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Shops and Establishments Act in Haryana: Rules & Compliance

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The Shops and Establishments Act in Haryana is the Punjab Shops and Commercial Establishments Act, 1958, as it applies to the state, which was amended by Haryana Act No. 13 of 2026 (retrospectively effective from 12 November 2025). It exempts establishments with fewer than 20 workers from full registration, allows up to a 10-hour working day, and caps quarterly overtime at 156 hours.

What is the Shops and Establishments Act in Haryana?

The Punjab Shops and Commercial Establishments Act, 1958 (as applicable in the State of Haryana) is a state labour law that regulates the conditions of employment and service in shops and commercial establishments across Haryana. Its key areas include:

• Working hours and overtime of employees.
• Opening and closing hours of establishments.
• Weekly holidays and leave.
• Wages and employment conditions.
• Health, safety and welfare of workers.
• Employment records and registers.
• Inspection and statutory compliance procedures
• Protection of employees through prescribed standards of service and working conditions.

The Act provides the legal framework within which commercial establishments in Haryana are expected to operate, balancing employee welfare with operational requirements.

What Changed in 2025-26: A Timeline

Between 2025 and 2026, Haryana updated its commercial establishment regulations, introducing revised working conditions and modernized compliance standards.

The Earlier Rules and the Present Rules Compared

The 2025-26 amendments introduced a more digital and threshold-based compliance framework for establishments in Haryana.

Key Change

The amendment shifts Haryana’s regulatory framework toward digital registration, simplified compliance for smaller establishments, and greater operational flexibility in working hours, while introducing clearer documentation requirements for employers.

Who Must Register under the Act?

The amended Haryana framework follows a two-tier system based on workforce size.

Establishments with 20 or More Workers

Employers must apply online for registration within one month of commencing business. The application includes the employer’s details, GPS-based address, employee count, and nature of business. The Inspector verifies the information and issues the certificate within the period prescribed under the Haryana Right to Service Act, 2014.

Each establishment or outlet should maintain its own registration and accurate workforce records. Employers managing multi-location operations should implement centralized software or geofenced attendance systems to ensure accurate outlet-wise reporting.

Establishments with Fewer Than 20 Workers

These establishments are generally subject to online intimation rather than full registration under the amended framework. Should the workforce expand to 20 or more employees, the establishment must transition to full online registration.

Interaction with the OSH Code

The OSH Code has a separate coverage threshold of 10 or more workers. Consequently, establishments employing 10-19 workers may still have obligations under the OSH framework, even if the full registration requirements of the Haryana Act do not apply to them. Consequently, employers must evaluate their obligations under both statutory frameworks independently.

Documents for every Employee

The amended framework also requires employers to provide:

• Appointment letters containing the prescribed particulars, including the employee’s photograph and acknowledgment of receipt.
• Identity cards containing the prescribed particulars.

Employers should retain HR documents with their employment records and provide employees access to an Employee Self-Service (ESS) portal or written copies of their employment records.

Hours, Spread-Over and Overtime

The amended framework permits employees to work up to 10 hours per day, subject to a 48-hour weekly limit. A rest interval of at least 30 minutes is required after every six hours of continuous work.

Overtime is payable at twice the normal rate of wages, subject to a maximum of 156 hours in any quarter.

For establishments covered by the March 2026 exemption, the prescribed spread-over limit is 12 hours, including rest intervals. Employers relying on this exemption should ensure that shifts remain within the applicable limit.

Accurate attendance records are essential for monitoring working hours and overtime. Maintaining automated, auditable attendance records (such as biometric logs) is recommended to demonstrate statutory compliance during inspections.

Round-The-Clock Opening under the March 2026 Exemption

The March 2026 exemption waives standard opening, closing, and weekly shutdown requirements, allowing eligible establishments to operate 24/7. The exemption is subject to specific conditions:

• Registration: The establishment must be registered online through the Labour Department’s auto-mode system on self-certification. Unregistered establishments cannot claim the exemption.
• Working hours: No employee may work more than 10 hours per day or 48 hours per week.
• Rest interval: Employees must receive at least 30 minutes of rest after six hours of work.
• Overtime: Overtime must be paid at twice the normal rate of wages.
• Women’s night work: Employment of women during night hours remains subject to the separate requirements applicable to night shifts.
• Display: A copy of the exemption notification must be displayed at the employee entrance and exit.
• Other laws: The exemption does not relieve compliance with other applicable labour laws.

