{"id":3010,"date":"2026-03-15T11:49:40","date_gmt":"2026-03-15T06:19:40","guid":{"rendered":"https:\/\/www.sgcms.com\/regulatory-updates\/?p=3010"},"modified":"2026-03-16T11:58:23","modified_gmt":"2026-03-16T06:28:23","slug":"delhi-shops-establishments-amendment-act-2026","status":"publish","type":"post","link":"https:\/\/www.sgcms.com\/regulatory-updates\/delhi-shops-establishments-amendment-act-2026\/","title":{"rendered":"Delhi Shops &#038; Establishments (Amendment) Act, 2026"},"content":{"rendered":"<h3><strong>Key Compliance Changes for Employers<\/strong><\/h3>\n<p><strong>Date of Gazette Notification:<\/strong> 11 March 2026<br \/>\n<strong>Act:<\/strong> Delhi Shops &amp; Establishments (Amendment) Act, 2026<br \/>\n<strong>Principal Act:<\/strong> Delhi Shops &amp; Establishments Act, 1954<\/p>\n<p>The Government of the National Capital Territory of Delhi has notified the <strong>Delhi Shops &amp; Establishments (Amendment) Act, 2026<\/strong>, introducing significant changes relating to <strong>applicability of the Act, working hours, overtime limits, employment of young persons, and employment of women during night shifts<\/strong>.<\/p>\n<p>This advisory summarizes the key amendments and the compliance implications for employers operating in Delhi.<\/p>\n<ol>\n<li><strong> Applicability of the Act<\/strong><\/li>\n<\/ol>\n<table>\n<thead>\n<tr>\n<td><strong>Particulars<\/strong><\/td>\n<td><strong>Earlier Provision<\/strong><\/td>\n<td><strong>Amended Provision<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Coverage of the Act<\/td>\n<td>Applied broadly to shops &amp; establishments<\/td>\n<td>Applicable to <strong>shops and establishments employing 20 or more employees<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Employer Action<\/strong><\/p>\n<ul>\n<li>Establishments should <strong>review employee strength<\/strong> to determine applicability of the Act.<\/li>\n<li>Organizations employing <strong>20 or more employees must ensure full compliance<\/strong> with the provisions of the Act.<\/li>\n<\/ul>\n<ol start=\"2\">\n<li><strong> Change in Age Criteria<\/strong><\/li>\n<\/ol>\n<table>\n<thead>\n<tr>\n<td><strong>Particulars<\/strong><\/td>\n<td><strong>Earlier Provision<\/strong><\/td>\n<td><strong>Amended Provision<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Age reference in Section 2<\/td>\n<td>12 years<\/td>\n<td><strong>14 years<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Implication<\/strong><\/p>\n<p>The amendment aligns the Act with <strong>modern child labour regulations<\/strong>, reinforcing restrictions on employment of children.<\/p>\n<ol start=\"3\">\n<li><strong> Working Hours for Employees<\/strong><\/li>\n<\/ol>\n<table>\n<thead>\n<tr>\n<td><strong>Provision<\/strong><\/td>\n<td><strong>Earlier<\/strong><\/td>\n<td><strong>Amended<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Daily Working Hours<\/td>\n<td>9 hours<\/td>\n<td><strong>10 hours (including rest interval and lunch break)<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Weekly Working Hours<\/td>\n<td>54 hours<\/td>\n<td><strong>60 hours per week<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Overtime Limit<\/td>\n<td>150 hours per year<\/td>\n<td><strong>144 hours per quarter<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Implication<\/strong><\/p>\n<p>Employers may allow <strong>extended working hours<\/strong>, but must ensure:<\/p>\n<ul>\n<li>Proper tracking of working hours<\/li>\n<li>Compliance with revised overtime limits<\/li>\n<li>Payment of overtime wages where applicable<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><strong> Continuous Working Hours Before Break<\/strong><\/li>\n<\/ol>\n<table>\n<thead>\n<tr>\n<td><strong>Provision<\/strong><\/td>\n<td><strong>Earlier<\/strong><\/td>\n<td><strong>Amended<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Maximum continuous work<\/td>\n<td>5 hours<\/td>\n<td><strong>6 hours<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Implication<\/strong><\/p>\n<p>Employers must provide <strong>mandatory rest intervals after 6 hours of continuous work<\/strong>.