India’s new Labour Codes have brought renewed attention to one of the most debated workplace questions: How many hours can an employee be asked to work in a day? While there has been public discussion around longer working days and even 70- or 90-hour work weeks, the government’s official position remains clear: the weekly working limit is 48 hours, and there is no proposal to raise it to 70 or 90 hours.
The 48-Hour Weekly Limit Remains the Core Rule
Under the new Labour Codes, the maximum working time is capped at 48 hours per week. This means that regardless of how a company structures its work schedule, the total regular working hours in a week cannot exceed this limit.
The standard work arrangement continues to be based on the familiar model of around 8 hours per day over a six-day work week. This is the conventional framework followed across many sectors.
Flexibility Does Not Mean Unlimited Work
One of the major changes under the new framework is flexibility in how the 48 weekly hours may be distributed. For example, a company may choose a model where employees work 4 days a week for 12 hours a day, followed by 3 days off.
However, this does not mean employees can be made to work beyond the legal weekly limit. Even in a compressed workweek model, the total working hours must remain within 48 hours per week.
So, while a 12-hour workday may be possible in some cases, it is not an automatic rule and cannot be used to increase the total weekly workload beyond the permitted ceiling.
Overtime Requires Consent and Higher Pay
The Labour Codes also address overtime clearly. If an employee works beyond normal working hours, that extra work must be treated as overtime.
For overtime work, employees are entitled to twice the normal wage rate. In addition, employee consent is required. This means employers cannot treat extra hours as routine unpaid work or impose overtime without following the legal requirements.
This provision is important because it protects workers from being pressured into longer hours without fair compensation.
No Proposal for 70- or 90-Hour Work Weeks
In recent months, there has been public debate around extremely long work weeks, including suggestions of 70 or 90 hours. However, the government has clarified in Parliament that there is no proposal under consideration to increase weekly working hours to such levels.
This clarification is significant because it separates official labour policy from public commentary or corporate opinions. The legal framework continues to revolve around the 48-hour weekly limit.
Central Government Employees: Discipline in Timings, Not Longer Hours
For central government employees, office timing rules are being enforced more strictly. For example, employees may be expected to report to office on time, such as by 9:15 AM, depending on departmental instructions.
However, stricter attendance enforcement does not mean that daily working hours have been increased. The government has not issued any new direction extending the regular daily duty hours for central government employees.
What This Means for Employees and Employers
The main takeaway is that the new Labour Codes aim to balance flexibility with worker protection. Employers may have more room to design different work schedules, but they must remain within the legal framework.
For employees, the key protections are:
- Maximum 48 working hours per week
- Normal working hours generally around 8 hours per day
- Possibility of compressed workweeks, such as 4 days × 12 hours
- Overtime payment at double the wage rate
- Employee consent required for overtime
- No official move toward 70- or 90-hour work weeks
Conclusion
The government’s official stand is clear: India’s new Labour Codes do not introduce a 70- or 90-hour work week. The weekly limit remains 48 hours, with flexibility in scheduling allowed within that boundary.
While some workplaces may adopt longer daily shifts under a compressed workweek model, this cannot be used to increase the total weekly working hours beyond the legal limit. Any work beyond normal hours must be treated as overtime, paid at double the normal rate, and done with employee consent.
In short, the new Labour Codes offer flexibility, but not unlimited working hours.
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