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1 Jan 2026·Source: The Indian Express
3 min
Social IssuesPolity & GovernanceEconomyNEWS

New Labour Code Rules Allow Women's Night Shifts with Safety Net

New labour code rules permit women's night shifts (7 pm-6 am) with safety provisions.

New Labour Code Rules Allow Women's Night Shifts with Safety Net

Photo by Arum Visuals

The government has released the draft rules for the four new Labour Codes, which include significant provisions for women workers, notably allowing night shifts (7 pm to 6 am) with adequate safety measures. These rules also cap weekly working hours at 48 and mandate gratuity for contract employees with a one-year term.

A 30-45 day window has been provided for public feedback, with final rules expected by March and implementation from April 1, 2026. This is a landmark reform for UPSC GS1 (Social Issues - women's empowerment) and GS2 (Polity & Governance - labour laws, social justice) as it aims to modernize India's labour framework, enhance women's participation in the workforce, and extend social security benefits to a wider segment of workers.

Key Facts

1.

New labour code rules released

2.

Allow night shifts for women (7 pm to 6 am) with safety provisions

3.

Weekly working hours capped at 48

4.

Gratuity for contract employees with one-year term

5.

30-45 day window for public feedback

6.

Final rules by March, implementation from April 1, 2026

UPSC Exam Angles

1.

Impact on women's empowerment and gender equality in the workforce (GS1, GS2)

2.

Modernization of labour laws and their effect on ease of doing business (GS2, GS3)

3.

Extension of social security benefits and formalization of the workforce (GS2)

4.

Constitutional provisions related to labour, equality, and DPSP (GS2)

5.

Challenges in implementation and balancing worker rights with employer flexibility (GS2)

6.

Historical context of labour reforms and international labour standards (GS1, GS2)

Visual Insights

Journey of India's New Labour Codes: From Enactment to Implementation

This timeline illustrates the key milestones in the evolution and implementation of India's four new Labour Codes, highlighting the long reform process culminating in their operationalization in 2026.

India's labour laws were historically fragmented and complex. The push for consolidation gained momentum post-1991 economic reforms, aiming to enhance ease of doing business and worker welfare, leading to the enactment of the four new Labour Codes between 2019-2020. The current news marks the final stage of this long-awaited reform with the release of draft rules and impending implementation.

  • 1991Economic Reforms in India (context for labour law modernization)
  • 2002Second National Commission on Labour recommends consolidation of labour laws
  • 2019The Code on Wages enacted by Parliament
  • 2020Industrial Relations Code, Code on Social Security, and OSHWC Code enacted
  • 2020-2025Implementation pending due to need for draft rules by Central and State Governments
  • Jan 2026Central Government releases draft rules for all four Labour Codes for public feedback
  • March 2026Final rules for Labour Codes expected to be notified
  • April 1, 2026New Labour Codes expected to be implemented across India

Key Provisions & Impact of New Labour Codes (Effective April 2026)

This dashboard highlights the critical numerical and policy provisions of the new Labour Codes, which are set for implementation from April 1, 2026, offering a quick overview of their scope and immediate impact.

Old Labour Laws Consolidated
29

The new codes aim to simplify and rationalize India's complex labour legal framework.

New Central Labour Codes
4

The Code on Wages, Industrial Relations Code, Code on Social Security, and OSHWC Code.

Maximum Weekly Working Hours
48 hours

Aims to standardize working conditions and prevent exploitation, balancing worker welfare with flexibility.

Women's Night Shift Window
7 PM - 6 AM

Allows women to work night shifts with mandatory safety and security provisions, enhancing economic opportunities.

Gratuity for Contract Employees
After 1-year term

Significant expansion of social security benefits to a previously underserved segment of the workforce.

Implementation Date
April 1, 2026

Marks the official start of the modernized labour framework.

More Information

Background

India's labour laws have historically been complex and fragmented, with over 200 state and 40 central laws. This complexity often led to difficulties in compliance for businesses and inadequate social security coverage for workers, especially in the unorganized sector. The Second National Commission on Labour (2002) recommended the consolidation of these laws into broader codes to simplify the regulatory framework, enhance ease of doing business, and extend social security benefits.

Latest Developments

The government has recently released draft rules for the four new Labour Codes: the Code on Wages, 2019; the Industrial Relations Code, 2020; the Code on Social Security, 2020; and the Occupational Safety, Health and Working Conditions Code, 2020 (OSHWC Code). These draft rules include significant provisions such as allowing women to work night shifts (7 pm to 6 am) with adequate safety measures, capping weekly working hours at 48, and mandating gratuity for contract employees with a one-year term. The rules are expected to be finalized and implemented by April 1, 2026, after a public feedback period.

