The Government of Rajasthan has issued the Rajasthan Shops and Commercial Establishments (Amendment) Ordinance, 2025, introducing significant reforms affecting working hours, overtime limits, weekly holidays, and age-related employment provisions.

These amendments aim to modernise labour regulation, provide greater operational flexibility to businesses, and simultaneously strengthen safeguards against child labour. For employers, HR teams, payroll managers, and compliance professionals, understanding these changes is critical to remain statutorily compliant and inspection-ready.

The amendments primarily focus on:

• Working hours and overtime flexibility
• Weekly holiday provisions
• Minimum age for employment
• Employment of apprentices and young persons

Key Changes Explained in Simple Terms

1. Minimum Age of Apprentice Increased to 14 Years

Earlier position
An apprentice could be engaged from the age of 12 years.

Now (after amendment)
The minimum age has been increased to 14 years.

What this means for employers:

• No apprentice below 14 years can be engaged
• Age verification documents are mandatory
• Statutory registers and records must reflect compliance

This change strengthens child labour protection and aligns the law with modern legal and social standards.

2. Daily Working Hours Increased from 9 to 10 Hours

Earlier rule:
Employees could work up to 9 hours per day.

Revised rule:
Employees may now work up to 10 hours per day in shops and commercial establishments.

Practical impact:

• Greater flexibility in shift and manpower planning
• Especially beneficial for retail, service, hospitality, logistics, and support operations
• Rest intervals and overtime provisions continue to apply

3. Overtime Limit Increased to 144 Hours

Earlier overtime ceiling:
Maximum 50 hours.

Revised ceiling:
Overtime permitted up to 144 hours.

Why this matters:

• Businesses can legally manage peak workload periods
• Highly beneficial for seasonal and demand-driven sectors
• Overtime wages must still be paid at statutory rates

This is one of the most employer-friendly reforms under the Ordinance.

4. Weekly Holiday Rule Modified (Five Days to Six Days)

Earlier provision:
Weekly holiday required after five working days.

Revised provision:
Weekly holiday required after six working days.

Practical meaning:

• Establishments may operate for six consecutive days
• One compulsory weekly off remains mandatory
• Removes long-standing ambiguity around weekly closure rules

5. Revised Definition of “Young Person” (14–18 Years)

Earlier definition:
Young persons were defined as 12 to 15 years.

Revised definition:
Young persons are now defined as 14 to 18 years.

Why this matters:

• Uniformity across age-related provisions
• Clearer interpretation during labour inspections
• Stronger alignment with child protection laws

6. Minimum Age for Employment Raised to 14 Years

Earlier:
Employment permitted from 12 years.

Now:
Minimum legal employment age raised to 14 years.

Employer responsibility:

• Do not engage any worker below 14 years
• Maintain valid proof of age
• Ensure compliance during inspections and audits

Quick Snapshot – Key Amendments at a Glance

Subject	Earlier Provision	Amendment (2025)
Minimum age of apprentice	12 years	14 years
Daily working hours	9 hours	10 hours
Overtime limit	50 hours	144 hours
Weekly holiday	After 5 days	After 6 days
Definition of young person	12–15 years	14–18 years
Minimum age for employment	12 years	14 years

Why This Amendment Is Important for Employers

The Rajasthan Shops and Commercial Establishments (Amendment) Ordinance, 2025 represents a balanced regulatory reform, aiming to:

✔ Improve ease of doing business
✔ Provide realistic working-hour flexibility
✔ Reduce interpretational disputes
✔ Strengthen child labour safeguards
✔ Align legacy law with modern employment practices

For employers, the key takeaway is timely compliance and internal alignment.

Compliance Advisory for Employers

To ensure seamless compliance, employers should:

• Review and update HR policies and SOPs
• Re-align shift schedules and overtime practices
• Verify age documentation of all employees and apprentices
• Update statutory registers, attendance, and wage records
• Train HR and payroll teams on revised provisions

Early compliance will help organisations avoid penalties, disputes, and inspection challenges.

Need Expert Compliance Support?

At Sankhla Corporate Services Pvt. Ltd., we assist organisations with:

• Shops & Establishments compliance
• Labour law audits
• Statutory register maintenance
• End-to-end HR compliance advisory

Reach out to ensure your business stays compliant, audit-ready, and future-proof.