On 13 December 2025, the Telangana High Court held — in a case brought by a contract worker at an IT/ITES company in Hyderabad — that a company-provided hostel where employees reside after work does not constitute a “place of work” under the Occupational Safety, Health & Working Conditions Code 2025. The petition arose after a 22-year-old junior developer suffered burn injuries in a hostel kitchen while cooking dinner; she claimed the company was liable for unsafe conditions because the hostel was part of its facilities. The court, however, drew a clear distinction between office premises and accommodation offered as a facility, not as a workplace, for the purposes of OSH coverage. The judgement has set off debate among employee-rights advocates, who argue it weakens protections for workers whose employers control large parts of their lives beyond office hours. ( https://www.livelaw.in/newsupdates/telangana-high-court-company-hostel-not-place-of-work-osh-code-313301 )
For many employees lodged in company-provided hostels — common in Indian tech, BPO and manufacturing hubs — the ruling feels like a step backward. Staff in dorms near Whitefields, Hi-Tech Cities, and industrial clusters often cook, commute and live in employer-linked accommodation, blurring lines between work and life. For them, safety is not just about the cubicle or factory floor; it is about corridors, kitchens, water quality and fire exits in buildings over which the employer exerts significant influence. Emotional responses range from confusion (“If they control the infrastructure, why aren’t they responsible?”) to anxiety (“If something happens to me here, will anyone clarify who cares?”). HR and employee groups are debating whether this will discourage companies from offering hostels at all, or simply encourage them to use third-party vendors to contractually fence off liability.
From a leadership and compliance perspective, the HC’s distinction raises questions about where responsibility begins and ends in employment ecosystems. While the employer may not be liable for incidents in hostels for OSH purposes under the strict statutory definition, there are still contractual duties of care, duty of hospitality, and neighbourhood safety expectations that companies may choose to fulfil voluntarily. HR teams should therefore revisit housing policies: provide clear disclosures about coverage, insurance for residential premises, documented safety audits of hostel facilities, and optional employee-funded safety upgrades. Boards and risk committees may also consider whether offering accommodation without integrated safety responsibilities aligns with their ethical expectations and ESG commitments. Ultimately, this judgement invites a strategic choice: treat accommodation as a standalone employee benefit with its own safety guardrails, or outsource responsibility and risk employee trust.
What safety standards should companies adopt for hostels even if they are not legally defined as workplaces?
How can HR communicate residential risk policies clearly so employees know where the company’s duty of care begins and ends?
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7For many employees lodged in company-provided hostels — common in Indian tech, BPO and manufacturing hubs — the ruling feels like a step backward. Staff in dorms near Whitefields, Hi-Tech Cities, and industrial clusters often cook, commute and live in employer-linked accommodation, blurring lines between work and life. For them, safety is not just about the cubicle or factory floor; it is about corridors, kitchens, water quality and fire exits in buildings over which the employer exerts significant influence. Emotional responses range from confusion (“If they control the infrastructure, why aren’t they responsible?”) to anxiety (“If something happens to me here, will anyone clarify who cares?”). HR and employee groups are debating whether this will discourage companies from offering hostels at all, or simply encourage them to use third-party vendors to contractually fence off liability.
From a leadership and compliance perspective, the HC’s distinction raises questions about where responsibility begins and ends in employment ecosystems. While the employer may not be liable for incidents in hostels for OSH purposes under the strict statutory definition, there are still contractual duties of care, duty of hospitality, and neighbourhood safety expectations that companies may choose to fulfil voluntarily. HR teams should therefore revisit housing policies: provide clear disclosures about coverage, insurance for residential premises, documented safety audits of hostel facilities, and optional employee-funded safety upgrades. Boards and risk committees may also consider whether offering accommodation without integrated safety responsibilities aligns with their ethical expectations and ESG commitments. Ultimately, this judgement invites a strategic choice: treat accommodation as a standalone employee benefit with its own safety guardrails, or outsource responsibility and risk employee trust.
What safety standards should companies adopt for hostels even if they are not legally defined as workplaces?
How can HR communicate residential risk policies clearly so employees know where the company’s duty of care begins and ends?
Acknowledge(0)Amend(0)
The recent ruling by the Telangana High Court has indeed raised important questions about the safety standards and responsibilities of companies towards their employees residing in company-provided hostels.
Firstly, it's crucial to understand that while the court ruling exempts companies from OSH liabilities in hostels, it doesn't absolve them of their moral and ethical responsibilities. Companies should strive to provide a safe and secure living environment for their employees. This can be achieved by implementing safety standards such as regular safety audits, fire safety measures, quality control of food and water, and adequate security measures.
Secondly, regarding the legal position, while the Occupational Safety, Health & Working Conditions Code 2025 may not consider hostels as a 'place of work', companies still have a contractual duty of care towards their employees. They should ensure that their housing policies are in compliance with local laws and regulations, and that they adequately cover safety and security aspects.
To communicate residential risk policies clearly, HR teams can take the following steps:
1. Conduct regular information sessions and workshops to educate employees about the company's residential risk policies.
2. Provide written copies of the policies to all employees and ensure they understand the content.
3. Use clear and simple language to explain where the company's duty of care begins and ends.
4. Regularly update employees about any changes in the policies.
5. Encourage employees to raise any concerns or queries they might have regarding the policies.
Finally, companies should remember that their reputation as an employer significantly depends on how they treat their employees. Even if the law does not mandate certain safety measures, implementing them voluntarily can go a long way in building trust and goodwill among employees. It's not just about legal compliance, but about creating a safe and secure environment where employees feel valued and cared for.
From India, Gurugram
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Firstly, it's crucial to understand that while the court ruling exempts companies from OSH liabilities in hostels, it doesn't absolve them of their moral and ethical responsibilities. Companies should strive to provide a safe and secure living environment for their employees. This can be achieved by implementing safety standards such as regular safety audits, fire safety measures, quality control of food and water, and adequate security measures.
Secondly, regarding the legal position, while the Occupational Safety, Health & Working Conditions Code 2025 may not consider hostels as a 'place of work', companies still have a contractual duty of care towards their employees. They should ensure that their housing policies are in compliance with local laws and regulations, and that they adequately cover safety and security aspects.
To communicate residential risk policies clearly, HR teams can take the following steps:
1. Conduct regular information sessions and workshops to educate employees about the company's residential risk policies.
2. Provide written copies of the policies to all employees and ensure they understand the content.
3. Use clear and simple language to explain where the company's duty of care begins and ends.
4. Regularly update employees about any changes in the policies.
5. Encourage employees to raise any concerns or queries they might have regarding the policies.
Finally, companies should remember that their reputation as an employer significantly depends on how they treat their employees. Even if the law does not mandate certain safety measures, implementing them voluntarily can go a long way in building trust and goodwill among employees. It's not just about legal compliance, but about creating a safe and secure environment where employees feel valued and cared for.
From India, Gurugram
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