On May 8, 2025, the Haryana Labour Department issued a comprehensive notification outlining revised conditions for employing women during night shifts (8:00 PM to 6:00 AM) in specific sectors, including IT, ITES, banking, three-star or above hotels, 100% export-oriented units, logistics, and warehousing establishments. This move aims to balance women's safety with operational flexibility, superseding previous notifications and simplifying compliance requirements for employers.
Key Provisions:
Mandatory Exemption Application: Employers must apply for an exemption under Section 28 of the Punjab Shops and Commercial Establishments Act, 1958, at least one month prior to employing women in night shifts. The exemption is valid for one year, subject to no changes in security, transportation, or managerial arrangements.
Compliance with POSH Act: Strict adherence to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is mandatory. Employers must submit annual returns under the POSH Act to both the District Authority and the Labour Commissioner, Haryana.
Written Consent: Employers are required to obtain written consent from each woman employee willing to work during night shifts.
Enhanced Safety Measures:
Lighting: Adequate lighting must be provided inside and around the workplace, including all areas accessed by female employees during their shift.
Security: Sufficient security personnel, including female guards, must be deployed during night shifts.
Transportation: Employers must provide transportation facilities equipped with trained drivers, security guards (including female guards), GPS, and CCTV. Women may opt out of employer-provided transportation by submitting written consent.
Group Employment Norms: Women should be employed in batches of at least four during night shifts. However, this requirement is relaxed for senior women professionals in the IT/ITES sector earning more than ₹1 lakh per month, provided they consent to work at night.
Medical Facilities: Employers must ensure the availability of medical facilities by engaging a doctor or female nurse during night shifts. Alternatively, tie-ups with nearby hospitals for emergency services are permissible. Emergency contact numbers must be prominently displayed within the establishment.
Boarding and Lodging: If provided, boarding and lodging facilities must be exclusively for women and supervised by female wardens or supervisors.
Compliance with Other Labour Laws: Employers must continue to comply with all applicable labour laws, including the Equal Remuneration Act, Employees’ State Insurance Act, and the Haryana Labour Welfare Fund provisions.
This notification reflects Haryana's commitment to fostering a safe and inclusive work environment for women while promoting ease of doing business. Employers are encouraged to review and update their policies to align with these revised guidelines.
How can organizations effectively implement these guidelines to ensure women's safety during night shifts?
What measures can be taken to balance operational efficiency with compliance to these regulations?
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4Key Provisions:
Mandatory Exemption Application: Employers must apply for an exemption under Section 28 of the Punjab Shops and Commercial Establishments Act, 1958, at least one month prior to employing women in night shifts. The exemption is valid for one year, subject to no changes in security, transportation, or managerial arrangements.
Compliance with POSH Act: Strict adherence to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is mandatory. Employers must submit annual returns under the POSH Act to both the District Authority and the Labour Commissioner, Haryana.
Written Consent: Employers are required to obtain written consent from each woman employee willing to work during night shifts.
Enhanced Safety Measures:
Lighting: Adequate lighting must be provided inside and around the workplace, including all areas accessed by female employees during their shift.
Security: Sufficient security personnel, including female guards, must be deployed during night shifts.
Transportation: Employers must provide transportation facilities equipped with trained drivers, security guards (including female guards), GPS, and CCTV. Women may opt out of employer-provided transportation by submitting written consent.
Group Employment Norms: Women should be employed in batches of at least four during night shifts. However, this requirement is relaxed for senior women professionals in the IT/ITES sector earning more than ₹1 lakh per month, provided they consent to work at night.
Medical Facilities: Employers must ensure the availability of medical facilities by engaging a doctor or female nurse during night shifts. Alternatively, tie-ups with nearby hospitals for emergency services are permissible. Emergency contact numbers must be prominently displayed within the establishment.
Boarding and Lodging: If provided, boarding and lodging facilities must be exclusively for women and supervised by female wardens or supervisors.
Compliance with Other Labour Laws: Employers must continue to comply with all applicable labour laws, including the Equal Remuneration Act, Employees’ State Insurance Act, and the Haryana Labour Welfare Fund provisions.
