New Delhi : The idea of a four-day work week in India has once again caught public attention after a recent clarification from the Ministry of Labour and Employment. In a post on X (formerly Twitter), the Ministry said the new Labour Codes allow flexibility in how weekly working hours are arranged. This means a four-day work week is possible, but it does not reduce total working hours. Weekly work hours remain fixed at 48, and the rules around pay and overtime continue to apply.
Weekly work hours remain fixed at 48 hours and overtime beyond daily hours must be paid at double the wage rate. This means an employee can work up to 12 hours a day for four days and take three paid days off. However, the total work time in a week cannot cross 48 hours. If an employee works more than 12 hours in a day, the extra time must be treated as overtime and paid at twice the normal wage. The 12-hour workday mentioned by the Ministry does not mean an employee must work non-stop for 12 hours.
The Labour Codes do not make a four-day work week compulsory. It is only an option that companies and workers can agree on. Some offices may continue with five or six working days, while others may move to four longer days. The final decision will depend on company policies, state-level rules, and the type of work involved. Not all jobs can easily fit into a 12-hour workday model, especially in sectors that need round-the-clock staffing.
Puneet Gupta, Managing Director, Protiviti Member Firm for India, said the new Labour Codes bring clarity and make it easier for organisations to follow the rules. He said the merging of 29 laws into four codes reduces confusion and helps companies plan their workforce better. According to him, the new structure brings more consistency across states and allows businesses to manage compliance with more ease.
One major change under the new Labour Codes is for fixed-term employees. These workers are now entitled to the same benefits as permanent employees. This includes leave, health cover, and social security benefits. Earlier, fixed-term workers were treated differently in many cases. Now, they must be paid wages equal to permanent staff doing similar work.
Another key change is in gratuity rules. Fixed-term employees are now eligible for gratuity after just one year of continuous service. Earlier, workers had to complete five years to qualify. For the first time, gig workers, platform workers, and aggregator workers are officially recognised under labour laws. This includes people working with app-based services and digital platforms. Welfare fund contributions for these workers will be made portable through Aadhaar-linked Universal Account Numbers. This means workers can carry their benefits with them even if they change platforms or jobs.
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