New Labour Law: 48 Hours a Week & 12 Hour Shift Rules
- Feb 6
- 6 min read
If you’ve been scrolling through LinkedIn, WhatsApp groups, or Instagram reels recently, you’ve probably seen people panicking about the “new labour law” in India.
Some posts claim:
Employees will now be forced to work 12 hours daily
The government has made 12-hour shifts compulsory
Companies will exploit workers more than ever
Work-life balance will be finished
And the biggest statement being circulated everywhere is:
“Working hours capped at 8–12 hours per day, 48 hours per week has been capped.”
Official Sources for 48 Hours Weekly Cap & 12 Hour Shift Rule
For official clarity and proof, here are trusted government sources related to India’s working hour laws and labour codes:
Topic | What It Confirms | Trusted Source | Link |
Labour Codes Update | Govt announcement on labour reforms | PIB India | |
Labour Law Rules & Notifications | Labour code information and updates | Ministry of Labour & Employment | |
48 Hours Weekly Work Limit | Weekly cap of 48 working hours | Factories Act, 1948 (Section 51) | |
PF Compliance Rules | Provident Fund rules for workers | EPFO | |
ESI Compliance Rules | Employee insurance rules | ESIC | |
Global Labour Standards | International work-hour standards | ILO |
This single line has triggered confusion and controversy, and honestly, it’s understandable. Because if someone hears “12 hours per day,” it sounds scary.
But here’s the truth:
✅ The new labour law does not mean employees will work 12 hours daily for 6 days. The actual rule is more balanced and structured than what social media is showing.
In this blog, we’ll explain the real meaning of this “48-hour week and 12-hour shift” controversy in a clear and simple way.
What Does the New Labour Law Say About Working Hours in India?
Under India’s labour reforms and labour codes, the standard legal working limit is still:
✅ 48 hours per week
That means an employee cannot be made to work more than 48 hours a week as a regular schedule.
This rule has existed in older labour laws too, but now it is being streamlined under the labour codes.
Why Is Everyone Talking About “12 Hours Work Shift” Suddenly?
Because the government release and discussions mention that working hours may range from:
🕐 8 hours to 12 hours per day
That’s the line that caused the controversy.
People assumed this means:
“Now everyone must work 12 hours daily.”
But the real meaning is:
📌 The government is allowing flexibility in how weekly hours are distributed.
So instead of working 8 hours for 6 days, employees may work longer hours per day if the company follows a different weekly model.
Does 12 Hours Work Mean 72 Hours Per Week?
No. This is where most people get confused.
If someone works 12 hours for 6 days, it becomes :
12 × 6 = 72 hours/week
That is far above the legal weekly limit.
So the law is not saying:
“Work 12 hours for 6 days.”
Instead, it is saying:
“Daily hours may go up to 12, but weekly hours should still remain capped.”
How Can 12-Hour Work Shifts Still Fit Under the 48-Hour Weekly Rule?
Let’s understand it with an example:
Example 1: Traditional Office Schedule
8 hours/day × 6 days = 48 hours/week
This is the normal schedule most people follow.
Example 2: 5-Day Workweek Model
9.6 hours/day × 5 days = 48 hours/week
This is common in many companies.
Example 3: 4-Day Workweek Model
12 hours/day × 4 days = 48 hours/week
This is where the 12-hour shift becomes valid.
So yes, 12-hour shifts can exist legally—but only if the company follows a reduced working day schedule.
Is the 48-Hour Work Week Rule New?
Not really, India already had the 48-hour weekly cap in many existing laws like:
Factories Act
Mines Act
Shops & Establishment Acts (state-based)
The labour codes mainly bring uniformity and standard rules.
So the rule is not “new,” but it is being discussed more now because labour codes are becoming a hot topic.
Can Companies Force Employees to Work 12 Hours Daily?
Legally, companies cannot force employees into unfair schedules that violate the weekly cap.
However, the reality is:
Many companies may try to implement longer shifts if rules allow flexibility.
That’s why employees are concerned.
But the legal structure still supports:
Weekly limit of 48 hours
Overtime pay for extra hours
Rest breaks
Safety and health rules
What About Overtime Under New Labour Law?
Overtime is a major part of this debate.
The basic rule remains:
✅ If you work beyond prescribed hours, overtime must be paid.
