New Delhi: For decades, the five-day work week has been the norm for most Indian employees. However, with rising conversations around work–life balance and productivity, many are now wondering if a four-day work week could become a reality in India. Several countries such as Japan, Germany and Spain have already experimented with shorter work schedules and reported encouraging outcomes. Interestingly, recent changes and discussions around India’s labour laws indicate that a four-day work week may be possible for certain sections of the workforce.
What the Labour Ministry Has Said on 4-Day Work Week
The Ministry of Labour and Employment recently clarified on X (formerly Twitter) that a four-day work week is possible under the new Labour Codes. According to the Ministry, employees can work for 12 hours a day for four days, while the remaining three days will be paid holidays. However, the total weekly working hours will still be capped at 48 hours, and any work beyond 12 hours in a day will have to be paid at double the normal wage rate.
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Flexible Work Schedule Allowed Under New Labour Codes
The Labour Ministry has said that the revised Labour Codes allow employees to work 12 hours a day for four days, while the remaining three days can be taken as paid holidays, making a four-day work week possible under the new rules.
Weekly Work Hours Cap Remains Unchanged
The Labour Ministry clarified that the total working hours in a week will still be capped at 48 hours, even under a four-day work schedule. It also noted that the 12-hour workday includes breaks and spread-out time, ensuring employees are not working continuously for the entire duration.
What’s New Under India’s Updated Labour Laws
On November 21, 2025, the government consolidated 29 existing labour laws into four new labour codes—the Code on Wages (2019), Industrial Relations Code (2020), Social Security Code (2020), and the Occupational Safety, Health and Working Conditions Code (2020). The move aims to simplify labour regulations while ensuring timely payment of wages, regulated working hours, better workplace safety and wider access to health and social security benefits.
A major change under the new codes is for fixed-term employees. They are now entitled to the same benefits as permanent workers, including leave, health coverage and social security. Notably, fixed-term workers can claim gratuity after just one year of continuous service, instead of the earlier five-year requirement, and must be paid wages equal to permanent employees doing similar work.
