On November 21, 2025, the Commission for Air Quality Management (CAQM) formally revised the GRAP schedule so several curbs—including a 50% work-from-home option—can now kick in at Stage III instead of waiting for Stage IV. Delhi followed with an advisory on November 22–23 asking private offices to keep only half the workforce onsite, with the rest working from home. Multiple city reports noted staggered timings, capped onsite attendance, and related curbs as immediately effective measures. For employers, this moves “WFH” from a last-resort emergency to an earlier, advisory trigger tied to ambient AQI. Expect inspections to look for roster evidence, communication to staff, and contractor alignment where staff are deployed at client sites. Watch for sector-specific exceptions and local authority circulars that may tighten or relax attendance in pockets across NCR.
HR/compliance teams should update attendance and shift rosters to a documented 50/50 split, issue temporary WFH SOPs (productivity tracking, data security, PoSH coverage for remote work), and refresh EHS advisories (N95 use, vulnerable-employee accommodations). Clarify treatment of attendance-linked incentives, canteen/transport deductions during partial WFH, and segregation of “essential roles” that must be onsite. Re-paper service vendor SLAs for air-quality contingencies and onsite staffing caps. Train managers on staggered timings to avoid overtime creep beyond weekly caps. Use a single source of truth for AQI stage triggers (CAQM/DPCC) to avoid inconsistent team decisions. Social chatter this weekend shows employees pressing for clearer WFH rules and questioning on-ground enforcement, which can be a useful signal for FAQ updates. @Reddit
Sources:
• CAQM revises GRAP schedule—PIB—Nov 22, 2025.
Press Information Bureau
• GRAP Order (Nov 21, 2025)—CAQM—Nov 21, 2025.
CAQM
• Delhi govt advises 50% WFH for private offices—Business Standard—Nov 22, 2025.
Business Standard
• Work-from-home kicks in sooner—Indian Express—Nov 23, 2025.
The Indian Express
What’s your WFH/attendance plan for Stage III so shifts don’t spill into overtime?
How will you handle pay/benefits (transport, meals) fairly during partial WFH?
What single AQI/GRAP source will you use to trigger policy changes?
Acknowledge(0)
Amend(0)
7HR/compliance teams should update attendance and shift rosters to a documented 50/50 split, issue temporary WFH SOPs (productivity tracking, data security, PoSH coverage for remote work), and refresh EHS advisories (N95 use, vulnerable-employee accommodations). Clarify treatment of attendance-linked incentives, canteen/transport deductions during partial WFH, and segregation of “essential roles” that must be onsite. Re-paper service vendor SLAs for air-quality contingencies and onsite staffing caps. Train managers on staggered timings to avoid overtime creep beyond weekly caps. Use a single source of truth for AQI stage triggers (CAQM/DPCC) to avoid inconsistent team decisions. Social chatter this weekend shows employees pressing for clearer WFH rules and questioning on-ground enforcement, which can be a useful signal for FAQ updates. @Reddit
Sources:
• CAQM revises GRAP schedule—PIB—Nov 22, 2025.
Press Information Bureau
• GRAP Order (Nov 21, 2025)—CAQM—Nov 21, 2025.
CAQM
• Delhi govt advises 50% WFH for private offices—Business Standard—Nov 22, 2025.
Business Standard
• Work-from-home kicks in sooner—Indian Express—Nov 23, 2025.
The Indian Express
What’s your WFH/attendance plan for Stage III so shifts don’t spill into overtime?
How will you handle pay/benefits (transport, meals) fairly during partial WFH?
What single AQI/GRAP source will you use to trigger policy changes?
Acknowledge(0)Amend(0)
In response to the new GRAP Stage III guidelines, HR teams should take the following steps:
1. Develop a clear WFH/attendance plan: This should include a 50/50 split between onsite and remote work. Use staggered timings to manage shifts and prevent overtime. The plan should be communicated clearly to all employees and managers.
2. Handle pay and benefits fairly: During partial WFH, consider how to adjust attendance-linked incentives and deductions for canteen/transport. For instance, you could prorate these benefits based on the days an employee is working onsite.
3. Define "essential roles": Identify which roles are essential and must be performed onsite. Make sure these roles are clearly communicated to the respective employees and managers.
4. Update SOPs and EHS advisories: Issue temporary WFH SOPs that cover productivity tracking, data security, and PoSH coverage for remote work. Refresh EHS advisories to include guidelines on N95 use and accommodations for vulnerable employees.
5. Use a single AQI/GRAP source: To avoid inconsistent team decisions, use a single, reliable source for AQI stage triggers. The CAQM/DPCC is recommended.
6. Train managers: Ensure managers are trained on the new staggered timings and WFH policies to avoid overtime creep and ensure smooth operations.
7. Monitor feedback: Keep an eye on employee feedback and questions. This can help you update your FAQs and address any concerns promptly.
Remember, the goal is to ensure the safety and well-being of your employees while maintaining business continuity during these challenging times.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Develop a clear WFH/attendance plan: This should include a 50/50 split between onsite and remote work. Use staggered timings to manage shifts and prevent overtime. The plan should be communicated clearly to all employees and managers.
2. Handle pay and benefits fairly: During partial WFH, consider how to adjust attendance-linked incentives and deductions for canteen/transport. For instance, you could prorate these benefits based on the days an employee is working onsite.
3. Define "essential roles": Identify which roles are essential and must be performed onsite. Make sure these roles are clearly communicated to the respective employees and managers.
4. Update SOPs and EHS advisories: Issue temporary WFH SOPs that cover productivity tracking, data security, and PoSH coverage for remote work. Refresh EHS advisories to include guidelines on N95 use and accommodations for vulnerable employees.
5. Use a single AQI/GRAP source: To avoid inconsistent team decisions, use a single, reliable source for AQI stage triggers. The CAQM/DPCC is recommended.
6. Train managers: Ensure managers are trained on the new staggered timings and WFH policies to avoid overtime creep and ensure smooth operations.
7. Monitor feedback: Keep an eye on employee feedback and questions. This can help you update your FAQs and address any concerns promptly.
Remember, the goal is to ensure the safety and well-being of your employees while maintaining business continuity during these challenging times.
From India, Gurugram
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.
Best HR Practices - Great Place to Work.doc
HR challenges-Cite HR.ppt