Leave and Working Hours Policy 2025: Arunachal Pradesh
In accordance with central labor laws like the Maternity Benefit Act, 1961, the Arunachal Pradesh Shops and Establishments Act regulates leave and working hours for non-factory employees in the state.
Shops, commercial buildings, hotels, restaurants, and other non-factory workplaces with ten or more employees are subject to these rules. Part-time or contract workers are entitled to benefits as outlined in their contracts or state notifications, while full-time employees are covered by the provisions.
This guide enlists the leave, working hours, and overtime rules applicable in the state, along with the penalties for non-compliance.
Leave Rules
Types of Leaves and Entitlements
| Leave Type | Entitlement | Notes |
|---|---|---|
| Earned Leave | 15 days/year | Accrues based on days worked; encashable as per establishment policy. |
| Casual | 7 days/year | No carry-forward; granted for personal reasons. |
| Sick Leave | 7 days/year | Requires medical certificate; no carry-forward. |
| National & Festival Holidays | 16 days/year | Includes mandatory holidays like Republic Day, Independence Day, and state-specific festivals like Losar and Boori-Boot. |
| Maternity Leave | 26 weeks (182 days) | As per Maternity Benefit Act, 1961; for women with <2 surviving children; up to 6 weeks for miscarriage. |
| Paternity Leave | Not specified | May be offered at employer’s discretion; no mandatory provision. |
HR Action Tips:
- Eligibility: To be eligible for earned leave, employees must work a minimum amount of time (usually 240 days in a year). This is also dependent on the employer policies.
- Documentation: A registered practitioner’s medical certificate is required for sick leave. Applications for maternity leave must adhere to the guidelines set forth in the Maternity Benefit Act.
- Leave Restrictions: Casual and sick leave expire each year if unused, while earned leave accrual is dependent on continuous service.
Working Hours Rules
Standard Working Hours
| Rule | Details |
|---|---|
| Daily Limit | 9 hours/day |
| Weekly Limit | 48 hours/week |
| Breaks | At least 30 minutes after 5 hours of continuous work |
| Weekly Off | One full day off per week (typically Sunday) |
Overtime Rules
| Rule | Details |
|---|---|
| Max Overtime | 75 hours/quarter |
| OT Pay Rate | 2x regular wages |
| Approval Required? | Yes, prior consent from employee |
HR Actionable Tips:
- Shift Management: Give employees clear rosters and make sure shift schedules adhere to daily and weekly hour limits.
- Night Shift Safety: Ensure safe transportation and workplace security measures are necessary for female employees who work after 7:00 PM.
- Compliance: To avoid fines during labor inspections, keep thorough records of all hours worked and overtime.
Additional Provisions
- Night Work for Women: Women are not allowed to work at night from 7:00 PM to 6:00 AM unless there are special exceptions, and safety and transportation measures must be taken.
- Record Keeping: Companies are required to keep attendance, leave, and overtime logs that labor authorities can review.
- IT/ITES Exemptions: With state government approval, some IT and IT-enabled services may be free from working hour restrictions.
- Penalties for Non-Compliance: In accordance with the Shops and Establishments Act, violations of working hours or leave policies may lead to fines or legal action.
- Public Holiday Observance: All businesses are required to observe the sixteen holidays that have been announced, including celebrations that are unique to each state.
Got questions?
Based on the number of days worked (usually 240 days), earned leave accrues at a rate of 15 days annually, and encashment is contingent upon the employer’s policy.
In order to take seven days of sick leave, which cannot be carried over, employees must present a medical certificate from a registered practitioner.
Yes, the Maternity Benefit Act of 1961 mentions that female employees with fewer than two living children can take 26 weeks of maternity leave, plus up to 6 weeks for a miscarriage.
With prior permission, employees can work up to 50 hours of overtime each quarter and get paid twice the regular wage rate.
To avoid fines, employers must keep up-to-date records of attendance, leave, and overtime that can be checked by the labor authority.
