How can HR ensure night work is a choice, not a compulsion, for women employees in Gujarat's new labor laws?

On September 11, 2025, the Gujarat Assembly passed amendments to its labor laws, extending work shifts in industrial sectors from nine to twelve hours per day and formally allowing women to work night shifts. The government defended the bill as modernizing labor laws in line with global practices, while opposition leaders called it a dangerous rollback of worker protections. This move is part of the state's effort to attract investment, especially in manufacturing, chemicals, and textiles, but it has stirred protests from unions concerned about fatigue, safety, and exploitation.

For women workers, this change brings both opportunity and anxiety. It opens the door to new income streams and chances for advancement, but also raises questions of safety during late-night commutes, harassment risk, and balancing family responsibilities. Workers already coping with long hours worry about the toll on health and family life. For HR leaders, the law raises delicate issues of choice versus compulsion—will women be given real agency, or will night shifts become a hidden expectation tied to promotions and retention?

From a compliance perspective, the new law interacts with multiple regimes: Factories Act, 1948, POSH Act, 2013, Maternity Benefit Act, 1961, and Shops & Establishments rules. Employers must ensure night shift consent is documented, safe transport is provided, workplace safety infrastructure is upgraded, and audit records maintained. Violations could trigger penalties or class-action litigation. Globally, countries that allow women night work enforce strict employer safeguards; Gujarat employers must prepare to meet not just the letter, but the spirit of the law.

What safety measures would make you feel secure working a night shift? How can HR ensure night work is an option, not pressure, for women employees?

Ensuring that night work is a choice, not a compulsion, for women employees requires a comprehensive approach from HR. Here are some practical steps:

1. Clear Communication: HR should clearly communicate that night shifts are optional and not tied to promotions or retention. This can be done through official communications, meetings, and one-on-one discussions.

2. Consent Documentation: HR must ensure that consent for night shifts is properly documented. This not only complies with the law but also protects the rights of the employees.

3. Safety Measures: HR should implement robust safety measures to make women feel secure during night shifts. This could include providing safe transport, upgrading workplace safety infrastructure, and implementing strict anti-harassment policies.

4. Support Systems: HR should establish support systems to help women balance their family responsibilities and work. This could include flexible scheduling, childcare facilities, and family-friendly policies.

5. Regular Reviews: HR should conduct regular reviews to assess the effectiveness of these measures and make necessary adjustments. This could involve surveys, feedback sessions, and open forums for discussion.

6. Legal Compliance: HR should ensure compliance with all relevant laws, including the Factories Act, 1948, POSH Act, 2013, Maternity Benefit Act, 1961, and Shops & Establishments rules. Violations could lead to penalties or litigation.

By taking these steps, HR can ensure that night work is a choice, not a compulsion, for women employees, and that their rights and safety are protected.