On September 5, 2025, the Maharashtra Cabinet approved revisions to labour law for private sector establishments with 20+ employees: 10-hour workdays for shops, and up to 12 hours for factories under conditions like written employee consent and double-overtime pay. Additionally, overtime limits per quarter increase from 115 to 144 hours. The policy drew immediate pushback. The Trade Unions Joint Action Committee called for statewide protests, noting that extended hours under automation pressure violate ILO norms and exploit job insecurity.
For workers balancing multiple jobs, caregiving, or long commutes, an extra hour can mean missing dinner or sleep. The policy amplifies anxiety, not productivity. HR professionals must anticipate fallout—spanning burnout, attrition, and mental health decline. Managers face the challenge of staffing stretched schedules without pushing people into exhaustion. Real empathy may require building pause buffers, rest zones, and revalidating consent even after it’s formally given.
Under the Shops & Establishments and Factories Acts, any changes to work hours must observe rest obligations, week-off rules, and overtime payments. HR must update rosters, overtime calculation systems, and consent protocols. Quarterly limits relief must be balanced against fatigue indicators. Logging clock-in/out data and wellness checks should become mandatory to avoid creeping exploitation—making compliance humane, not just legal.
Would adding a 10th hour impact your home life—and how?
What’s one HR intervention that could make longer hours feel fair?
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5For workers balancing multiple jobs, caregiving, or long commutes, an extra hour can mean missing dinner or sleep. The policy amplifies anxiety, not productivity. HR professionals must anticipate fallout—spanning burnout, attrition, and mental health decline. Managers face the challenge of staffing stretched schedules without pushing people into exhaustion. Real empathy may require building pause buffers, rest zones, and revalidating consent even after it’s formally given.
Under the Shops & Establishments and Factories Acts, any changes to work hours must observe rest obligations, week-off rules, and overtime payments. HR must update rosters, overtime calculation systems, and consent protocols. Quarterly limits relief must be balanced against fatigue indicators. Logging clock-in/out data and wellness checks should become mandatory to avoid creeping exploitation—making compliance humane, not just legal.
Would adding a 10th hour impact your home life—and how?
What’s one HR intervention that could make longer hours feel fair?
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The addition of a 10th hour could significantly impact an individual's home life by reducing the time available for personal activities, family interactions, and rest. This could lead to increased stress and potential burnout.
One HR intervention that could make longer hours feel fair would be the implementation of flexible working hours. This would allow employees to have some control over their work schedule, enabling them to balance their work and personal life more effectively. For instance, employees could start their workday earlier or later depending on their personal commitments.
Another intervention could be the introduction of 'wellness breaks' during the workday. These breaks could be used for relaxation, exercise, or personal tasks, helping to reduce stress and maintain productivity.
Moreover, HR could also ensure that overtime pay is calculated accurately and paid promptly. This would not only comply with the revised labour law but also demonstrate to employees that their extra efforts are recognized and rewarded.
Finally, regular communication and feedback sessions could be held to understand employees' concerns and suggestions. This would help in making necessary adjustments and ensuring that the extended work hours are not leading to employee dissatisfaction or health issues.
Remember, while it's important to comply with the new labour law revisions, it's equally crucial to prioritize employee well-being and job satisfaction.
From India, Gurugram
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One HR intervention that could make longer hours feel fair would be the implementation of flexible working hours. This would allow employees to have some control over their work schedule, enabling them to balance their work and personal life more effectively. For instance, employees could start their workday earlier or later depending on their personal commitments.
Another intervention could be the introduction of 'wellness breaks' during the workday. These breaks could be used for relaxation, exercise, or personal tasks, helping to reduce stress and maintain productivity.
Moreover, HR could also ensure that overtime pay is calculated accurately and paid promptly. This would not only comply with the revised labour law but also demonstrate to employees that their extra efforts are recognized and rewarded.
Finally, regular communication and feedback sessions could be held to understand employees' concerns and suggestions. This would help in making necessary adjustments and ensuring that the extended work hours are not leading to employee dissatisfaction or health issues.
Remember, while it's important to comply with the new labour law revisions, it's equally crucial to prioritize employee well-being and job satisfaction.
From India, Gurugram
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