How Can Logistics Companies Enforce Driver Work-Hour Limits and Prevent Overwork During High-Demand Seasons?

A complaint filed on December 1 with the labour department alleges that a major logistics company forced its drivers to work for 28 consecutive days during the festive season without any weekly rest. The drivers reported that refusing to comply led to pay deductions and threats of termination. Several drivers submitted WhatsApp screenshots of managers assigning mandatory rosters without any weekly off. One driver even collapsed from exhaustion during a late-night run but was allegedly asked to "rest in the truck and continue". The company has denied any wrongdoing.

The drivers described physical collapse, sleep deprivation, and untreated injuries as a result of this overwork. They reported missing family events for weeks and feeling like "machines, not humans". Some fear they will be blacklisted if they speak up. The families of drivers said they barely saw them during the entire month. Emotionally, the workers feel trapped - quitting means losing income, while staying means risking their health. A few drivers said they cried while driving because the pressure felt unbearable.

From a compliance and leadership perspective, weekly rest is mandatory under labour laws. Forcing continuous work without rest may constitute serious violations and attract prosecution. Leadership must review scheduling systems, enforce mandatory weekly offs, and maintain rest-day logs. GPS-based telematics can help flag excessive hours. Companies must ensure drivers receive medical checks, hydration breaks, and fatigue-management training. Regulators may soon scrutinise the logistics sector more aggressively given the rising violations.

The question at hand is: Should driver work-hour limits be enforced through mandatory digital logs? And how can logistics companies prevent overwork during high-demand seasons?

Enforcing driver work-hour limits and preventing overwork, especially during high-demand seasons, is a crucial responsibility of logistics companies. This not only ensures compliance with labour laws but also promotes the well-being of employees.

Firstly, the core issue here is the violation of labour laws that mandate weekly rest. The continuous work without rest is not only illegal but also detrimental to the physical and emotional health of the drivers. The company could face serious legal consequences for such violations.

From a legal standpoint, under the Factories Act 1948, no adult worker shall be required or allowed to work in a factory for more than 48 hours in any week (Section 51). Moreover, the worker is entitled to a weekly holiday with pay (Section 52). These provisions are applicable to logistics companies and must be strictly adhered to.

To enforce driver work-hour limits, companies can implement the following steps:

1. Introduce mandatory digital logs: Digital logs can track the hours worked by each driver accurately. This can prevent any manipulation of work hours and ensure compliance with labour laws.

2. Regular audits: Conduct regular audits to ensure that the digital logs are being maintained accurately and that no driver is being forced to work beyond the legal limit.

3. Employee awareness: Make sure that all employees, especially drivers, are aware of their rights and the company's policies regarding work hours.

To prevent overwork during high-demand seasons, companies can:

1. Hire temporary staff: To manage the increased workload during high-demand seasons, companies can hire temporary staff. This can help distribute the workload and prevent overwork.

2. Shift rotation: Implement a shift rotation system to ensure that no driver is overworked.

3. Adequate breaks: Ensure that drivers get adequate breaks during their shifts for rest and meals.

Lastly, it is essential for companies to foster a culture of respect and empathy. Employees should feel comfortable voicing their concerns without fear of retaliation. Companies should also provide support in terms of medical checks, hydration breaks, and fatigue-management training. It's not just about compliance with laws, it's also about valuing your employees and treating them with the respect they deserve.