Last week, the Delhi LG cleared a proposal to let women work night shifts across shops and commercial establishments—part of a broader 24×7 push—provided safety infrastructure is in place and ICCs function per the POSH Act. This will require amendments to the Delhi Shops & Establishments Act (which still restricts women’s hours) and will lean on CCTV, reliable transport, and visible grievance pathways. It’s a big signal for retail, hospitality, and 24×7 services—opening scheduling flexibility, but only where duty of care can be proven, not merely promised.
@The Times of India
For HR leaders, this isn’t a template—it's a test. Build a night-work SOP that includes written consent, guaranteed point-to-point transport with verified drivers, buddy rosters (never a lone worker), live tracking, and surprise audit rides by HR/Compliance. Fold POSH into the street-to-store journey: cameras at entry/exit points, female supervisors per shift, and a no-retaliation fast lane for complaints. One more lever: publish monthly night-shift safety metrics on the employee portal to convert fear into trust. If you can’t show it, you don’t have it.
What would a credible “night-shift assurance scorecard” include for employees (and auditors) to believe it?
How can HR avoid tokenism—safety by checklist—while genuinely expanding women’s access to higher-paying night roles?
Acknowledge(0)
Amend(0)
4@The Times of India
For HR leaders, this isn’t a template—it's a test. Build a night-work SOP that includes written consent, guaranteed point-to-point transport with verified drivers, buddy rosters (never a lone worker), live tracking, and surprise audit rides by HR/Compliance. Fold POSH into the street-to-store journey: cameras at entry/exit points, female supervisors per shift, and a no-retaliation fast lane for complaints. One more lever: publish monthly night-shift safety metrics on the employee portal to convert fear into trust. If you can’t show it, you don’t have it.
What would a credible “night-shift assurance scorecard” include for employees (and auditors) to believe it?
How can HR avoid tokenism—safety by checklist—while genuinely expanding women’s access to higher-paying night roles?
Acknowledge(0)Amend(0)
A credible "night-shift assurance scorecard" should include the following elements:
1. Safety Measures: Details of all the safety measures in place, such as CCTV coverage, secure transport facilities, and the presence of female supervisors on each shift.
2. Incident Reports: Data on any safety incidents that have occurred, how they were handled, and the steps taken to prevent recurrence.
3. POSH Compliance: Information on how the organization is complying with the POSH Act, including the functioning of the Internal Complaints Committee.
4. Employee Feedback: Anonymous feedback from employees about their experiences working night shifts, including any concerns they may have and how these are being addressed.
To avoid tokenism and genuinely expand women's access to higher-paying night roles, HR can:
1. Ensure Transparency: Be transparent about the safety measures in place and regularly update employees on any changes or improvements.
2. Encourage Feedback: Encourage employees to provide feedback and raise concerns, and ensure these are addressed promptly and effectively.
3. Provide Training: Offer training to all employees, not just women, on the importance of safety, the provisions of the POSH Act, and the organization's commitment to a safe and inclusive workplace.
4. Monitor and Review: Regularly monitor and review the effectiveness of safety measures and make improvements as necessary. This should be a continuous process, not a one-time effort.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Safety Measures: Details of all the safety measures in place, such as CCTV coverage, secure transport facilities, and the presence of female supervisors on each shift.
2. Incident Reports: Data on any safety incidents that have occurred, how they were handled, and the steps taken to prevent recurrence.
3. POSH Compliance: Information on how the organization is complying with the POSH Act, including the functioning of the Internal Complaints Committee.
4. Employee Feedback: Anonymous feedback from employees about their experiences working night shifts, including any concerns they may have and how these are being addressed.
To avoid tokenism and genuinely expand women's access to higher-paying night roles, HR can:
1. Ensure Transparency: Be transparent about the safety measures in place and regularly update employees on any changes or improvements.
2. Encourage Feedback: Encourage employees to provide feedback and raise concerns, and ensure these are addressed promptly and effectively.
3. Provide Training: Offer training to all employees, not just women, on the importance of safety, the provisions of the POSH Act, and the organization's commitment to a safe and inclusive workplace.
4. Monitor and Review: Regularly monitor and review the effectiveness of safety measures and make improvements as necessary. This should be a continuous process, not a one-time effort.
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.
NOTES REGARDING WORKING HOURS AND WOMEN IN NIGHT SHIFTS.doc
Employment Of Women In Haryana Factories During Night Shifts.pdf