Sections 14 and 15 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.
Section 14 applies named chapters of the Factories Act, 1948 and of the Mines Act, 1952 to apprentices undergoing training in a factory or a mine. Section 15 says that the employer determines the weekly and daily hours of an apprentice in practical training, that overtime needs the approval of the Apprenticeship Adviser, and that an apprentice is entitled to the leave and holidays observed in the establishment.
This article is based on the consolidated text of the Act consulted (amended up to Act 29 of 2014). Later amendments should be checked before you rely on it.
Where apprentices train in a factory, Chapters III, IV and V of the Factories Act, 1948 apply to their health, safety and welfare as if they were workers; in a mine, Chapter V of the Mines Act, 1952 applies as if they were persons employed in the mine. Hours of work are as determined by the employer, subject to the training duration if prescribed. Overtime needs the Apprenticeship Adviser's approval, and leave and holidays follow those observed in the establishment.
Section 14: factories and mines
Section 14 is a single paragraph with two limbs.
| Place of training | Law applied | Applied how |
|---|---|---|
| Factory | Chapters III, IV and V of the Factories Act, 1948 | In relation to the health, safety and welfare of the apprentices, as if they were workers within the meaning of that Act |
| Mine | Chapter V of the Mines Act, 1952 | In relation to the health and safety of the apprentices, as if they were persons employed in the mine |
The mine limb refers to health and safety only, not welfare. The copy prints "that provisions of Chapter V" in the mine limb, a printing slip for "the provisions". These references to the Factories Act, 1948 and the Mines Act, 1952 are quoted as printed; check the current law for the corresponding provisions. The section does not list what those chapters contain, and this article does not describe their content.
For general reading on the Factories Act, 1948 as a statute, see our posts on the Factories Act, 1948: a complete introduction and on the health provisions of the Factories Act, 1948. If you run a factory with apprentices, our payroll compliance audit team can check how your training roster, overtime approvals and leave records line up with the Act.
Section 15: hours, overtime, leave and holidays
Section 15 has three sub-sections.
Sub-section (1) (substituted by Act 29 of 2014): the weekly and daily hours of work of an apprentice while undergoing practical training in a workplace shall be as determined by the employer, subject to compliance with the training duration, if prescribed. The Gazette copy of the Apprentices (Amendment) Act, 2014 has the same wording. The employer sets the hours, but only within any prescribed training duration. Rule 12 of the Apprenticeship Rules, 1992 is the rule on hours; see below.
Sub-section (2): no apprentice shall be required or allowed to work overtime except with the approval of the Apprenticeship Adviser, who shall not grant approval unless satisfied that the overtime is in the interest of the training of the apprentice or in the public interest. The prohibition is on both "required" and "allowed", so an apprentice who volunteers to work overtime is still covered. The test for the Adviser is the apprentice's training or the public interest, not the employer's convenience.
Sub-section (3) (substituted by Act 29 of 2014; same wording as the Gazette): an apprentice is entitled to such leave and holidays as are observed in the establishment in which he is undergoing training. The Act does not fix a number of days. The copy opens a bracket before this sub-section and does not close it. The omitted rule on leave is mentioned below.
Rule 12 and the omitted rule 13
As printed in the copy of the Rules consulted (latest amendment marked: 20 January 2017), rule 12 says the weekly hours of a trade apprentice undergoing practical training are 42 to 48 hours (including the time spent on related instruction); trade apprentices undergoing basic training ordinarily work 42 hours per week; in the second year they work 42 to 45 hours per week; and from the third year they work the same number of hours as the workers in the trade in the establishment. It also provides that no trade apprentice shall be engaged on training between 10.00 p.m. and 6.00 a.m. except with the prior approval of the Apprenticeship Adviser. Graduate, technician and technician (vocational) apprentices work according to the normal hours of the department to which they are attached. These are figures from a dated copy, not the current limits; the Rules are amended often, so check the current Rules. Rule 13 (grant of leave to apprentices) is printed as a heading only, with a footnote that it was omitted by G.S.R. 502(E) of 18 June 2015. See our article on Rules 11 to 13 for the full picture.
Rule 12(1)(a) prints "42 to 48 hours" and is followed by clauses (b) to (d) that deal with basic training, the second year and later years; the clauses are quoted as printed and not reconciled.
How the two sections work together
- Place of training. If the training takes place in a factory or a mine, section 14 brings in the named chapters; elsewhere section 14 does not apply.
- Hours. Section 15(1) leaves the determination to the employer, who should read it with rule 12.
- Overtime. Obtain the Adviser's approval first; the Act prints no form, fee or time limit for the approval.
- Leave. Section 15(3) ties the entitlement to the establishment's own leave and holidays, so the establishment's calendar governs.
- Records. The Act does not require a particular overtime register; the records required are in section 19 and rule 14.
The four Labour Codes are in force from 21 November 2025; check the current position before relying on any other labour law.
An example
Prime Auto Components runs a factory and trains eight trade apprentices there. Under section 14, it treats the chapters of the Factories Act, 1948 named in that section as applying to the apprentices' health, safety and welfare as if they were workers. A rush order comes in and the production manager, Gaurav, wants the apprentices to stay two hours after the shift. Section 15(2) says no apprentice may be required or allowed to work overtime without the Apprenticeship Adviser's approval, and the Adviser must be satisfied that the overtime is in the interest of the apprentices' training or in the public interest. Prime applies first; it does not simply ask the apprentices to volunteer.
Need help with apprentice hours, overtime and leave?
A short roster policy, an overtime approval file and a leave calendar are usually enough to meet these sections. Our payroll compliance audit service can review how your apprentice hours and stipend payroll line up.
Key takeaways
- Section 14 applies named chapters of the Factories Act, 1948 and the Mines Act, 1952 to apprentices training in a factory or a mine.
- Hours of work are determined by the employer, subject to the prescribed training duration if any.
- No overtime without the Apprenticeship Adviser's approval, and only where it is in the interest of training or in the public interest.
- Leave and holidays follow those observed in the establishment.
- Rule 12 figures are as printed in a dated copy; check the current Rules.
Read next
- Section 13: payment of stipend to apprentices
- Sections 16-17: compensation for injury, conduct and discipline
- Rules 11 to 13: stipend, hours of work and leave
- Working hours for adults under the Factories Act, 1948
Disclaimer: Based on a consolidated text of the Apprentices Act, 1961 amended up to Act 29 of 2014, on the Gazette of India copy of the Apprentices (Amendment) Act, 2014, and on a consolidated copy of the Apprenticeship Rules, 1992 in which the latest amendment marked is dated 20 January 2017, as consulted on 2 October 2026. Stipend rates and other figures are as printed in those texts and may have been revised; later amendments and the position under the Labour Codes in force from 21 November 2025 should be checked. This article is general information, not legal advice; check the official text before acting.