Labour Code Working Hours: Quick Guide for Employees and Employers

Wondering how many hours you can legally work in India? The new Labour Code clears up the confusion. It sets a clear cap on weekly work, defines overtime, and tells you what rest you’re owed. Let’s break it down so you know what to expect at work and how to avoid hidden traps.

Maximum Weekly Hours and Daily Limits

Under the Code, a normal workweek can’t exceed 48 hours. That means an eight‑hour day for six days, or a nine‑hour day for five days if your contract says so. Anything beyond 48 hours is considered overtime, and the employer must follow extra‑pay rules.

If you’re on a shift schedule, the total still can’t go past 48 hours in any week. The law also mandates at least one day off every week – usually Sunday, but any day can work if it’s mutually agreed.

Overtime Rules and Pay

Overtime isn’t a free lunch. The Code says you must get at least double the ordinary wage for the first two extra hours, and triple the wage for any time beyond that. The extra pay must be given in cash, not as leave or some vague credit.

Employers can’t force you to work overtime without your consent. If you say no, the employer must respect that. However, there are exceptions for emergencies or essential services, but even then the extra pay still applies.

Another point: if you work more than ten hours in a single day, the employer must provide a compensatory rest period of at least one hour. This helps avoid burnout and keeps the work‑life balance in check.

Rest Periods and Breaks

Every workday must include a minimum 30‑minute break if you work more than five hours. This break can be paid or unpaid, depending on the contract, but the law expects it to be given.

After six consecutive hours of work, you’re entitled to a minimum of one hour of rest. That rest can be split into shorter periods, but the total can’t be less than an hour.

Night workers also get special protection. If you work between 10 pm and 6 am, you must be given a free meal and adequate rest, and your overtime rates still apply.

Flexi‑Time and Shift Work

The Code allows companies to set flexible hours, but the total weekly limit can’t be breached. If a firm wants a rotating shift, it must still honor the 48‑hour cap and the one‑day‑off rule.

Employers need to give a clear schedule in writing. If they change the timing, they must inform you at least a week in advance unless there’s an urgent reason.

What to Do If Your Rights Are Violated

First step: talk to your HR or manager. Most issues get sorted when everyone knows the law. If that doesn’t help, you can lodge a complaint with the Labour Commissioner of your state. Bring your payslips, contract, and any written communication as proof.

Legal action is a last resort, but the Code gives you the right to claim unpaid overtime and penalties. A labour lawyer can guide you through the process and help you get the money you’re owed.Remember, the Labour Code is there to protect you. Knowing the limits on work hours, overtime pay, and rest periods makes it easier to spot violations early and act on them.

Stay informed, keep records, and don’t hesitate to ask questions. A well‑informed employee is less likely to be taken advantage of, and a fair employer will appreciate that you understand the rules.