Explore the vibrant labor landscape of Dadra and Nagar Haveli and Daman and Diu, where manufacturing, tourism, and small-scale industries across Silvassa and Daman continue to drive economic growth in 2025. Private sector employment is regulated under the Model Standing Orders, while government employees follow the Central Civil Services (Leave) Rules.
This guide covers leave entitlements, working hours, overtime rules, and compliance requirements for establishments with 10 or more workers. Whether managing earned leave around Ambedkar Jayanti or ensuring maternity benefits under the Maternity Benefit Act, 1961, this resource supports HR professionals, employers, and employees in fostering fair and productive workplaces across the Union Territory.
Leave Rules
Types of Leave & Entitlements
Private Sector (Shops, Industries, Factories)
| Leave Type | Entitlement | Notes |
|---|
| Earned Leave | 15 days/year | Accrues at 1 day per 20 days worked (240 days required); max 45 days carry-forward; encashable per employer policy. |
| Casual/Sick Leave | 10 days/year (combined) | Full pay; no carry-forward; lapses if unused; medical certificate required for sick leave. |
| National & Festival Holidays | 8 days/year | Includes Republic Day, Deepavali, Christmas; state-notified. |
| Maternity Leave | 26 weeks (180 days) | Per Maternity Benefit Act, 1961; for women with <2 surviving children; 6 weeks for miscarriage; requires 80 days worked in prior 12 months. |
| Paternity Leave | Not specified | May be offered at employer’s discretion; no mandatory provision. |
Government Sector (Central Civil Services Rules)
| Leave Type | Entitlement | Notes |
|---|
| Earned Leave | 30 days/year | Max 300 days carry-forward; encashable per policy. |
| Casual Leave | 8 days/year | Full pay; no carry-forward; lapses if unused. |
| Half Pay Leave (HPL) | 20 days/year | Credited 10 days biannually; half pay; for medical/private reasons. |
| Maternity Leave | 180 days | For <2 surviving children; 6 weeks for miscarriage. |
| Paternity Leave | 15 days | For <2 surviving children; full pay; combinable with other leaves. |
| Extraordinary Leave (EOL) | 5 years max | Unpaid; for special circumstances. |
| Study Leave | 2–3 years | For higher studies/training; pay per regulations. |
HR Action Tips:
- Automate leave tracking: Use tools like Keka HR to manage leave balances and encashment across manufacturing and government sectors in Silvassa, reducing approval delays by 25 percent.
- Speed up medical verification: Partner with accredited clinics in Daman for online sick leave certification with 24-hour turnaround, cutting absenteeism in small-scale units.
- Enhance festival planning: Collect monthly feedback via Google Forms to prioritize holidays like Ambedkar Jayanti and automate approvals for flexible workdays using Microsoft Teams workflows.
Working Hours Rules
Standard Working Hours
| Rule | Details |
|---|
| Daily Limit | 8 hours/day (shops); 9 hours/day (industrial/factories) |
| Weekly Limit | 48 hours/week (shops/industrial); 60 hours/week (factories) |
| Breaks | 30-minute break after 4 hours (shops/industrial/factories) |
| Weekly Off | One day off per week, typically Sunday |
Overtime Rules
| Rule | Details |
|---|
| Max Overtime | 75 hours/quarter (shops/industrial); 150 hours/quarter (factories) |
| OT Pay Rate | 2x regular wages |
| Approval Required? | Yes, prior permission for urgent work |
HR Action Tips
- Optimize shifts in tourism hubs: Use Keka HR to manage daily 8-hour shifts in Daman’s hotels and retail shops, integrating WhatsApp for real-time shift notifications.
- Reward overtime participation: Offer digital vouchers or paid off-days alongside double wages for overtime, while tracking quarterly limits through dashboards to reduce disputes.
- Strengthen compliance culture: Launch online safety training for factory teams and conduct bi-monthly audits in Silvassa to ensure adherence.
Additional Provisions
- Night work restrictions: Women are not allowed to work between 7:00 PM and 6:00 AM unless employers provide secure transport, female rest areas, and safety protocols.
- Record-keeping: Monthly updates to registers for attendance, leave, overtime, and wages are mandatory, whether maintained digitally or on paper.
- IT/ITES exemptions: IT and IT-enabled service firms may apply for exemptions from standard working hours to support round-the-clock operations.
- Penalties for non-compliance: Specific penalties are not published; employers are advised to consult the local Labour Department (0260 26422374) for updated enforcement norms.
- Online registration: All establishments must register with the Labour Department within 30 days of starting operations through the official portal.
- Work-from-home options: Flexible work-from-home policies can be offered during non-official holidays, especially in tourism and services industries.
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