Practice Questions (MCQs)

1. Consider the following statements regarding the recent draft rules for India's new Labour Codes: 1. The rules explicitly permit women to work night shifts between 7 pm and 6 am, provided adequate safety measures are in place. 2. The weekly working hours for all employees are capped at 48 hours, aligning with the International Labour Organization (ILO) standards. 3. Gratuity benefits have been extended to contract employees who have completed a minimum service period of one year. Which of the statements given above is/are correct?

  • A.1 and 2 only
  • B.2 and 3 only
  • C.1 and 3 only
  • D.1, 2 and 3
Show Answer

Answer: D

Statement 1 is correct as the news explicitly mentions allowing women's night shifts (7 pm to 6 am) with safety measures. Statement 2 is correct; the rules cap weekly working hours at 48, which is a common international standard, often linked to ILO conventions. Statement 3 is also correct, as the summary states gratuity for contract employees with a one-year term. All three statements accurately reflect the provisions mentioned in the news.

2. In the context of India's labour law reforms, which of the following statements is NOT correct regarding the constitutional framework for labour legislation?

  • A.'Labour' is primarily a subject under the Concurrent List of the Seventh Schedule of the Constitution of India.
  • B.Both the Parliament and State Legislatures have the power to enact laws on labour matters.
  • C.In case of a conflict between a central and state law on a concurrent subject, the central law always prevails.
  • D.The Directive Principles of State Policy (DPSP) provide a foundational basis for labour welfare legislation in India.
Show Answer

Answer: C

Statement A, B, and D are correct. 'Labour' falls under the Concurrent List (List III) of the Seventh Schedule, allowing both Centre and States to legislate. DPSP, particularly Articles 39, 41, 42, 43, and 43A, guide labour welfare. Statement C is NOT correct. While a central law generally prevails over a state law on a concurrent subject in case of repugnancy, there is an exception: if a state law has been reserved for the consideration of the President and has received his assent, then the state law may prevail in that state, notwithstanding its repugnancy to an earlier law made by Parliament (Article 254(2)). Therefore, the central law does not 'always' prevail.

3. Consider the following statements regarding the historical context of women's employment in night shifts in India: 1. The Factories Act, 1948, historically prohibited the employment of women during night hours in factories. 2. India has ratified the International Labour Organization (ILO) Convention No. 89 concerning Night Work of Women Employed in Industry (Revised 1948). 3. Several state governments had already introduced amendments or special provisions allowing women to work night shifts in specific sectors before the new central Labour Codes. Which of the statements given above is/are correct?

  • A.1 and 2 only
  • B.2 and 3 only
  • C.1 and 3 only
  • D.1, 2 and 3
Show Answer

Answer: C

Statement 1 is correct. The Factories Act, 1948, specifically Section 66, restricted women's employment between 7 pm and 6 am. Statement 3 is correct. Many states, like Maharashtra, Karnataka, and Tamil Nadu, had already amended their respective Shops and Establishments Acts or Factories Act rules to allow women to work night shifts in IT, manufacturing, and other sectors, often with conditions for safety and transport. Statement 2 is NOT correct. India has NOT ratified ILO Convention No. 89. India had ratified Convention No. 4 (Night Work (Women) Convention, 1919) and Convention No. 41 (Night Work (Women) Convention (Revised), 1934), but later denounced them due to changing socio-economic conditions and the need for greater flexibility for women's employment.

4. Which of the following is NOT a stated objective behind the consolidation of various labour laws into four broad codes in India?

  • A.To simplify the complex web of existing labour legislations.
  • B.To promote ease of doing business for industries and employers.
  • C.To strengthen the bargaining power of trade unions across all sectors.
  • D.To extend social security benefits to a larger segment of the workforce, including the unorganized sector.
Show Answer

Answer: C

Statements A, B, and D are widely recognized objectives of the labour code reforms. The simplification of laws, promotion of ease of doing business, and universalization of social security have been key arguments put forth by the government. Statement C is NOT correct. While the codes aim for industrial harmony, critics often argue that some provisions within the new codes, particularly the Industrial Relations Code, actually dilute the bargaining power of trade unions by increasing the threshold for strikes and reducing the scope for collective bargaining, rather than strengthening it. Therefore, strengthening trade union bargaining power is not a stated objective, and arguably, the outcome might be the opposite.

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