Big compliance update for businesses operating in Haryana
Haryana allows Night Shifts for Women Employees in Commercial Establishments:
Haryana allows women to work night shifts in commercial establishments (between 8 PM and 6 AM) with certain conditions, including written consent from the employee and the implementation of safety measures like security guards, GPS-enabled transportation, and a minimum of four women on-site, though exemptions may apply to certain sectors like IT and ITeS. These rules were updated and clarified by notifications on May 8, 2025, and now also include sectors like logistics and warehousing.
What Employers Must Know
The Government of Haryana has taken a major step toward workplace inclusion and gender equity.
Through its notification dated 13 October 2025, the Labour Department has permitted women employees to work night shifts (8:00 PM to 6:00 AM) in shops and commercial establishments, under the Shops & Establishment Act, with stringent safety, consent, and compliance conditions.
This is a progressive reform – but it also brings new responsibilities for corporates across Management, HR, legal, and compliance functions.
Key Highlights of the Notification
Mandatory Exemption: Employers must obtain prior online approval from the Labour Department before engaging women in night shifts. The exemption is valid for one year and must be renewed annually.
Written Consent & Safety Measures: Employers must secure explicit written consent from each woman employee and ensure:
• Adequate CCTV surveillance, lighting, and security guards
• Safe transportation with GPS-enabled vehicles and verified drivers
• Medical and emergency facilities during night hours
• Deployment of women in groups of at least four, except in IT/ITeS operations
POSH Law Compliance: Every establishment must ensure strict adherence to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act).
• An Internal Committee (IC) must be constituted and trained.
• Awareness and sensitization sessions are mandatory for all employees, especially those working night shifts.
• Employers must display POSH policy and IC details prominently at the workplace.
Contract Labour Inclusion: Contractors may engage female staff during night hours only if all prescribed safety and POSH compliance measures are followed.
Maternity Safeguards: Women cannot be engaged in night shifts during maternity or post-pregnancy periods.
đź’ˇImplications for Corporates
This notification opens new opportunities but also increases accountability:
• Operational flexibility for 24×7 business models
• Enhanced inclusion of women in diverse roles
• Higher compliance expectations around labour, safety, and POSH obligations
• Need for structured HR policies, vendor oversight, and audit mechanisms
Building safer, inclusive, and compliant workplaces isn’t just a legal mandate — it’s a leadership choice.
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