✅ Overtime is generally paid at double the wage rate.
This means if an employee works beyond 48 hours in a week, those extra hours must be treated as overtime.
Why Is This Controversy Important for Manpower and Security Companies?
Because manpower and security industries already run on long shifts.
Many security guards and field workers currently work:
10 hours shifts
12 hours shifts
double duties due to staff shortage
The issue is that many companies do not maintain proper records. So overtime becomes unclear, and employees feel cheated.
That’s why labour reforms and working-hour regulations matter more for industries like:
Security guard agencies
Manpower suppliers
Construction workforce
Industrial contract staffing
Field workforce businesses
Will This Rule Improve Work-Life Balance or Make It Worse?
It depends on how companies use it.
If used correctly, it can improve work-life balance
For example:
Employees work 4 days
They get 3 days off
Weekly hours remain 48
Proper breaks are maintained
This can actually be a better lifestyle.
If misused, it can become exploitative
For example:
Employees work 12 hours for 6 days
Overtime is not paid
Attendance is manipulated
This becomes harmful and illegal.
That is why proper compliance and record-keeping is critical.
What Is the Biggest Risk for Companies After This Labour Law Change?
The biggest risk is not the law itself.
The biggest risk is:
❌ Poor attendance tracking
❌ No overtime calculation system
❌ Manual payroll errors
❌ Salary disputes
❌ Labour inspection issues
❌ Compliance penalties
Because when working hours are flexible, companies must maintain accurate records.
And Excel + WhatsApp attendance is not enough anymore.
How HRMS Helps Businesses Follow the 48-Hour and 12-Hour Shift Rule Properly
This is where modern HRMS systems become important.
A good HRMS ensures:
Daily working hours are tracked
Weekly working hours are auto-calculated
Overtime hours are automatically detected
Payroll matches attendance records
Compliance reports are generated
For manpower and security companies, this is a major advantage because it reduces disputes and keeps payroll transparent.
How ZFour HRMS Fits Naturally Into This Situation
If your workforce includes:
security guards
manpower staff
site workers
shift-based employees
Then you already know how difficult it is to track:
shift duty
site transfers
overtime
reliever attendance
ZFour HRMS is designed specifically for manpower and security operations where employees work across multiple sites and shifts.
With ZFour HRMS, companies can:
capture site-wise attendance
track shift scheduling
calculate overtime automatically
generate payroll with transparency
provide payslips with full salary breakdown
This helps companies stay compliant with labour rules like the 48-hour weekly cap, while also protecting employee trust.
So What Is the Real Meaning of “8–12 Hours Per Day, 48 Hours Per Week”?
Let’s simplify it in one line:
✅ The law allows flexibility in daily work hours (8–12), but the total weekly working hours should remain capped at 48.
That means 12-hour shifts are possible, but not unlimited.
Should Employees Be Worried?
Employees should not panic, but they should be aware.
Because the law itself is not forcing 12-hour daily work for everyone.
But companies may adopt flexible scheduling models, especially in shift-based industries.
The best protection for both employers and employees is:
proper attendance tracking
overtime calculation transparency
payroll automation
compliance documentation
And that is exactly what modern HRMS platforms like ZFour HRMS help achieve.
Frequently Asked Question
1. Is 12 hours work shift compulsory in India under new labour law?
No. The labour law does not make 12-hour shifts compulsory. It only allows flexible shift scheduling as long as weekly working hours remain capped.
2. What is the maximum working hours limit per week in India?
The standard maximum working limit is 48 hours per week, which is already mentioned in older laws like the Factories Act and is now discussed under labour codes.
3. Can employees work 12 hours per day legally in India?
Yes, but only if the total weekly working hours do not exceed 48 hours. For example, 12 hours for 4 days is allowed.
4. What happens if an employee works more than 48 hours in a week?
Any extra hours beyond the prescribed weekly limit are considered overtime, and overtime wages must be paid as per labour rules.
5. How can companies manage attendance and overtime properly under labour codes?
Companies can use an HRMS like ZFour HRMS to track attendance, shift scheduling, overtime calculation, and payroll automation to maintain compliance and avoid disputes.
ZFour HRMS
ZFour HRMS – Track Work Hours, Manage Shifts & Stay Labour-Compliant.
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