What are the legal procedures for deploying women employees after 6 pm?
From India
Acknowledge(0)
Amend(0)
From India
Acknowledge(0)Amend(0)
Impact of Night Shift Working on Family and Social Life
Difficulty in managing work-life balance since the entire family would be following a daytime cycle in doing their work.
Higher levels of job strain leading to ill health affecting the family.
Greater physical demands which can be coped with by having better food and supplementary diets, which affect the family economically.
More relationship problems due to the lack of quality time devoted to the spouse and family.
Higher personal stress levels than day workers since there is a need to manage day-to-day work also in the family, affecting the psychological level of family members.
Night shift workers have greater sleep loss and unhealthy lifestyle behaviors such as smoking, poor diet, and alcohol abuse, which ultimately affect the family.
Increased stress levels and a higher incidence of cardiovascular disease, hypertension, and gastrointestinal disorders lead to an increase in medical bills, which hits the family economically.
Social isolation since night shift employees remain socially disengaged due to the inability to meet friends and the social circle during the day.
Unable to meet family expectations due to juggling everyday needs, unable to take care of children, family, and parents as desired.
Labour Legislation Pertaining to Employees Working on Night Shifts
Night shifts generally refer to working hours between 7:00 p.m. to 6:00 a.m. In India, legislations like the Plantation Labour Act, 1951, Factories Act, 1948, State Shops and Establishments Act, etc., contain provisions restricting work during the night for women.
Prohibition of Night Work
Section 66(1)(b) of the Factories Act, 1948 states that no woman shall be required or allowed to work in any factory except between the hours of 6 a.m. and 7 p.m.
Measures to Protect Women Working in Night Shifts
The following measures should be taken at the workplace with the intervention of the human resources department:
Special arrangements should be made for the protection of female employees working before 6 AM and after 8:30 PM, including transportation.
Female employees should be provided jobs jointly or in a group.
Every vehicle transporting women employees should be issued a special pass.
Every company should provide a security guard with the vehicle for women employees.
A security guard or a colleague should accompany the driver in the cab if a woman staff member working a night shift is either the first to be picked up or the last to be dropped off.
GPS-based monitoring of cabs with panic buttons.
SMS alerts or information systems should be installed.
Employers should collect identification documents from drivers, security guards, and casual staff.
24X7 operational CCTV at vital locations or places such as entry/exit, common passages, etc.
Installation of electronic doors allowing access to the work area only to authorized employees.
High-security fencing to discourage human trespassing in factory/office premises/campuses.
Separate and secure toilets for women close to their work station.
Compliance and audits, random checks to be done periodically including breath analysis of cab drivers.
Training of women staff on staying alert and better prepared.
Self-defense classes to be organized at the workplace or sponsored by the organization.
Setting up a sexual harassment committee reporting to the managing director or a senior member of the management and headed by a woman.
Clearly displayed emergency contact numbers and a designated officer(s) available round the clock to be contacted in an emergency.
From India, Aizawl
Acknowledge(0)Amend(0)
651Difficulty in managing work-life balance since the entire family would be following a daytime cycle in doing their work.
Higher levels of job strain leading to ill health affecting the family.
Greater physical demands which can be coped with by having better food and supplementary diets, which affect the family economically.
More relationship problems due to the lack of quality time devoted to the spouse and family.
Higher personal stress levels than day workers since there is a need to manage day-to-day work also in the family, affecting the psychological level of family members.
Night shift workers have greater sleep loss and unhealthy lifestyle behaviors such as smoking, poor diet, and alcohol abuse, which ultimately affect the family.
Increased stress levels and a higher incidence of cardiovascular disease, hypertension, and gastrointestinal disorders lead to an increase in medical bills, which hits the family economically.
Social isolation since night shift employees remain socially disengaged due to the inability to meet friends and the social circle during the day.
Unable to meet family expectations due to juggling everyday needs, unable to take care of children, family, and parents as desired.
Labour Legislation Pertaining to Employees Working on Night Shifts
Night shifts generally refer to working hours between 7:00 p.m. to 6:00 a.m. In India, legislations like the Plantation Labour Act, 1951, Factories Act, 1948, State Shops and Establishments Act, etc., contain provisions restricting work during the night for women.
Prohibition of Night Work
Section 66(1)(b) of the Factories Act, 1948 states that no woman shall be required or allowed to work in any factory except between the hours of 6 a.m. and 7 p.m.
Measures to Protect Women Working in Night Shifts
The following measures should be taken at the workplace with the intervention of the human resources department:
Special arrangements should be made for the protection of female employees working before 6 AM and after 8:30 PM, including transportation.
Female employees should be provided jobs jointly or in a group.
Every vehicle transporting women employees should be issued a special pass.
Every company should provide a security guard with the vehicle for women employees.
A security guard or a colleague should accompany the driver in the cab if a woman staff member working a night shift is either the first to be picked up or the last to be dropped off.
GPS-based monitoring of cabs with panic buttons.
SMS alerts or information systems should be installed.
Employers should collect identification documents from drivers, security guards, and casual staff.
24X7 operational CCTV at vital locations or places such as entry/exit, common passages, etc.
Installation of electronic doors allowing access to the work area only to authorized employees.
High-security fencing to discourage human trespassing in factory/office premises/campuses.
Separate and secure toilets for women close to their work station.
Compliance and audits, random checks to be done periodically including breath analysis of cab drivers.
Training of women staff on staying alert and better prepared.
Self-defense classes to be organized at the workplace or sponsored by the organization.
Setting up a sexual harassment committee reporting to the managing director or a senior member of the management and headed by a woman.
Clearly displayed emergency contact numbers and a designated officer(s) available round the clock to be contacted in an emergency.
From India, Aizawl
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
NIGHT SHIFT FOR WOMEN.pdf