Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 28 JANUARY 2025

Comparative Analysis Of Working Hours In India vs. International Labour Standards

Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants
Contributor
Maheshwari & Co. Advocates & Legal Consultants

Maheshwari & Co. Advocates & Legal Consultants

• Full-service law firm established in 2004 by Mr. Vipul Maheshwari, headquartered in New Delhi,...

View firm profile
Explore more from Maheshwari & Co. Advocates & Legal Consultants

The regulation of working hours in India is undergoing significant changes, influenced by domestic reforms and global standards. This analysis examines the current landscape of working hours in India...

IndiaEmployment and HR
Maheshwari & Co.
Maheshwari & Co.

The regulation of working hours in India is undergoing significant changes, influenced by domestic reforms and global standards. This analysis examines the current landscape of working hours in India, recent legislative changes, and their alignment with international norms. It also addresses common working hour disputes and resolution mechanisms.

Current Working Hours in India

The regulatory framework for working hours in India has traditionally been governed by the Factories Act, 1948. This law stipulates that employees should not work more than 48 hours per week or 9 hours per day, ensuring adequate rest periods and preventing excessive work hours.

New Labor Codes and Their Impact

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Ministry Of Labour And Employment Operationalises The Provisions On Payment Of Statutory Bonus

On 25 August 2026, the Ministry of Labour and Employment issued two notifications (Notifications) under the Code on Wages, 2019 (Wage Code), thereby operationalising specified provisions relating to payment of statutory bonus for establishments for which the appropriate government is the Central Government. The Wage Code consolidates the legislative framework governing wages and related employee entitlements, including the regime previously governed by the Payment of Bonus Act, 1965.
IndiaEmployment and HR
Khaitan & Co.
Khaitan & Co.
Article

Notified Code On Wages (Central) Rules, 2026: What Employers Need To Know

India's Ministry of Labour and Employment has notified the Code on Wages (Central) Rules, 2026, operationalizing the Code on Wages, 2019. These comprehensive rules establish frameworks for minimum wage fixation, working hours standardization, permissible wage deductions, bonus computation methodologies, and enhanced principal employer accountability in contractor-based employment arrangements.
IndiaEmployment and HR
Anhad Law
Anhad Law
Article

Revision to EPF Wage Ceiling: Coverage, Contributions and the September Transition

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?
IndiaEmployment and HR
Argus Partners
Argus Partners
Article

Enhancement Of PF Wage Ceiling To INR 25,000

The Ministry of Labour & Employment has issued a notification dated September 17, 2026, notifying INR 25,000 per month as the new wage ceiling for the purposes of the provident fund provisions (“PF“) of the Code on Social Security, 2020 (“SS Code”). The notification is effective from September 17, 2026. The wage ceiling was last revised 12 years ago in September 2014, when it was increased from INR 6,500 per month to INR 15,000 per month.
IndiaEmployment and HR
AZB & Partners
AZB & Partners
Article

Decree Execution Under Order XXI CPC – An In-depth Insight

Order XXI of the Code of Civil Procedure, 1908 provides the comprehensive framework for executing decrees in Indian civil litigation. This article examines the procedural mechanisms for decree execution, including filing execution petitions, methods of property attachment, and the legal processes for recovering money decrees through sale of attached assets.
IndiaLitigation, Mediation & Arbitration
Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants
Article

The Digital Personal Data Protection Consent Manager Framework: What Data Fiduciaries Must Do Before The November 2026 Deadline

India's Digital Personal Data Protection Act introduces a mandatory Consent Manager Framework operational from November 2026, requiring organizations processing personal data to integrate with registered intermediary platforms that enable individuals to manage consent across multiple services. With penalties reaching INR 250 crore per violation and implementation timelines spanning 12-18 months, enterprises face critical infrastructure modernization requirements before the May 2027 full compliance deadline.
IndiaPrivacy
Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants
Article

The Limitation Clock On Money Recovery: Understanding Article 113, Acknowledgment And Extension Under Indian Law

Understanding the critical timelines and legal frameworks governing money recovery suits in India requires navigating the complex interplay between the Limitation Act of 1963 and the Indian Contract Act of 1872. When does the clock actually start ticking on your right to sue, and how can acknowledgments or digital evidence extend or restart that crucial three-year window?
IndiaLitigation, Mediation & Arbitration
Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants
Article

Section 138 Of The Negotiable Instruments Act: What The Supreme Court’s New Procedural Guidelines Mean For Cheque-Bounce Cases

A cheque is supposed to offer something close to certainty in a commercial transaction. When a cheque is issued, the recipient ordinarily expects that it will be honoured when presented. A dishonoured cheque, therefore, is not merely a failed payment; it can have wider consequences for the credibility and discipline of commercial dealings.
IndiaLitigation, Mediation & Arbitration
Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants
Article

Received A DRT / Sarfaesi Notice? A Borrower’s And Guarantor’s Guide To Response Timelines And Defences

The Debts Recovery Tribunal, also known as DRT, follows certain rules which relate to the time limits mentioned in the Recovery of Debts and Bankruptcy Act, 1993 (RDB Act or the Act). These limits are not merely procedural requirements and instead are factors which influence the right of the borrower or guarantor depending on the stage of recovery proceedings in question.
IndiaFinance and Banking
Maheshwari & Co. Advocates & Legal Consultants
Maheshwari & Co. Advocates & Legal Consultants