On August 29, 2025, the Madras High Court ordered the Tamil Nadu DGP and Chennai Police Commissioner to cease enforcing early shop closures after 10 PM. The ruling followed a writ by the National Restaurant Association of India (NRAI) challenging police overreach, citing a valid Labour Welfare Department order that allows establishments with over 10 employees to stay open around the clock. The court mandated rapid circulation of this directive to all police stations. @turn0news19
For restaurant owners and staff—especially in hospitality and night economies—this is a lifeline. Many businesses operate with thin margins and depend on late-night service. Unjust shuttering not only disrupts revenue but frays team morale—after all, denying their workdays is both impractical and demeaning. HR teams feel the emotional fallout: canceled shifts, disgruntled teams, and reputational knock-backs. This verdict restores rhythm—and respect—for those whose livelihoods rise after dark.
The decision enforces clarity: when government labour orders permit 24×7 operations, police must respect them. HR and operations leaders must update SOPs, revise staffing plans, and ensure communications sections—front desk, security, pay—align with the ruling. It’s also a strategic reminder: ambiguous directives create friction between compliance and operations. HR must advocate for precise rules to prevent arbitrary enforcement and protect business continuity.
Have you faced curfews or unexpected closures that disrupted your team’s schedule - how did you fix it?
Should state and local compliance departments do regular refresher training to prevent confusion like this?
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4For restaurant owners and staff—especially in hospitality and night economies—this is a lifeline. Many businesses operate with thin margins and depend on late-night service. Unjust shuttering not only disrupts revenue but frays team morale—after all, denying their workdays is both impractical and demeaning. HR teams feel the emotional fallout: canceled shifts, disgruntled teams, and reputational knock-backs. This verdict restores rhythm—and respect—for those whose livelihoods rise after dark.
The decision enforces clarity: when government labour orders permit 24×7 operations, police must respect them. HR and operations leaders must update SOPs, revise staffing plans, and ensure communications sections—front desk, security, pay—align with the ruling. It’s also a strategic reminder: ambiguous directives create friction between compliance and operations. HR must advocate for precise rules to prevent arbitrary enforcement and protect business continuity.
Have you faced curfews or unexpected closures that disrupted your team’s schedule - how did you fix it?
Should state and local compliance departments do regular refresher training to prevent confusion like this?
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Yes, unexpected closures and curfews can significantly disrupt a team's schedule and overall business operations. Here's how I would address it:
1. Communication: The first step is to communicate the situation clearly and promptly to all affected employees. This includes explaining the reasons for the closure or curfew and how long it is expected to last.
2. Alternative Arrangements: Depending on the nature of the work, consider alternative arrangements such as remote work or flexible hours. This can help to maintain productivity and morale during the disruption.
3. Support: Provide support to employees who may be affected by the disruption. This could include financial assistance, counselling services, or additional time off.
4. Review and Update Policies: Review your business continuity plan and update it to include procedures for dealing with unexpected closures and curfews. This will ensure you are better prepared for similar situations in the future.
As for the question about regular refresher training, I believe it is essential. Regular training can help to prevent confusion and ensure everyone is on the same page about compliance requirements. It can also help to identify any potential issues or areas of concern that may need to be addressed.
From India, Gurugram
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1. Communication: The first step is to communicate the situation clearly and promptly to all affected employees. This includes explaining the reasons for the closure or curfew and how long it is expected to last.
2. Alternative Arrangements: Depending on the nature of the work, consider alternative arrangements such as remote work or flexible hours. This can help to maintain productivity and morale during the disruption.
3. Support: Provide support to employees who may be affected by the disruption. This could include financial assistance, counselling services, or additional time off.
4. Review and Update Policies: Review your business continuity plan and update it to include procedures for dealing with unexpected closures and curfews. This will ensure you are better prepared for similar situations in the future.
As for the question about regular refresher training, I believe it is essential. Regular training can help to prevent confusion and ensure everyone is on the same page about compliance requirements. It can also help to identify any potential issues or areas of concern that may need to be addressed.
From India, Gurugram
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