The Gujarat Shops and Establishments (Amendment) Bill, 2026 has introduced a major shift in workplace policy by removing the earlier restriction that prevented women from working between 9:00 PM and 6:00 AM. With the amendment, women are now legally permitted to work night shifts, subject to strict safety and consent based conditions.
What Has Changed
The earlier sunset clause that barred women from night employment in shops and commercial establishments has been scrapped. Employers can now hire women for late night and overnight shifts, provided they comply with newly mandated safety protocols.
Mandatory Safety Protocols for Night Shifts
To ensure employee protection, companies must follow specific legal safeguards.
- Door to Door Transportation: Employers are required to provide safe, door to door transportation for women working night shifts. This is mandatory and not optional.
- CCTV and Security Personnel: Shops and commercial establishments must install CCTV surveillance systems and maintain dedicated security staff during night hours.
- Written Voluntary Consent: No woman can be compelled to work night shifts. Employment during these hours must be based strictly on written, voluntary consent.
- Safe Work Environment: The amendment requires separate restroom facilities, safe and dignified workspace conditions, and measures to prevent harassment. Employers are legally responsible for maintaining workplace safety standards.
Sectors Likely to Benefit
The reform is expected to significantly impact industries that operate beyond standard working hours, including IT and IT enabled services, retail chains and malls, hospitality and food services, and call centers and BPOs. Cities such as Ahmedabad, Surat, and Vadodara are likely to see increased employment opportunities for women in night operations.
Why This Reform Is Significant
The amendment is being viewed as a workforce modernization step. It aligns Gujarat’s regulations with evolving employment trends, especially in service and technology sectors that operate around the clock. At the same time, the law attempts to balance expanded work opportunities with mandatory safety provisions.
What Employers Must Do Next
Businesses planning to deploy women in night shifts must update HR policies, ensure transportation contracts are in place, strengthen internal safety compliance, and maintain documentation of written consent. Failure to comply may attract penalties under the amended Act.