Haryana Assembly Passes Haryana Shops and Commercial Establishments (Amendment) Bill, 2025

Bill No. 39; Dated: 19.12.2025

1. Legislative Update

The Haryana Legislative Assembly has passed the Haryana Shops and Commercial Establishments (Amendment) Bill, 2025, amending the Haryana Shops and Commercial Establishments Act, 1958.

The amendments introduce significant changes relating to working hours, overtime, registration requirements, and employer obligations, with the stated objective of improving operational flexibility while retaining statutory safeguards for employees.

2. Increase in Daily Working Hours

Daily working hours increased from 9 hours to 10 hours
Weekly cap of 48 hours remains unchanged

This allows establishments to distribute working hours more flexibly across the week without increasing the total weekly workload.

3. Extension of Continuous Working Period

The Bill enhances the permissible span of uninterrupted work:

Earlier limit: 5 hours without rest
Revised limit: 6 hours without rest

This provides employers greater scheduling flexibility, especially in high-footfall or service-intensive operations.

4. Enhanced Overtime Limit

To help establishments manage peak business requirements, the Bill increases overtime limits:

Earlier overtime cap: 50 hours per quarter
Revised overtime cap: 156 hours per quarter

This substantial enhancement enables shops and commercial establishments to respond more effectively to seasonal demand, sales events, and operational surges—subject to compliance with overtime wage provisions.

5. Rationalisation of Registration Requirements

5.1 Establishments With Fewer Than 20 Workers

No longer required to obtain a registration certificate
Required only to intimate the authorities about commencement of business
Upon intimation, the employer will be issued a Basic Information Performa (BIP) ID Number

This reduces compliance burden for small establishments and promotes ease of doing business.

5.2 Establishments With 20 or More Workers

Mandatory registration continues
Application must be submitted online, along with prescribed particulars, including:

1. Name of employer and manager
2. Name of the establishment
3. Number of persons employed
4. Nature of business
5. Any other prescribed details

6. Verification and Registration Certificate

The Inspector is required to:

Verify the correctness of the application and supporting documents
Issue an online registration certificate

6.1 Validity of Registration

The certificate remains valid indefinitely
It may be:

1. Amended upon change in particulars
2. Cancelled upon closure of the establishment
3. Revoked by the Inspector after verification, if required

7. Mandatory Appointment Letters and Identity Cards

The Bill strengthens documentation and worker identification requirements:

Every employer must issue:

1. A letter of appointment to each employee, with the employee’s photograph affixed
2. Obtain an acknowledgement of the appointment letter

Every employer must also provide an identity card to each worker, containing prescribed particulars

These measures enhance transparency, employment security, and traceability.

8. Regulatory Intent

The amendments seek to:

Improve operational flexibility for employers
Support business scalability during peak demand
Reduce regulatory burden on small establishments
Strengthen documentation, accountability, and worker protection
Align labour regulation with contemporary business practices

9. Implications for Employers

Employers in Haryana should:

Review and update working-hour policies and shift schedules
Reassess overtime planning and wage compliance
Determine whether registration or only intimation is required based on workforce size
Implement robust systems for:

1. Issuing appointment letters
2. Maintaining employee identity cards

Update HR and compliance documentation to align with the amended Act

10. Key Takeaway

The Haryana Shops and Commercial Establishments (Amendment) Bill, 2025 introduces greater flexibility in working hours and overtime, simplifies compliance for small establishments, strengthens employment documentation requirements, and modernises the regulatory framework—while preserving the 48-hour weekly cap and core labour protections.