Rule 6 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.
Rule 6 gives an employee one rest day in every week, says how it is fixed and told to the employee, allows work on the rest day only against a substituted rest day, and sets the pay for each case. It is the longest rule in Chapter II and the one most likely to be tested in a payroll review. If you run shifts or a six-day week, a labour law compliance check against this rule is worth doing early.
An employee is allowed rest for one day in every week; in a six-day week it is ordinarily a Sunday, in a week of fewer than six days it includes Saturday and Sunday, though the employer may fix any other day (rule 6(1)). The employee must be told in advance, by notice or electronically, of the day and of any change. Work on the rest day needs a substituted rest day on a working day immediately before or after it, and no more than ten days may be worked consecutively without a rest day (rule 6(2)). Pay: the rest day is paid at the rate of the previous working day; work on it is paid at the overtime rate (rule 6(4)). The Rules apply where the Central Government is the appropriate Government; otherwise the State's own wage rules apply.
The section behind this rule
Section 13(1) lets the appropriate Government, where minimum rates have been fixed, "provide for a day of rest in every period of seven days" with remuneration for those days (clause (b)), and "provide for payment for work on a day of rest at a rate not less than the overtime rate" (clause (c)). Rule 6 is that provision for Central Government cases. See section 13. The overtime rate itself comes from section 14: not less than twice the normal rate of wages.
Rule 6(1): which day, and who gets it
- Six-day working week: the rest day "shall ordinarily be a Sunday".
- Fewer than six working days a week: the rest day "shall include Saturday and Sunday".
- Employer's choice: the employer "may fix any other day of the week as the rest day for any employee or class of employees".
- First proviso: the remaining days of the week are paid rest days for these employees, in a six-day or shorter week.
- Second proviso (entitlement): an employee is entitled to the rest day if he has worked under the same employer for a continuous period of not less than six days in a six-day week, or for the stipulated number of working days in a shorter week.
- Third proviso (notice): the employee must be informed of the rest day, and of any later change before the change takes effect, by a notice at a conspicuous place in the place of employment, or electronically.
The Explanation to rule 6(1) lists what is counted when computing the continuous period: (a) a day on which the employee must attend but is given only an attendance allowance and no work; (b) a day of lay-off with compensation under the Industrial Relations Code, 2020 (35 of 2020); and (c) any leave or holiday, with or without pay, in the six days or stipulated working days immediately before the rest day. Drafting slip: the printed Explanation lists these three items but the operative words (that they "shall be counted") are missing from the text. The evident intent is that these days count towards the continuous period, but the text as printed is incomplete.
"Week" is defined (last Explanation) as "a period of seven days beginning at midnight on Saturday night".
Rule 6(2) and (3): working on the rest day
An employee shall not be required or allowed to work on the rest day unless he is allowed a substituted rest day on one of the working days in the week immediately before or after the rest day. Proviso: no substitution that would make the employee work more than ten days consecutively without a rest day.
Rule 6(3): where an employee works on a rest day and gets a substituted rest day, the rest day counts, for weekly hours, in the week in which the substituted rest day occurs.
Rule 6(4): what is paid
| Situation | Pay |
|---|---|
| Rest day, no work | wages at the rate applicable to the previous working day |
| Works on rest day and is given a substituted rest day | rest day worked: overtime rate; substituted rest day: rate applicable to the previous working day |
| Piece-rate employee works on the rest day (second proviso) | rest day worked: overtime rate; substituted rest day: rate of the previous working day |
"Previous working day" is the last day the employee worked before the rest day or substituted rest day (Explanation to sub-rule (4)); where the substituted day falls right after the rest day, it means the last day worked before the rest day.
The 26-day proviso
The first proviso to rule 6(4) applies to a six-day working week where:
- (i) the notified minimum monthly rate was worked out by dividing it by twenty-six; or
- (ii) the actual daily rate was worked out by dividing the monthly rate by twenty-six, and is not less than the notified minimum daily rate; and
- (iii) the employee works on the rest day and is given a substituted rest day.
Then no wages for the rest day are payable as such (the monthly figure already covers it), and the employee is paid, only for the rest day on which he worked, an amount equal to wages at the overtime rate, which "shall not be less than twice the normal rate of wages". Drafting note: the printed conditions are linked "or" between (i) and (ii) and "and" before (iii); read as printed, (iii) is needed in addition to (i) or (ii). If a dispute arises over whether the daily rate was worked out correctly, the Chief Labour Commissioner (Central) or the Deputy Chief Labour Commissioner (Central) having jurisdiction may decide it on application, after allowing the parties to make written representations.
Illustration (hypothetical). An employee on Rs 26,000 a month in a six-day week has a daily rate of Rs 1,000 (26,000 / 26). If he works on his Sunday and gets a substituted rest day, the proviso gives, for the day worked only, the overtime rate, at least twice the normal rate: at least Rs 2,000. Arithmetic only.
Rule 6(5): more favourable terms prevail
The rule "shall not operate to the prejudice of more favourable terms" the employee may have under any other law, or under any award, agreement or contract of service; in such a case the employee gets only the more favourable terms.
What the text does not say
Rule 6 does not give the length of the rest day in hours (rule 7 does so for night shifts) or the form of the notice. See rule 7 and rules 4 and 5.
Need help getting rest-day rules right in your rosters?
Rest-day errors usually appear in shift rosters and in how work on rest days is paid. Our labour law compliance team can review your rosters, notices and payroll against rule 6 and the more favourable terms that may apply to your workforce.
Key takeaways
- One paid rest day per week; Sunday in a six-day week, Saturday and Sunday in a shorter week, or another day fixed by the employer.
- The employee must be told the rest day, and any change, before it takes effect.
- Work on a rest day requires a substituted rest day immediately before or after it; never more than ten days consecutively without rest.
- Work on the rest day is paid at the overtime rate, not less than twice the normal rate of wages.
- The Chief or Deputy Chief Labour Commissioner (Central) may decide whether the 26-day computation was correctly applied.
- More favourable terms under other laws or agreements are preserved.
Read next
- Rules 7 to 9: night shifts, special categories and longer wage period
- Rule 3: manner of calculating minimum rate of wages
- Section 14: wages for overtime work
- Minimum wages compliance checklist for employers
Disclaimer: Based on the Code on Wages, 2019 (as enacted) and, where noted, the Code on Wages (Central) Rules, 2026 (G.S.R. 343(E), 8 May 2026), as on 1 October 2026. The Code is in force from 21 November 2025; State Governments make their own rules for establishments where the State is the appropriate Government, and wage rates are notified separately. Verify the current position before acting.