Haryana Working Hours and Overtime Laws (2026)

Researched by Ahmed R. J. Alsaedi, Founder & Head Researcher

Primary sources cited; not legal advice.

Source: Code on Wages, 2019, ss. 13–14 (normal working day + overtime at not less than twice the ordinary rate) — enforceable 21 November 2025; OSH Code, 2020, Chapter VII (9-hour daily / 48-hour weekly caps, 125-hour quarterly OT cap) — enforceable 21 November 2025; Factories Act, 1948, ss. 51-66 (transitional operation in factories pending full OSH Code state rules); State Shops and Establishments Acts (for shops and commercial establishments)

About this article

Sourced from Indian central (Union) law — Constitution of India, central Acts of Parliament, and Supreme Court decisions. State-level information reflects each state's own Acts and High Court rulings. Written in plain language for general understanding — this is educational content, not legal advice. Our editorial standards

Indian Central Law

What is this right?

Metric: 9 hours
Metric: 48 hours
Metric: Code 2020 Chapter VII

The headline numbers depend on where you work. Factory workers are capped at 9 hours a day, 48 hours a week under the OSH Code 2020 Chapter VII (enforceable 21 November 2025), with a quarterly overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. cap of 125 hours — up from 75 hours under the old Factories Act 1948. Daily-wage employees in the central sphere are capped at 8 hours a day, 48 hours a week under Rule 5(1) of the Code on Wages (Central) Rules, 2026 (G.S.R. 343(E), 8 May 2026). Both regimes set overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. at not less than twice the ordinary rate — the Code on Wages Section 14 extends this double-rate standard to every sector, not just factories.

Factories (s. 51, 54, Factories Act): No more than 9 hours a day and 48 hours a week. The total spread-over from clock-in to clock-out cannot cross 10.5 hours without permission — that hour-and-a-half buffer is meant for legitimate breaks, not unpaid waiting time.
OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. (s. 59, Factories Act; s. 14, Code on Wages): Anything past 9/day or 48/week is paid at twice the ordinary wage rate. There is no "flat rate" or "production bonus" that legally substitutes for this.
Rest intervals (s. 55): No more than 5 continuous hours without a half-hour break.
Weekly holiday (s. 52): One full day off every week. Not negotiable.
Shops and offices sit under the state Shops and Establishments Act — Maharashtra has its own, Karnataka has its own, and so on. The numbers are similar (typically 8–9 hours/day, 48 hours/week, one weekly off), but the inspector and the registers differ.

The most common dodge is to call something a "production incentive" or to record official hours that end at 6 pm while everyone is actually still at the line at 9. None of that overrides the statute. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is a rate, not a favour.

When does it apply?

You work in a factory as defined under the Factories Act — 10 or more workers if power is used, 20 or more without power.
You work in a shop, office or commercial establishment covered by your state's Shops and Establishments Act.
You are being asked to work past the prescribed daily or weekly cap.

What to Do If Your Employer in India Denies Overtime Pay

The single most useful thing you can do is keep your own log. Inspectors and labour courts decide overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. cases on records, and if the only record is the employer's, the employer wins.

Maintain a personal log of your in-time and out-time every day. A phone photo of the punch board or the attendance register works as evidence.
The employer is legally required to maintain a register of working hours (Form 12 under the Factories Rules). You can ask to inspect it — refusal is itself a violation.
If overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is missing or paid at the wrong rate, file a written complaint with the Inspector of Factories (factory workers) or the Labour Inspector / Inspector-cum-Facilitator under the Code on Wages.
Money claims for unpaid overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. go to the Authority under the Code on Wages — and you have three years to file.

What should you NOT do?

Do not sign anything waiving overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.. Such clauses are void against the statute, but it is far easier to refuse the signature than to fight the document later.
Do not work more than 75 hours of overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. per quarter (s. 64, Factories Act) without specific government permission — that is the statutory cap, and crossing it puts both you and the employer in violation.
Do not believe the line that "your salary package includes all overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.." It does not. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. must be calculated and paid separately at twice the ordinary rate.