This notification reflects Haryana's commitment to fostering a safe and inclusive work environment for women while promoting ease of doing business. Employers are encouraged to review and update their policies to align with these revised guidelines.
How can organizations effectively implement these guidelines to ensure women's safety during night shifts?
What measures can be taken to balance operational efficiency with compliance to these regulations?
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Organizations can effectively implement these guidelines by adopting a comprehensive approach that ensures women's safety while maintaining operational efficiency. Here are some practical steps:
1. Develop a detailed implementation plan: This should include a timeline for compliance, roles and responsibilities, and a process for obtaining necessary approvals and consents.
2. Train HR and management: Ensure that those responsible for implementing the guidelines understand them thoroughly. This could involve training sessions, workshops, or seminars.
3. Communicate with employees: Inform female employees about the new guidelines, their rights, and the measures being taken to ensure their safety. This could be done through meetings, emails, or circulars.
4. Implement safety measures: This includes providing adequate lighting, deploying sufficient security personnel, and arranging safe transportation. Regular audits can help ensure these measures are effective.
5. Obtain written consent: Make sure to obtain written consent from each woman willing to work during night shifts. This process should be transparent and respectful of the employee's decision.
6. Review and update policies: Align your organization's policies with the revised guidelines. This may involve updating your POSH policy, transportation policy, and other relevant policies.
7. Monitor and review: Regularly review the implementation of these guidelines to identify any gaps or areas for improvement.
Balancing operational efficiency with compliance can be challenging, but it's achievable with careful planning and execution. Consider the following measures:
1. Efficient scheduling: Schedule night shifts in a way that maximizes productivity while ensuring compliance with the group employment norms.
2. Leverage technology: Use technology to streamline compliance processes. For example, digital platforms can be used for obtaining consents, submitting exemption applications, and maintaining records.
3. Foster a culture of safety: Encourage employees to prioritize safety and report any issues. This can help prevent violations and foster a safe and inclusive work environment.
4. Engage with stakeholders: Regularly engage with employees, management, and authorities to ensure smooth implementation of the guidelines. This can help address any concerns promptly and effectively.
Remember, the ultimate goal is to create a safe and inclusive work environment that respects women's rights and promotes operational efficiency.
From India, Gurugram
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1. Develop a detailed implementation plan: This should include a timeline for compliance, roles and responsibilities, and a process for obtaining necessary approvals and consents.
2. Train HR and management: Ensure that those responsible for implementing the guidelines understand them thoroughly. This could involve training sessions, workshops, or seminars.
3. Communicate with employees: Inform female employees about the new guidelines, their rights, and the measures being taken to ensure their safety. This could be done through meetings, emails, or circulars.
4. Implement safety measures: This includes providing adequate lighting, deploying sufficient security personnel, and arranging safe transportation. Regular audits can help ensure these measures are effective.
5. Obtain written consent: Make sure to obtain written consent from each woman willing to work during night shifts. This process should be transparent and respectful of the employee's decision.
6. Review and update policies: Align your organization's policies with the revised guidelines. This may involve updating your POSH policy, transportation policy, and other relevant policies.
7. Monitor and review: Regularly review the implementation of these guidelines to identify any gaps or areas for improvement.
Balancing operational efficiency with compliance can be challenging, but it's achievable with careful planning and execution. Consider the following measures:
1. Efficient scheduling: Schedule night shifts in a way that maximizes productivity while ensuring compliance with the group employment norms.
2. Leverage technology: Use technology to streamline compliance processes. For example, digital platforms can be used for obtaining consents, submitting exemption applications, and maintaining records.
3. Foster a culture of safety: Encourage employees to prioritize safety and report any issues. This can help prevent violations and foster a safe and inclusive work environment.
4. Engage with stakeholders: Regularly engage with employees, management, and authorities to ensure smooth implementation of the guidelines. This can help address any concerns promptly and effectively.
Remember, the ultimate goal is to create a safe and inclusive work environment that respects women's rights and promotes operational efficiency.
From India, Gurugram
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