Working Hours Leave and Overtime Rules

The Labour Codes 2025 bring clarity and uniformity to working hours leave entitlements and overtime rules across industries. These changes redefine daily and weekly limits introduce consent based overtime and standardise weekly rest and leave requirements. This article explains the new rules in detail so HR teams can update policies and payroll compliance smoothly.

Introduction

The Occupational Safety and Health Code and the Wage Code together create a uniform framework governing working hours weekly rest overtime leave and working conditions. These rules apply across factories offices IT companies warehouses shops and all notified establishments. With the Labour Codes 2025 coming into effect HR teams must update their employee handbooks shift structures attendance systems overtime approval flows and leave policies.

The new rules standardise daily limits weekly limits consent based overtime wages for overtime and guidelines for women working during late hours. This article simplifies every part of the working hours and leave framework to help HR teams implement the Code accurately.

Key Changes at a Glance

• Daily limit of eight hours
• Weekly limit of forty eight hours
• Overtime at twice the normal wage
• Consent required for overtime
• Spread over limits improved
• Weekly rest mandatory
• Earned leave accumulation updated under new framework
• Uniform rules across establishments

Detailed Explanation of Working Hours Leave and Overtime Rules

The sections below explain the new rules in a structured manner so HR teams can implement them confidently.

1. Daily and Weekly Working Hour Limits

The Labour Codes specify:

• Maximum eight hours per day
• Maximum forty eight hours per week

Any additional work beyond these limits constitutes overtime.

To understand linked OSH requirements you may also read Occupational Safety and Health Code Explained.

2. Overtime at Double Wages

Overtime must be paid at twice the normal rate of wages.
This applies to:

• Work beyond eight hours a day
• Work beyond forty eight hours a week
• Work done on weekly rest days when permitted

The new wage definition also affects overtime calculations. For clarity you may read New Wage Structure and the Fifty Percent Rule.

3. Consent Based Overtime

Employees cannot be forced to work overtime. Written or digital consent is required.
This helps ensure worker well being and prevents excessive work hours.

4. Spread Over and Rest Intervals

The spread over rule defines the total time from the beginning to end of an employee’s workday including breaks.
The Code provides a standardised spread over framework and ensures minimum rest intervals between work periods.

5. Weekly Rest Requirements

Every employee must receive a weekly rest day after fulfilling the minimum number of working hours as prescribed.
Work on weekly rest days requires compensatory leave or overtime wages.

6. Leave Entitlements Under the New Framework

Earned leave calculation and carry forward rules apply uniformly under the Code.
Short leaves casual leaves and special leaves continue based on organisation policy but must not conflict with statutory rights.

7. Working Hours for Women Employees

Women can work between 7 PM and 6 AM subject to:

• Written consent
• Safe transportation
• Adequate security
• No discrimination in shift allocation

For detailed rules see Women Night Shift Safety Rules.

8. Impact on Employers and HR Teams

HR teams must:

• Redesign shift structures
• Configure overtime workflows
• Update leave policies
• Ensure consent based overtime
• Prepare digital attendance and working hour records

For compliance ties with OSH requirements and workplace safety you may also read Inter State Migrant Worker Provisions.

Working Hours and Overtime

Leave and Working Conditions

HR Checklist for Immediate Action for Working Hours and Overtime Compliance

• Update working hour and shift policies
• Ensure digital consent flow for overtime
• Configure attendance systems for new limits
• Update leave policies to align with the Code
• Review weekly rest and compensatory off processes
• Train managers on overtime rules
• Communicate changes to all employees
• Align wage structure with overtime calculations

Explore HRStop Today

HRStop helps organisations implement new working hour rules with automated overtime workflows digital attendance records weekly rest tracking and updated leave management that aligns with Labour Codes 2025.

How HRStop Helps

• Overtime calculation at double wage rates
• Consent workflows for extra hours
• Digital attendance and shift tracking
• Leave and weekly rest compliance
• Multi location working hour dashboards
• Alerts for overtime policy breaches

Related Articles

• Occupational Safety and Health Code Explained
• Women Night Shift Safety Rules
• Inter State Migrant Worker Provisions
• New Wage Structure and the Fifty Percent Rule
• India’s New Labour Codes 2025 Overview

Conclusion

The Labour Codes 2025 create a more balanced and uniform working hour framework for all establishments. By standardising daily and weekly limits mandating consent based overtime and enforcing clear leave and weekly rest rules the Codes focus on worker well being and safer workplaces. HR teams must update policies attendance systems and approval workflows to stay fully compliant.

FAQs

What is the daily working hour limit under the new Codes
Eight hours per day.

How is overtime paid
At twice the normal rate of wages.

Is employee consent required for overtime
Yes written or digital consent is mandatory.

Are women allowed to work night shifts
Yes with consent and safety measures.

Is digital attendance required
Yes for notified establishments.