Haryana Law

Choose your state

How Haryana differs from central law

Metric: 1958
Metric: 2025
Metric: 12

Working hours, daily rest breaks, and overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. pay in Haryana are governed by the Haryana Shops and Commercial Establishments Act, 1958, as substantially revised by the Haryana Shops and Commercial Establishments (Amendment) Ordinance, 2025 (effective 12 November 2025) and the Amendment Bill, 2025 passed by the Haryana Assembly in December 2025. Sections 7 and 8 govern daily hours, rest intervals, and overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.; for factory workers, the Factories Act, 1948 applies in parallel.

Coverage threshold raised: The full Act applies to shops and commercial establishments with 20 or more workers (up from 10 before the 2025 amendment). Establishments below 20 workers are required only to intimate the business — they are not subject to the full compliance regime.
Daily and weekly limits: Maximum 10 hours per day (raised from 9 by the 2025 amendment) and 48 hours per week (unchanged). Any hours beyond 48 in a week still trigger statutory overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. pay regardless of the higher daily cap.
Rest break (§8): After 6 consecutive hours of work (raised from 5), employers must give a minimum 30-minute rest or meal break. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. records must separately log start and end times.
OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. pay (§7(2)): OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is paid at twice the ordinary wage rate. There is no daily cap on overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. pay; every hour beyond the daily or weekly limit is paid at 2× irrespective of wage level.
Quarterly overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. cap: The 2025 amendment raised the quarterly overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. limit to 156 hours (from 50) — the highest quarterly cap of any major Indian state. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. must be voluntary; coerced overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. is a separate violation that is reportable independently.
Children and young persons: Employment of children below 14 is prohibited. Young persons (below 18) may work a maximum of 5 hours/day and 30 hours/week.
Women's night work: The pre-amendment Act prohibited employment of women at night. The 2025 amendment's effect on women's night-shift rules is not explicitly stated — treat the prohibition as still operative until a clarifying notification issues.
Appointment letters and ID cards: The 2025 amendment introduced a mandatory requirement to issue appointment letters (with photograph attached) and identity cards to every worker. Absence of an appointment letter is a standalone compliance violation.
Records and reporting: Working hours, rest intervals, leaves, and overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. must be separately recorded. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. must be reported to the Inspector within 24 hours. Closure of an establishment must be intimated online within 30 days.
Rest-day working: Working on a mandatory weekly rest day entitles the worker to compensatory leave or double wages — not both, and compensatory leave alone is not a full substitute for monetary overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules..
Payment timing: OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. must be paid in the same wage period in which it was worked, not deferred to a later cycle.
Decriminalisation: The 2025 amendment replaced imprisonment for minor offences with monetary penalties, but wage-recovery and eviction-style remedies for workers remain available.

Worked example — BPO in Gurugram. A BPO with 35 staff schedules 10-hour shifts, Monday–Friday. That is 50 hours/week. The first 48 hours are paid at ordinary wages; the remaining 2 hours trigger overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. at 2×. The employer must also provide a 30-minute break after every 6 consecutive hours and issue an appointment letter with a photograph attached. Retail worker example: a worker earning ₹450/day (≈ ₹56.25/hour on an 8-hour shift) who logs 80 overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. hours in Q1 2026 (within the 156-hour quarterly cap) is owed 2× × ₹56.25 × 80 = ₹9,000. If the employer pays only 1.5×, the worker is short ₹2,250 — recoverable under the Payment of Wages Act, 1936 within 12 months of the due date. Forced overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. in the same period is a separate, independently reportable violation.

Additional Steps in Haryana

What to do

File a complaint with the Inspector under the Haryana Shops and Commercial Establishments Act at the District Labour Office (Shram Vibhag). The employer's obligation to keep overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. records makes Inspector-led enforcement effective.
Escalate to the Deputy Labour Commissioner or the Labour Commissioner, Haryana (Chandigarh) if the District Labour Office does not act.
For back-wages or termination disputes arising from hours violations, approach the Labour Court under the Industrial Disputes Act, 1947.
File a wage-recovery claim before the Authority under the Payment of Wages Act, 1936 within 12 months of the due date.
Request the appointment letter (with photograph) and identity card — absence of either is a standalone violation of the 2025 amendment.

