Andhra Pradesh explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Chapter V and Chapter VIII of the Occupational Safety, Health and Working Conditions (Andhra Pradesh) Rules, 2026 turn the Code's hours, rest and overtime provisions into numbers: a 48-hour week, a 12-hour spread-over, overtime caps, a notice of periods of work and a list of conditions before women are employed at night.
For payroll that must reflect these limits, a payroll compliance audit is a sensible check.
The rules are the Occupational Safety, Health and Working Conditions (Andhra Pradesh) Rules, 2026, as notified by G.O.Rt.No.146 dated 6 August 2026. No worker works more than forty-eight hours in a week, and the work period spreads over not more than 12 hours a day (rule 24). Overtime is paid at twice the rate of wages and is capped at 8 hours a day, 24 a week, 48 a month and 144 a quarter (rule 27). Night employment of women needs her written consent and a list of safeguards (rule 40).
Notification and commencement
The rules are the Occupational Safety, Health and Working Conditions (Andhra Pradesh) Rules, 2026, as notified by G.O.Rt.No.146 dated 6 August 2026. Later amendments and State notifications under these rules should be checked in the State Gazette. Rule 1(3) says they come into force on the date of their final publication in the Official Gazette; the four Labour Codes were brought into force from 21 November 2025. The same State's wage rules cover the normal day and rest day for wage purposes; see our article on those hours rules. Safety duties are in our article on employer duties.
Daily and weekly hours (rule 24)
The Central rule is rule 64. In Andhra Pradesh:
- No worker or employee is required or allowed to work in an establishment for more than forty-eight hours in any week.
- The period of work, with intervals for rest, does not spread over more than 12 hours in a day.
- Work does not exceed six hours before an interval for rest of at least half an hour.
- Daily hours may be modified so that total weekly hours are fixed and followed, and flexibility is permitted "with the consent of majority of workers or employees".
- The State Government may by notification exempt an establishment or class from these provisions, subject to specified conditions.
Weekly day of rest and compensatory holidays (rules 25 and 26)
The Central posts are rules 67 and 68. Rule 25 makes "the first day of the week" the weekly day of rest, subject to section 2(zzk) of the Code. An adult worker is not required or allowed to work on it unless he has or will have a holiday for a whole day on one of the three days immediately before or after, and the employer, before the rest day or the substituted day (whichever is earlier), has delivered a notice at the office of the Inspector-cum-Facilitator of the intention and the substituted day, and displayed it in the establishment. No substitution results in more than ten days of work in a row without a whole day's holiday. A notice showing the weekly holiday is posted outside the office, in Telugu or English, showing the holiday for each relay or set. A notice can be cancelled by a notice to the Inspector-cum-Facilitator and a display not later than the day before the rest day or the holiday cancelled, whichever is earlier.
Under rule 26, compensatory holidays are spaced so that not more than two are given in one week (except for work that for technical reasons must be continuous). The employer displays, on or before the end of the month in which holidays are lost, a notice of the dates in the following month, and any change is made not less than three days in advance. Compensatory holidays are given before discharge or dismissal and are not part of any notice period. The manager records in the attendance record the days worked and the compensatory holidays.
Overtime (rule 27)
The Central rule is rule 69. The Andhra Pradesh rule:
- Trigger and rate. A daily wager who works more than eight hours in a day, or any other worker who works more than forty-eight hours in a week, is entitled to wages "at the rate of twice his rate of wages", paid at the end of each wage period.
- Fractions. A fraction of an hour between 15 and 30 minutes counts as 30 minutes; more than 30 minutes is counted as an hour.
- Daily rate for a monthly worker. One twenty-sixth of the monthly wages.
- Extra hours with consent. With the worker's previous written consent, recorded in that consent, extra hours may be worked on urgent repairs, preparatory or complementary work, intermittent work, work that must technically be continuous, articles of prime necessity supplied every day, seasonal processes, processes dependent on irregular action of natural forces, engine rooms, boiler-houses and power-plant, breakdown of machinery, loading or unloading of railway wagons, lorries or trucks, exceptional pressure of work, and work notified by the Central Government as work of national importance.
- Overtime slip. Overtime is entered on slips in duplicate, with the establishment's name and address, the worker's name and designation, the date and normal period of work, the overtime period in hours and the work performed. A signed copy goes to the worker immediately after the overtime.
- Caps. No worker works overtime for more than 8 hours in a day, 24 hours in a week, 48 hours in a month or 144 hours in a quarter.
