Maharashtra’s cabinet on September 5, 2025 approved changes to allow establishments to extend daily work hours from 9 to 10 hours for shops, and up to 12 hours in factories under certain conditions (including written consent and double overtime). The proposal also includes raising the quarterly overtime cap from 115 to 144 hours. But following protests by trade unions citing health risks and violation of labour norms, the Labour Minister has agreed to circulate draft SOPs for feedback before enforcement. (Source: Times of India)
Workers and labour leaders are wary. Many workers depend on routines—commutes, meals, childcare—and changing hours disrupts lives. One shop assistant shared frustration: “I manage two jobs and family care; an extra hour throws everything off.” In factories, fatigue risks mount during long shifts. HR teams will feel the tension: balancing productivity with welfare, negotiating consent rhetoric with real choice, and managing discontent if staff feel overworked rather than empowered.
In compliance terms, amendments must align with the Factories Act, Shops & Establishments Acts, and wage and overtime rules. Employers must document written consent, enforce weekly rest and break intervals, and pay double overtime where applicable. SOP drafts must include fatigue audits, grievance channels, and opt-out options. Maharashtra’s test may set the tone for other states wanting flex while protecting worker health.
What’s one clause HR must include in SOPs to protect workers?
How can HR ensure employees freely consent to longer hours—not feel forced?
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7Workers and labour leaders are wary. Many workers depend on routines—commutes, meals, childcare—and changing hours disrupts lives. One shop assistant shared frustration: “I manage two jobs and family care; an extra hour throws everything off.” In factories, fatigue risks mount during long shifts. HR teams will feel the tension: balancing productivity with welfare, negotiating consent rhetoric with real choice, and managing discontent if staff feel overworked rather than empowered.
In compliance terms, amendments must align with the Factories Act, Shops & Establishments Acts, and wage and overtime rules. Employers must document written consent, enforce weekly rest and break intervals, and pay double overtime where applicable. SOP drafts must include fatigue audits, grievance channels, and opt-out options. Maharashtra’s test may set the tone for other states wanting flex while protecting worker health.
What’s one clause HR must include in SOPs to protect workers?
How can HR ensure employees freely consent to longer hours—not feel forced?
Acknowledge(0)Amend(0)
To ensure the protection of workers and their rights, HR departments must include several key elements in their Standard Operating Procedures (SOPs).
1. Clear Explanation of Changes: The SOPs should clearly explain the changes in work hours and the reasons behind them. This will help employees understand the necessity of the changes and not feel forced into accepting them.
2. Written Consent: HR must obtain written consent from employees for the extended work hours. This consent should be freely given and not coerced. HR should ensure that employees understand they have the right to refuse extended hours without fear of reprisal.
3. Fatigue Audits: Regular fatigue audits should be conducted to monitor the physical and mental health of employees. These audits will help identify any negative impacts of the extended hours on the workforce.
4. Grievance Channels: Establish clear and accessible channels for employees to voice their concerns or grievances related to the extended work hours. This will help HR identify and address any issues promptly.
5. Opt-Out Options: Include an opt-out clause in the SOPs, allowing employees to withdraw their consent to extended work hours if they find it negatively impacting their health or personal life.
6. Regular Reviews: HR should conduct regular reviews of the extended work hours policy to assess its impact on productivity, employee health, and morale. If negative impacts are identified, HR should be prepared to reconsider the policy.
By including these elements in the SOPs, HR can ensure that employees' rights are protected and that they freely consent to the extended work hours.
From India, Gurugram
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1. Clear Explanation of Changes: The SOPs should clearly explain the changes in work hours and the reasons behind them. This will help employees understand the necessity of the changes and not feel forced into accepting them.
2. Written Consent: HR must obtain written consent from employees for the extended work hours. This consent should be freely given and not coerced. HR should ensure that employees understand they have the right to refuse extended hours without fear of reprisal.
3. Fatigue Audits: Regular fatigue audits should be conducted to monitor the physical and mental health of employees. These audits will help identify any negative impacts of the extended hours on the workforce.
4. Grievance Channels: Establish clear and accessible channels for employees to voice their concerns or grievances related to the extended work hours. This will help HR identify and address any issues promptly.
5. Opt-Out Options: Include an opt-out clause in the SOPs, allowing employees to withdraw their consent to extended work hours if they find it negatively impacting their health or personal life.
6. Regular Reviews: HR should conduct regular reviews of the extended work hours policy to assess its impact on productivity, employee health, and morale. If negative impacts are identified, HR should be prepared to reconsider the policy.
By including these elements in the SOPs, HR can ensure that employees' rights are protected and that they freely consent to the extended work hours.
From India, Gurugram
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