The Truth About India’s 4-Day Work Week: What the Labour Ministry Actually Said
Nidhi | Dec 15, 2025, 20:59 IST
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( Image credit : Freepik )
India’s four-day work week has sparked fresh debate after the Labour Ministry clarified how it works under the new Labour Codes. While the rules allow employees to work four days a week, total working hours remain capped at 48. The Ministry explained that workers may work up to 12 hours a day with overtime rules still applying. The four-day model is optional, not mandatory, and depends on employer policies and state-level rules. Here’s what the Labour Ministry actually said and what it means for Indian workers.
The idea of a four-day work week in India has once again grabbed public attention after a recent clarification by the Ministry of Labour and Employment. Social media discussions and online claims have sparked curiosity among employees, with many asking whether Indians can now work only four days a week while still earning a full salary.
The short answer is yes, a four-day work week is possible. But it comes with clear conditions under the new Labour Codes, and it does not mean fewer working hours.
In a post shared on X (formerly Twitter), the Ministry of Labour and Employment explained that the new Labour Codes allow flexibility in how weekly working hours are arranged. However, the total number of working hours in a week remains unchanged.
According to the Ministry, weekly working hours are capped at 48. These hours can be distributed across fewer days if both the employer and employee agree.
The Ministry stated, “The Labour Codes allow flexibility of 12 hours for 4 workdays only, with the remaining 3 days as paid holidays. 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 in a week. However, working beyond 48 hours in total is not permitted.
The mention of a 12-hour workday has raised concerns among workers. The Ministry clarified that this does not mean an employee has to work continuously for 12 hours.
The 12-hour period includes breaks and spread-out working hours. This can involve lunch breaks, rest periods, or gaps between shifts, depending on the nature of the job and the workplace arrangement.
If an employee works more than the prescribed daily hours, the extra time must be treated as overtime and paid at twice the normal wage rate, as per existing rules.
The Labour Codes do not make a four-day work week mandatory. It is only an option that organisations may adopt if they choose to.
Companies are free to continue with five or six working days. The final decision depends on company policies, mutual agreement between employers and employees, state-level rules, and the nature of the work.
Not all sectors can easily adopt a four-day model, especially industries that require round-the-clock staffing or continuous operations.
On November 21, 2025, the government replaced 29 existing labour laws with four new Labour Codes. These are:
Puneet Gupta, Managing Director, Protiviti Member Firm for India, said the new Labour Codes bring clarity and make compliance easier for organisations.
He noted that merging 29 laws into four reduces confusion and helps companies plan their workforce more effectively. According to him, the new structure also brings consistency across states, making compliance simpler for businesses operating in multiple locations.
He also highlighted the expansion of social security as a major step forward. For the first time, gig and platform workers are formally recognised under labour laws, making the system more inclusive.
One significant change is for fixed-term employees. These workers are now entitled to the same benefits as permanent employees, including leave, health coverage, and social security benefits. Earlier, fixed-term workers were often treated differently.
Another important update relates to gratuity. Fixed-term employees are now eligible for gratuity after completing just one year of continuous service, instead of the earlier five-year requirement.
For the first time, gig workers, platform workers, and aggregator workers are officially recognised under labour laws. Welfare fund contributions for these workers will be portable through Aadhaar-linked Universal Account Numbers, allowing them to carry benefits even if they switch platforms or jobs.
While the rules make a four-day work week possible, it is not a universal solution. Some sectors may adopt it faster, while others may prefer traditional schedules.
For now, the Labour Ministry’s clarification makes one thing clear. India is not reducing total work hours. Instead, it is allowing greater flexibility in how those hours are completed.
Whether this flexibility leads to a wider shift towards four working days will depend on how companies and workers choose to use it in the coming years.
The short answer is yes, a four-day work week is possible. But it comes with clear conditions under the new Labour Codes, and it does not mean fewer working hours.
What the Labour Ministry clarified
According to the Ministry, weekly working hours are capped at 48. These hours can be distributed across fewer days if both the employer and employee agree.
The Ministry stated, “The Labour Codes allow flexibility of 12 hours for 4 workdays only, with the remaining 3 days as paid holidays. 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 in a week. However, working beyond 48 hours in total is not permitted.
What the 12-hour workday really means
The 12-hour period includes breaks and spread-out working hours. This can involve lunch breaks, rest periods, or gaps between shifts, depending on the nature of the job and the workplace arrangement.
If an employee works more than the prescribed daily hours, the extra time must be treated as overtime and paid at twice the normal wage rate, as per existing rules.
Is a four-day work week compulsory?
Companies are free to continue with five or six working days. The final decision depends on company policies, mutual agreement between employers and employees, state-level rules, and the nature of the work.
Not all sectors can easily adopt a four-day model, especially industries that require round-the-clock staffing or continuous operations.
What are the new Labour Codes?
- Code on Wages, 2019
- Industrial Relations Code, 2020
- Social Security Code, 2020
- Occupational Safety, Health and Working Conditions Code, 2020
What experts say
He noted that merging 29 laws into four reduces confusion and helps companies plan their workforce more effectively. According to him, the new structure also brings consistency across states, making compliance simpler for businesses operating in multiple locations.
He also highlighted the expansion of social security as a major step forward. For the first time, gig and platform workers are formally recognised under labour laws, making the system more inclusive.
Key changes for workers under the new codes
Another important update relates to gratuity. Fixed-term employees are now eligible for gratuity after completing just one year of continuous service, instead of the earlier five-year requirement.
For the first time, gig workers, platform workers, and aggregator workers are officially recognised under labour laws. Welfare fund contributions for these workers will be portable through Aadhaar-linked Universal Account Numbers, allowing them to carry benefits even if they switch platforms or jobs.
What this means going forward
For now, the Labour Ministry’s clarification makes one thing clear. India is not reducing total work hours. Instead, it is allowing greater flexibility in how those hours are completed.
Whether this flexibility leads to a wider shift towards four working days will depend on how companies and workers choose to use it in the coming years.