Avoid

Assuming the old 9-hour daily limit still applies. The 10-hour daily cap replaced it on 12 November 2025. Hours beyond 48/week still trigger 2× overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. regardless of the higher daily cap.
Skipping the appointment letter. It is now mandatory — its absence is independently actionable.
Conflating the daily-hours increase with any elimination of overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. obligations. OvertimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. at 2× survives unchanged.
Accepting compensatory leave as a full substitute for monetary overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules. — monetary pay is the default entitlement.
Signing a waiver of overtimeUnder the federal Fair Labor Standards Act, non-exempt employees must be paid at least 1.5× their regular hourly rate for hours worked beyond 40 in a workweek. State laws can require more generous overtime rules.. A waiver is void against a statutory right.

Relevant Law: Haryana Shops and Commercial Establishments Act, 1958, §§7, 8; Haryana Amendment Ordinance 2025 / Amendment Bill 2025; Payment of Wages Act, 1936, §15

Common Questions

What are the legal working hours in India?

Under the Factories Act and the upcoming OSH Code 2020, standard working hours are capped at 9 hours per day and 48 hours per week. Most state Shops and Establishments Acts (like the Gujarat Shops Act or Maharashtra Shops Act) also mandate similar 8 to 9-hour daily and 48-hour weekly limits.

How is overtime calculated in India?

Overtime must be paid at twice (2x) the ordinary wage rate for any hours worked beyond 9 hours a day or 48 hours a week. This double-rate standard applies universally under the Code on Wages 2019.

What is the working hours and overtime right in India?

Metric: 9 hoursMetric: 48 hoursMetric: Code 2020 Chapter VIIThe headline numbers depend on where you work. Factory workers are capped at 9 hours a day, 48 hours a week under the OSH Code 2020 Chapter VII (enforceable 21 November 2025), with a quarterly overtime cap of 125 hours — up from 75 hours under the old Factories Act 1948. Daily-wage employees in the central sphere are capped at 8 hours a day, 48 hours a week under Rule 5(1) of the Code on Wages (Central) Rules, 2026 (G.S.R. 343(E), 8 May 2026). Both regimes set overtime at not less than twice the ordinary rate — the Code on Wages Secti...

When does working hours and overtime apply?

You work in a factory as defined under the Factories Act — 10 or more workers if power is used, 20 or more without power.You work in a shop, office or commercial establishment covered by your state's Shops and Establishments Act.You are being asked to work past the prescribed daily or weekly cap.

What should I do if my employer in India is not paying me for overtime?

The single most useful thing you can do is keep your own log. Inspectors and labour courts decide overtime cases on records, and if the only record is the employer's, the employer wins.Maintain a personal log of your in-time and out-time every day. A phone photo of the punch board or the attendance register works as evidence.The employer is legally required to maintain a register of working hours (Form 12 under the Factories Rules). You can ask to inspect it — refusal is itself a violation.If overtime is missing or paid at the wrong rate, file a written complaint with the Inspector of Factorie...

What mistakes should I avoid with working hours and overtime?

Do not sign anything waiving overtime. Such clauses are void against the statute, but it is far easier to refuse the signature than to fight the document later.Do not work more than 75 hours of overtime per quarter (s. 64, Factories Act) without specific government permission — that is the statutory cap, and crossing it puts both you and the employer in violation.Do not believe the line that "your salary package includes all overtime." It does not. Overtime must be calculated and paid separately at twice the ordinary rate.

Working Hours and Overtime in other states

Same topic, different jurisdiction. Pick the one that applies to you.

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Every reference below links to its primary source — the statute book, regulator, or court — and carries a verification date. See our citation methodology for how this works.

Haryana

India

StatuteFactories Act, 1948 (Act No. 63 of 1948), ss. 51, 54, 59
Caps factory hours at 9/day and 48/week; s. 59 requires double-rate overtime. Verified to current India Code handle (was incorrectly pointing to /2389 which is the Light House Act 1927).
StatuteCode on Wages, 2019, s. 14
Statutory overtime rate is twice the ordinary wage.
StatuteOccupational Safety, Health and Working Conditions Code, 2020 (Act No. 37 of 2020)
Chapter IV restates daily/weekly hour limits, rest intervals and overtime rules across establishments. Verified to current India Code handle (was incorrectly pointing to /15407 which is the IPC).
Agency guidanceMinistry of Labour & Employment — Labour Codes
Tracks state-level notification status of the four labour codes.