Rajasthan Assembly Passes Landmark Factory Act Amendments: Longer Shifts, Expanded Overtime, and Night Work for Women

The Rajasthan Labour Department is expected to release implementation guidelines within the next 30 days, detailing safety standards for women, consent protocols, and inspection mechanisms.

In a move poised to reshape Rajasthan’s industrial labour landscape, the Rajasthan Legislative Assembly on Thursday, passed the Factories (Rajasthan Amendment) Bill, 2025 by voice vote—without any floor discussion. The bill introduces sweeping changes to working hours, overtime limits, and gender-based restrictions in factories across the state, sparking both anticipation and scrutiny among labour law experts, industry stakeholders, and worker unions.

Key Amendments at a Glance

The bill modifies several provisions of the central Factories Act, 1948, as applied in Rajasthan, with the stated aim of enhancing productivity, attracting investment, and modernizing labour flexibility. The major changes include:

Productivity vs. Protection: A Balancing Act

The Rajasthan government has positioned the bill as a catalyst for industrial growth. According to the official statement accompanying the legislation, the extended working hours and increased overtime ceiling are expected to “boost production, improve factory utilization, and create new employment opportunities.”

However, labour law analysts caution that such productivity gains must not come at the cost of worker welfare. “While the weekly cap of 48 hours remains intact, the daily stretch to 10 hours and continuous 6-hour shifts could lead to fatigue and safety risks if not monitored rigorously,” said Dr. Meera Joshi, a labour policy researcher at the Indian Institute of Labour Studies.

The bill also introduces flexibility in shift structuring, allowing employers to design longer but fewer shifts, which the government claims will help workers “save commute time and spend more hours with family.” Yet, critics argue that without robust enforcement mechanisms, this flexibility could be misused to normalize extended workdays.

Overtime Expansion: Opportunity or Overreach?

One of the most debated provisions is the doubling of the quarterly overtime limit from 50 to 100 hours, with a further extension possible up to 144 hours. This change is expected to benefit factories during peak production cycles and accommodate migrant labour influxes.

Importantly, the bill mandates worker consent for overtime, except in cases involving safety-related activities. This clause is seen as a safeguard against coercive scheduling, though its practical enforcement remains uncertain.

“Consent must be informed and voluntary, not a checkbox in the hiring process,” said labour rights advocate Ravi Menon. “Otherwise, we risk institutionalizing overwork under the guise of flexibility.”

Women in Night Shifts: A Step Toward Inclusion

In a significant shift from legacy restrictions, the amendment allows women to work night shifts in factories, provided they give written consent and are protected by prescribed safety guidelines. This move aligns Rajasthan with progressive labour reforms seen in states like Maharashtra and Karnataka, which have already liberalized night work for women in certain sectors.

The government claims this will “expand opportunities for women’s participation in the workforce and promote gender empowerment.” Industry leaders have welcomed the move, citing the need for inclusive staffing in 24/7 operations such as textiles, electronics, and food processing.

However, experts stress that implementation of safety protocols—including secure transport, on-site security, and grievance redressal mechanisms—will be critical. “Empowerment without protection is a hollow promise,” said Anjali Deshmukh, Director of the Centre for Gender and Work.

Legal and Operational Implications

The bill’s passage without debate has raised eyebrows among opposition parties and civil society groups, who argue that such far-reaching changes deserved broader consultation. Trade unions have called for clarity on enforcement, monitoring, and grievance redressal mechanisms.

From a compliance standpoint, factories will need to:

• Update shift rosters and attendance systems to reflect new hour limits
• Maintain records of overtime consent and ensure quarterly tracking
• Implement gender-sensitive safety protocols for night shifts
• Conduct periodic fatigue and health assessments for extended shift workers

Legal experts also anticipate a surge in demand for labour audits and HR process redesign, especially in export-oriented units subject to global ESG and DEI scrutiny.

Sectoral Impact and Investment Outlook

Manufacturing hubs in Jaipur, Bhiwadi, and Neemrana are expected to benefit from the increased labour flexibility, especially in high-volume sectors like garments, auto components, and consumer goods. The Rajasthan Industrial Development Board (RIDB) has projected a 7–10% rise in factory output over the next fiscal year, contingent on effective rollout.

Foreign investors, particularly from Japan and Germany, have reportedly welcomed the move, citing alignment with global shift models. However, ESG-conscious investors may seek third-party assurance on worker welfare and gender safety compliance.

Voices from the Ground

Reactions from worker communities have been mixed. While some see the overtime expansion as a chance to earn more, others worry about burnout and lack of rest.

“I already work 9 hours a day. Adding more time means less sleep and more stress,” said Ramesh Kumar, a machine operator in Alwar. Conversely, Priya Sharma, a quality inspector in a textile unit, welcomed the night shift provision: “If safety is ensured, I’d prefer night shifts—they pay better and suit my family schedule.”

What’s Next?

The Rajasthan Labour Department is expected to release implementation guidelines within the next 30 days, detailing safety standards for women, consent protocols, and inspection mechanisms. Stakeholders are watching closely to see whether the bill’s promises translate into equitable and sustainable outcomes.

As Rajasthan positions itself as a forward-looking manufacturing state, the real test will lie not in the text of the law—but in its execution on the factory floor. For further insights into the evolving workplace paradigm, visit PeopleManager.co.in. 

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