result of the comprehensive nature of the settlement and the need for detailed discussions.


11th Bipartite Settlement (2020)

The 11th Bipartite Settlement commenced on 01.11.2017 and was executed on 10.11.2020 with a delay of 36 months.


12th Bipartite Settlement


The negotiations and discussions for the 12th Bipartite Settlement are ongoing, with both employee unions and the banking industry striving to reach a consensus.




The agreement revolves around several key aspects


Pay Scales:

The settlement outlines the pay scales for different cadres of employees within the banking sector. This includes provisions for basic pay, dearness allowance, and other benefits. The negotiation process ensures that these pay scales are fair and competitive.


Working Hours:

It also addresses issues related to working hours and holidays, ensuring that bank employees have a balanced work life.


Service Conditions:

Service conditions, including job security, career progression, and promotion policies, are integral parts of the settlement. It guarantees that employees are treated fairly and have opportunities to advance in their careers.


Retirement Benefits:

The settlement outlines the retirement benefits, including pension and gratuity, to provide financial security to bank employees postretirement.


Other Allowances:

Various allowances, such as house rent allowance and travel allowance, are specified to help employees manage their expenses effectively.




The process of reaching a bipartite settlement is a meticulous one. Employee unions and bank managements hold extensive negotiations to discuss and debate the various terms and conditions.

The process often involves compromises and trade offs to ensure a balanced and mutually beneficial agreement. Representatives from both sides work tirelessly to safeguard the interests of their constituents.




Bipartite settlements are critical for maintaining industrial harmony in the banking sector.

They ensure that employees are not exploited, work in reasonable conditions, and are compensated fairly for their contributions.

Moreover, these agreements provide a sense of job security and stability, fostering a motivated and productive workforce.




Over the years, the banking sector has undergone significant transformations. Changes in technology, customer expectations, and market dynamics have influenced the nature of banking jobs.

This evolution has presented new challenges for bipartite settlements, which must adapt to these changing circumstances. Negotiating parties need to consider the impact of digital banking and automation on job roles and skill requirements.


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