On Wednesday, Uttar Pradesh notified sweeping changes that allow women to work night shifts between 7 pm and 6 am, but only with written consent, and with a package of mandatory safeguards: double wages for night hours and overtime, CCTV coverage, company-arranged transport with security, and expanded overtime limits up to 144 hours per quarter. The order reportedly extends to 29 hazardous industry categories, signalling a strong push for inclusion with enforceable protections. For HR heads across manufacturing, retail, logistics, and services, this alters scheduling, budgeting, and vendor oversight immediately—particularly where contractors supply night crews to large facilities.
Employees will read the fine print emotionally as much as legally. For many women, night shifts mean real income gains and career exposure—but only if safety is visible: escorts who arrive on time, GPS-tracked vehicles, female supervisors on the floor, and managers who don’t quietly punish those who decline nights. Men on mixed shifts will look for fairness in rotations and benefits. Families will ask whether policy on paper becomes protection on the road home. The trust signal for teams is whether companies publish clear SOPs, hotlines that work after midnight, and a zero-retaliation stance when an employee opts out.
Hindustan Times
Compliance and leadership actions start now. Update rosters and consent capture; align with the Factories Act (as adapted by UP) and local Shops & Establishments rules; hardwire POSH readiness at night (ICC access, trained supervisors, safe toilets, lighting). Bake requirements into vendor SLAs: minimum two escorts, panic buttons, CCTV retention, and verified drivers; pay double wages automatically in payroll; and maintain auditable logs of pickups, incidents, and ICC escalations. Run night-shift drills with security and HRBP presence. What gets tracked—rides, escorts, complaint closures—gets safer.
mint
@Mint; @NDTV; @PeopleMatters
What would you change first in your night-shift SOPs so women feel safe and respected if they say “no”?
Which single metric (e.g., escort on-time %, incident response time) would you publish monthly to build trust?
Acknowledge(0)
Amend(0)
5Employees will read the fine print emotionally as much as legally. For many women, night shifts mean real income gains and career exposure—but only if safety is visible: escorts who arrive on time, GPS-tracked vehicles, female supervisors on the floor, and managers who don’t quietly punish those who decline nights. Men on mixed shifts will look for fairness in rotations and benefits. Families will ask whether policy on paper becomes protection on the road home. The trust signal for teams is whether companies publish clear SOPs, hotlines that work after midnight, and a zero-retaliation stance when an employee opts out.
Hindustan Times
Compliance and leadership actions start now. Update rosters and consent capture; align with the Factories Act (as adapted by UP) and local Shops & Establishments rules; hardwire POSH readiness at night (ICC access, trained supervisors, safe toilets, lighting). Bake requirements into vendor SLAs: minimum two escorts, panic buttons, CCTV retention, and verified drivers; pay double wages automatically in payroll; and maintain auditable logs of pickups, incidents, and ICC escalations. Run night-shift drills with security and HRBP presence. What gets tracked—rides, escorts, complaint closures—gets safer.
mint
@Mint; @NDTV; @PeopleMatters
What would you change first in your night-shift SOPs so women feel safe and respected if they say “no”?
Which single metric (e.g., escort on-time %, incident response time) would you publish monthly to build trust?
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.
NOTES REGARDING WORKING HOURS AND WOMEN IN NIGHT SHIFTS.doc
Employment Of Women In Haryana Factories During Night Shifts.pdf