Overlapping shifts, double employment and notice of periods of work (rules 28 to 30)
- Overlapping shifts (rule 28). Employees in newspaper printing presses, process factories, iron and steel, aluminium, copper and brass rolling mills, tea factories, and public utility transport workshops (where the Chief Inspector-cum-Facilitator considers it necessary) are exempted from section 29(1); so are other classes the Chief Inspector-cum-Facilitator declares, and all employees in all factories to the extent of thirty minutes where overlap facilitates the change-over, provided both groups do not do the same work at the same time.
- Double employment (rule 29). An adult worker may be employed in more than one factory on the same day if part-time, if for particular work of an occasional nature, or if the occupier is unaware of full-time employment elsewhere.
- Notice of periods of work (rule 30). Displayed on a notice board or electronic board in Telugu, English and the language understood by the majority, in Form-VII, with a copy sent electronically to the Inspector-cum-Facilitator. A proposed change is intimated before it is made, and, without the Inspector-cum-Facilitator's previous sanction, none is made until one week has elapsed since the last change.
Annual leave with wages (rule 31)
On request, the employer forthwith gives an abstract of the leave earned, allowed and balance for a period not exceeding one year. A worker absent through illness who wants leave with wages to cover it submits a medical certificate on written notice. Leave granted is entered in the leave with wages record; family members are allowed leave at the same time as far as circumstances permit; leave can be exchanged between workers with the manager's approval. On a worker's death the cash equivalent of balance leave is paid to the nominee within one week of intimation of death, and on resignation the leave wages are paid at the time of relieving.
Employment of women (rules 40 and 41)
The Central rules are rules 83 and 84. For employment during the night or before 6.00 a.m. and beyond 7.00 p.m., the conditions in rule 40 are:
| Condition | As printed |
|---|---|
| Consent | Written consent of the woman employee |
| Maternity | No woman employed against the maternity benefit provisions of the Social Security Code |
| Transport | Adequate transportation to pick up and drop off at residences |
| Lighting | Workplace and passages to toilets, washrooms, drinking water and entry and exit well lit |
| Facilities | Toilet, washroom and drinking facilities near the workplace, with CCTV surveillance on the way |
| Sanitary napkins | Adequate quantity conforming to Bureau of Indian Standards, replenished daily; lidded bins and safe disposal by a suitable electrical incinerator |
| Safe conditions | No woman disadvantaged in connection with her employment |
| Helpline | Dedicated telephone numbers displayed at the establishment and inside vehicles |
| Harassment law | The Sexual Harassment of Women at Workplace Act, 2013 complied with as applicable |
| Other | Any other measures notified by the State Government |
Rule 41 adds that no woman works near machinery in motion without a head cap, apron and suitable overcoat; separate sitting arrangements are provided for women who stand to work; women are not engaged, as far as practicable, in a workplace of poor ergonomics; the employer ensures women are not exposed to materials that may affect their menstrual cycles, reproductive health or pregnancy; and the State may notify classes of establishments and standards for hazardous and dangerous processes.
A worked example
Rajam Auto Spares, an invented factory in Srikakulam, expects a rush before a festival. It obtains written consent from the workers who will do extra hours for exceptional pressure of work, issues overtime slips in duplicate, pays at twice the rate of wages at the end of the wage period, and tracks each worker against the caps of 8, 24, 48 and 144 hours. For women on a late shift the factory arranges transport, CCTV on the route to the toilets and a displayed helpline number, and keeps the written consents on file.
Common lapses
- Counting overtime only against the weekly cap and missing the quarterly 144-hour limit.
- Issuing no overtime slip.
- Not delivering the rest-day substitution notice to the Inspector-cum-Facilitator.
- Changing the shift system without a week's gap or the Inspector-cum-Facilitator's sanction.
- Starting night shifts for women without written consent or transport.
Need help with hours, overtime and night shifts?
The caps, slips and consents each leave a paper trail that an inspector can check. Our payroll compliance audit team can test whether your payroll and rosters match these rules.
Key takeaways
- Forty-eight hours a week; spread-over 12 hours; interval after six hours.
- Overtime at twice the rate; slips in duplicate; caps of 8, 24, 48 and 144 hours.
- Weekly rest: first day of the week; substitution within three days; ten-day limit.
- Night employment of women: written consent and the rule 40 safeguards.
Read next
- OSH (Andhra Pradesh) Rules, 2026: employer duties, accident notices, safety committee and safety officers
- OSH (Andhra Pradesh) Rules, 2026: registers, records, returns and the Inspector-cum-Facilitator
- Code on Wages (Andhra Pradesh) Rules, 2026: working hours, weekly rest, night shifts and overtime
- Rule 69 of the OSH Central Rules, 2026: wages for overtime
Disclaimer: Based on the State or Union territory rules named above, as notified under the Labour Codes and consulted on 4 October 2026. Later amendments, State notifications, fees and forms should be checked in the State Gazette and on the State labour department website. This article is general information, not legal advice; check the official text before acting.