The exemption remains in effect continuously unless explicitly rescinded or modified by subsequent state notifications.

Women’s Night Shifts under the October 2025 Notification

Women are permitted to work night shifts (between 8:00 PM and 6:00 AM) in shops and commercial establishments in Haryana, provided the employer obtains a specific statutory exemption. Employers must apply online at least two weeks in advance. Granted via a self-certification process, this exemption remains valid for one year from the date of issuance.

Key Conditions

• Written consent: Obtain consent from each woman before assigning night work.
• Safety and security: Provide adequate lighting, CCTV, and sufficient security at the workplace.
• Transport: Provide free, GPS-tracked transport between the employee’s residence and workplace, with appropriate security arrangements.
• Minimum workforce: At least four women must be employed in the night shift, subject to the specified exception for certain senior IT/ITeS employees.
• Medical support: Maintain arrangements with nearby hospitals and display emergency contact numbers.
• Maternity protection: The exemption does not apply during the prescribed period relating to childbirth, miscarriage or termination of pregnancy.
• Prevention of Sexual Harassment: Ensure strict compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
• Mandatory Display: Prominently display the official exemption order at all designated employee entrances and exits.

Penalties under the Amended Act

The amendment introduces a graded penalty structure for non-compliance and increases the financial consequences for repeat and continuing offenses.

Note that establishments falling under the scope of the Occupational Safety, Health and Working Conditions (OSH) Code, 2020 are subject to a separate, distinct penalty framework. Additionally, employers must independently account for statutory obligations, including the Haryana Labour Welfare Fund and official state holiday lists, when structuring payroll and leave management processes.

Compliance Checklist for Employers in Haryana

Employers should use the following checklist to maintain compliance with the amended Haryana framework:

• Assess workforce size: Determine the headcount for each establishment or outlet, considering the applicable 20-worker threshold and the 10-worker OSH Code threshold.
• Register or submit intimation: Complete the applicable online registration or intimation within the prescribed period.
• Issue Appointment Letters: Provide each employee with a formal appointment letter containing all prescribed particulars, a photograph, and a signed acknowledgment.
• Issue identity cards containing the required particulars.
• Monitor working hours: Keep working hours within 10 hours per day and 48 hours per week.
• Grant Rest Intervals: Mandate a minimum 30-minute rest interval after every 6 hours of continuous work.
• Record and pay overtime: Pay overtime at twice the normal rate and monitor the 156-hour quarterly limit.
• Document night work: Where applicable, retain the exemption approval, employee consents, and required transport and safety records.
• Display required notifications: Display applicable exemption notifications at the prescribed employee entrances and exits.

Conclusion

The long-term efficacy of Haryana’s commercial establishments framework will depend on its adaptability to digital business models, flexible work structures, and tech-enabled compliance mechanisms.

A forward-looking approach can create a regulatory environment that protects workers while allowing businesses to remain agile, competitive, and sustainable. Ultimately, streamlined digital workflows and simplified compliance procedures will foster a more transparent, responsive regulatory environment.

Frequently Asked Questions

Is a Haryana Shops and Commercial Establishments Registration Permanent?

No. Under the amended framework, registration validity is governed by specific online renewal or periodic intimation requirements. Employers should verify the validity and status of their registration through the Haryana Labour Department’s online system and comply with any applicable requirements for amendments or cancellations.

What Documents Should a Haryana Employer Maintain for Employees?

Employers should maintain appointment letters, identity cards, attendance and working-hour records, overtime records and other prescribed registers. These records should be kept up to date and readily available for inspection.

Can a Haryana Establishment Operate 24 Hours a Day?

Certain establishments may operate beyond the prescribed opening and closing hours under the March 2026 exemption, subject to registration and the conditions attached to the exemption.

Can Women Work Night Shifts in Haryana?

Yes. Women may work between 8:00 p.m. and 6:00 a.m. where the employer has obtained the applicable exemption and complies with the prescribed consent, safety, transport and other safeguards.

Does the Haryana Shops and Commercial Establishments Act Apply to Establishments with Fewer than 20 Workers?

Establishments employing fewer than 20 workers are typically required to submit an online intimation rather than undergoing the full statutory registration process. However, other labour laws may apply independently depending on the establishment and its workforce.

Where Can Employers Check for Updates to Haryana Labour Requirements?

Employers should regularly review official notifications on the Haryana Labour Department portal and the State Official Gazette.

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