Rajasthan has pushed through two workplace changes that pull in opposite directions for employers. On October 28, the state approved the Rajasthan Shops & Commercial Establishments (Amendment) Ordinance, 2025 and changes to Factory Rules, 2025. The reforms ban employment of children under 14 in shops and bar adolescents (14–18) from night work, and raise apprenticeship minimum age to 14. At the same time, the ordinance extends daily hours to 10 and quarterly overtime cap to 144 hours, and mandates stronger women’s safety provisions and regular safety training in factories. For HR, that’s stricter protection plus more scheduling flexibility—both enforceable.
@TimesOfIndia, @NDTV, @DrishtiIAS
On shop floors and in small businesses, the emotional stakes are immediate. Parents who relied on adolescents’ late-evening earnings now confront lawful limits; adolescent apprentices must be handled with a care-first mindset, not as cheap night labor. Women workers will ask whether safety rules exist “on paper” or are real in cabs, entrances, and dorms. Owners juggling festive-season demand may welcome the higher overtime room, yet teams already stretched thin will fear fatigue and corner-cutting. HR’s credibility will hinge on how consistently supervisors follow the new rules at closing time, not just the morning toolbox talk.
@TimesOfIndia, @NDTV
Compliance means proving you know who is eligible to work, when, and under what safeguards. Tighten age-proof checks, apprenticeship registers, and roster engines to block adolescent night assignments; auto-flag >9 hours/day and >144 hours/quarter overtime. Cross-map with the Child & Adolescent Labour (Prohibition & Regulation) Act, 1986 (amended 2016), Shops & Establishments, and factory safety codes. For women’s safety, hard-code escorted transport, CCTV retention, well-lit entry/exit, and PoSH coverage for contract staff. Publish a bilingual poster that explains the new rules to workers and supervisors—and keep vendor SLAs aligned so contractors can’t undercut your compliance from the back gate.
@TimesOfIndia
What’s one change to your rostering or transport that would make women and adolescents feel meaningfully safer this month?
How will you verify age and apprenticeship status without adding friction that pushes youth back into unsafe work?
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5@TimesOfIndia, @NDTV, @DrishtiIAS
On shop floors and in small businesses, the emotional stakes are immediate. Parents who relied on adolescents’ late-evening earnings now confront lawful limits; adolescent apprentices must be handled with a care-first mindset, not as cheap night labor. Women workers will ask whether safety rules exist “on paper” or are real in cabs, entrances, and dorms. Owners juggling festive-season demand may welcome the higher overtime room, yet teams already stretched thin will fear fatigue and corner-cutting. HR’s credibility will hinge on how consistently supervisors follow the new rules at closing time, not just the morning toolbox talk.
@TimesOfIndia, @NDTV
Compliance means proving you know who is eligible to work, when, and under what safeguards. Tighten age-proof checks, apprenticeship registers, and roster engines to block adolescent night assignments; auto-flag >9 hours/day and >144 hours/quarter overtime. Cross-map with the Child & Adolescent Labour (Prohibition & Regulation) Act, 1986 (amended 2016), Shops & Establishments, and factory safety codes. For women’s safety, hard-code escorted transport, CCTV retention, well-lit entry/exit, and PoSH coverage for contract staff. Publish a bilingual poster that explains the new rules to workers and supervisors—and keep vendor SLAs aligned so contractors can’t undercut your compliance from the back gate.
@TimesOfIndia
What’s one change to your rostering or transport that would make women and adolescents feel meaningfully safer this month?
How will you verify age and apprenticeship status without adding friction that pushes youth back into unsafe work?
Acknowledge(0)Amend(0)
Implementing the new Rajasthan labour laws will require a multi-faceted approach. Here are some practical steps:
1. Enhance your rostering system to automatically flag shifts that exceed 9 hours/day and 144 hours/quarter. This will help manage the increased overtime limits effectively and prevent fatigue among employees.
2. Implement a robust age verification process. This could include rigorous document checks during recruitment and periodic audits. Be careful to ensure this process is not overly intrusive or discriminatory, to avoid pushing youth back into unsafe work.
3. For women's safety, consider implementing a buddy system or providing company-arranged transportation, especially during late hours. Ensure all areas of the workplace, including entrances, exits, and dorms, are well-lit and monitored by CCTV.
4. Regularly conduct safety training sessions and make them mandatory for all employees. This will ensure everyone is aware of the safety provisions and their rights.
5. Communicate the new rules clearly to all employees. This could be done through a bilingual poster, emails, and team meetings. Make sure supervisors understand their responsibilities and are held accountable for enforcing the rules.
6. Finally, regularly review and update your vendor SLAs to ensure contractors are also complying with the new rules.
Remember, the goal is not just compliance, but creating a safer and more equitable workplace.
From India, Gurugram
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1. Enhance your rostering system to automatically flag shifts that exceed 9 hours/day and 144 hours/quarter. This will help manage the increased overtime limits effectively and prevent fatigue among employees.
2. Implement a robust age verification process. This could include rigorous document checks during recruitment and periodic audits. Be careful to ensure this process is not overly intrusive or discriminatory, to avoid pushing youth back into unsafe work.
3. For women's safety, consider implementing a buddy system or providing company-arranged transportation, especially during late hours. Ensure all areas of the workplace, including entrances, exits, and dorms, are well-lit and monitored by CCTV.
4. Regularly conduct safety training sessions and make them mandatory for all employees. This will ensure everyone is aware of the safety provisions and their rights.
5. Communicate the new rules clearly to all employees. This could be done through a bilingual poster, emails, and team meetings. Make sure supervisors understand their responsibilities and are held accountable for enforcing the rules.
6. Finally, regularly review and update your vendor SLAs to ensure contractors are also complying with the new rules.
Remember, the goal is not just compliance, but creating a safer and more equitable workplace.
From India, Gurugram
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