“States Like Gujarat, Andhra Pradesh Push Factory Shift Reforms — Night Work for Women & Longer Hours”

🏭 Gujarat Expands Industrial Working Hours & Allows Women in Night Shifts – A Defining Shift for India’s Workforce

The Gujarat Assembly has recently passed a landmark bill amending its Factories Act, making two significant changes to industrial working conditions:

1. Extended Working Hours – Daily industrial shifts increased from 9 hours to 12 hours, with adequate breaks.

2. Women in Night Shifts – Permission for women to work between 7 PM and 6 AM, provided safety measures are in place.

This move aligns Gujarat with progressive labour reforms seen in states like Rajasthan earlier, while also raising crucial HR and compliance questions for employers across industries.

📊 The Larger Workforce Context

• India’s labour codes are gradually moving toward flexible shift models, aimed at boosting industrial output and aligning with global standards.

• The 12-hour workday echoes international practices in sectors such as manufacturing and logistics, but also intensifies debates on employee well-being.

• According to ILO data, employees working beyond 48 hours a week show 20–25% higher risk of fatigue, absenteeism, and attrition.

🔍 HR Implications of the New Bill

1. Shift Policy Revisions

Employers in Gujarat must revise shift rosters to comply with the new 12-hour framework, while ensuring weekly working hours remain within statutory limits.

2. Women in Night Shifts

• A major opportunity for gender inclusivity in industries where women’s participation has been historically low.

• HR must ensure safe transport, workplace security, and grievance redressal systems for women employees working late hours.

3. Occupational Health & Safety

• Longer shifts demand stronger focus on fatigue management, ergonomic practices, hydration, and welfare facilities.

• Mandatory health check-ups and compliance audits should be integrated into HR policies.

4. Alignment with Labour Codes

• The new bill must be read in conjunction with the upcoming Occupational Safety, Health and Working Conditions (OSH) Code.

• Employers must stay vigilant to avoid legal non-compliance or penalties.

💡 My Perspective as Director – Adamant HR

This reform is a double-edged sword. On one hand, it offers industries more flexibility and productivity, and opens up night-shift opportunities for women, signaling progress toward workplace equality.

On the other hand, it poses serious challenges in workforce welfare. HR leaders must recognize that longer shifts can strain employees physically and mentally, unless supported by robust safety, health, and inclusivity measures.

The true success of this reform will not be measured by longer factory output alone, but by how effectively HR ensures safety, dignity, and balance for every worker — male or female.

✅ Conclusion

Gujarat’s move is not just a regional policy change — it is a signal to the rest of India. Other states may follow suit, and organizations must proactively prepare.

For HR, this is the moment to prove that compliance and compassion can go hand-in-hand: “Industrial growth cannot come at the cost of human well-being — it must grow because of it.”