<\/p>\n<ol start=\"5\">\n<li><strong> Spread-Over of Working Hours<\/strong><\/li>\n<\/ol>\n<table>\n<thead>\n<tr>\n<td><strong>Provision<\/strong><\/td>\n<td><strong>Earlier<\/strong><\/td>\n<td><strong>Amended<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Maximum spread-over<\/td>\n<td>10.5 hours (commercial establishments) \/ 12 hours (shops)<\/td>\n<td><strong>Uniform limit of 12 hours<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Implication<\/strong><\/p>\n<p>The amendment simplifies compliance by introducing a <strong>uniform spread-over limit<\/strong>.<\/p>\n<ol start=\"6\">\n<li><strong> Employment of Women in Night Shifts<\/strong><\/li>\n<\/ol>\n<p>The amendment <strong>replaces Section 14<\/strong> of the Act and allows women to work during night shifts subject to safeguards.<\/p>\n<p><strong>Permissible Night Shift Timings<\/strong><\/p>\n<table>\n<thead>\n<tr>\n<td><strong>Season<\/strong><\/td>\n<td><strong>Time Period<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Summer<\/td>\n<td><strong>9:00 PM to 7:00 AM<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Winter<\/td>\n<td><strong>8:00 PM to 8:00 AM<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Mandatory Conditions for Employers<\/strong><\/p>\n<p>Employers must ensure the following before employing women during night shifts:<\/p>\n<ol>\n<li><strong>Written consent of the woman employee<\/strong><\/li>\n<li><strong>Adequate CCTV surveillance<\/strong><\/li>\n<li><strong>Security arrangements at the workplace<\/strong><\/li>\n<li><strong>Safe transport facility for women employees<\/strong>, including contract workers<\/li>\n<li><strong>Minimum two women employees present during night shifts<\/strong><\/li>\n<li>Compliance with <strong>POSH Act, 2013 (Prevention of Sexual Harassment at Workplace)<\/strong><\/li>\n<li>Compliance with <strong>any additional conditions notified by the Delhi Government<\/strong><\/li>\n<\/ol>\n<p><strong>Maternity Protection<\/strong><\/p>\n<ul>\n<li>Women <strong>cannot be employed for six weeks after childbirth or miscarriage<\/strong>.<\/li>\n<\/ul>\n<p><strong>Key Employer Compliance Actions<\/strong><\/p>\n<p>Employers operating in Delhi should consider the following actions:<\/p>\n<p>\u2714 Review applicability of the Act based on employee strength<br \/>\n\u2714 Update <strong>HR policies and shift policies<\/strong><br \/>\n\u2714 Revise <strong>working hours and overtime tracking systems<\/strong><br \/>\n\u2714 Implement <strong>night shift safety protocols for women employees<\/strong><br \/>\n\u2714 Ensure <strong>POSH compliance and workplace safety measures<\/strong><br \/>\n\u2714 Maintain written <strong>consent records for women working night shifts<\/strong><\/p>\n<p><strong>Effective Date<\/strong><\/p>\n<p>The amendment will <strong>come into force from the date notified by the Government of NCT of Delhi in the Official Gazette<\/strong> i.e. 11<sup>th<\/sup> March 2026.<\/p>\n<p>Please find attached the official\u00a0notification.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"12\" height=\"17\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 12px) 100vw, 12px\" \/> <strong><a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/1773315178738.pdf\">Delhi shops &amp; Establishment Act<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Key Compliance Changes for Employers Date of Gazette Notification: 11 March 2026 Act: Delhi Shops &amp; Establishments (Amendment) Act, 2026 Principal Act: Delhi Shops &amp; Establishments Act, 1954 The Government of the National Capital Territory of Delhi has notified the Delhi Shops &amp; Establishments (Amendment) Act, 2026, introducing significant changes relating to applicability of the&hellip; <a class=\"more-link\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/delhi-shops-establishments-amendment-act-2026\/\">Continue reading <span class=\"screen-reader-text\">Delhi Shops &#038; Establishments (Amendment) Act, 2026<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":3013,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[57,102],"tags":[54,73],"class_list":["post-3010","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-compliance","category-shops-establishment","tag-compliance","tag-shops-establishments","statesofindia-delhi","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Delhi Shops &amp; Establishments (Amendment) Act, 2026 - Regulatory Updates by SGCMS<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/delhi-shops-establishments-amendment-act-2026\/\" \/>\n<meta property=\"og:locale\" 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