The Government of the National Capital Territory (NCT) of Delhi has issued a major notification inviting public comments and objections on the newly drafted Delhi Occupational Safety, Health and Working Conditions Rules, 2025, formulated under the Occupational Safety, Health & Working Conditions (OSH) Code), 2020.
The draft rules have been published by the Labour Department under the powers granted by Sections 133 and 135 of the OSH Code, 2020, along with the Central Government’s notification S.O. 273(E) dated 16 January 2023. Once finalised, these rules will replace three major existing regulations in Delhi:
- Delhi Factories Rules, 1950
- Delhi Building & Other Construction Workers Rules, 2002
- Delhi Contract Labour (Regulation and Abolition) Rules, 1972
The notification marks a significant overhaul of workplace safety, labour regulation, and employer obligations in the capital.
Public Consultation Open for 45 Days
The draft rules will be taken into consideration after 45 days from the date of publication in the Delhi Gazette.
Workers, employers, unions, organisations, and stakeholders may submit objections/suggestions to:
- Labour Department, C-Block, 5 Sham Nath Marg, Delhi–110054
- Email: ciflab.delhi@nic.in
Submissions must follow a prescribed proforma, including:
- Name and address of the person/organisation
- Rule or sub-rule to be modified
- Proposed revised text and reasons
All feedback received within the 45-day window will be reviewed by the Delhi Government before finalising the rules.
Key Features of the Draft Delhi OSH Rules, 2025
1. Application & Enforcement
- Titled “Delhi Occupational Safety, Health and Working Conditions Rules, 2025”
- Applicable across the entire National Capital Territory of Delhi
- Will come into effect from the date of publication in the Official Gazette
2. Registration of Establishments
Application Process
- Registration must be done online through Form-01.
- Requires employer identity proof and establishment details.
- Registration certificate will be issued electronically.
Fee Structure for Establishments
| Employees | Registration Fee (₹) |
| up to 50 | 2000 |
| 51–100 | 3000 |
| 101–200 | 5000 |
| 201–500 | 7000 |
| 500–1000 | 10000 |
| Above 1000 | 15000 |
Additional Conditions
- Late fee of 25% annually if not registered within 60 days.
- Any increase in employee strength requires payment of differential fee.
- Employers must submit Form-02 for inter-state migrant workers.
- Establishment register must be maintained in Form-03 on the portal.
3. Duties of Employers Regarding Medical Examination
Mandatory Annual Health Checks
- All workers aged 45+ in factories and construction must undergo free medical examination within 120 days of each year.
- Workers in hazardous industries must be examined within 30 days of the new year.
Medical Reporting
- Examinations must be conducted by a qualified medical practitioner.
- Medical records maintained in Form-05 and produced on demand.
- Doctors must report any occurrence of OSH-listed diseases to the Chief Inspector-cum-Facilitator.
4. Registers, Records & Returns (Section 33)
Employers must maintain several records, including:
- Form-10: Register of workers, wages, overtime, fines, deductions
- Form-11: Muster roll (manual or electronic)
- Form-12: Leave with wages register (preserved for 2 years)
- Form-13: Register of accidents and dangerous occurrences
- Form-14: Notice board display
- Form-15: Annual return (submitted digitally by 31 January each year)
Records must be preserved for at least one year (or two years for leave records).
5. Special Provisions for Women Employees (Section 43)
The draft rules introduce strong safeguards for women working in any shift, including night shifts.
Mandatory Conditions for Employers
- Written consent of the woman employee
- No violation of maternity benefit provisions
- Free transportation to and from workplace
- Well-lit workplace, passages, toilets, rest areas
- Hygiene facilities close to worksite
- Safe and healthy working environment
- More than one woman employee on duty
- Rotational deployment
- CCTV cameras at women’s work locations
- Creche facilities where needed
- Bi-monthly grievance meetings
- Six-monthly report to Inspector-cum-Facilitator
- Deployment of women security guards
- Compliance with POSH Act, 2013
These measures aim to strengthen workplace safety and gender inclusiveness.
6. Contract Labour & Inter-State Migrant Workers
Conditions of Contractor Licence (Section 47)
- Licence is non-transferable
- Worker numbers cannot exceed the authorised limit
- Wages must comply with Code on Wages, 2019
- Contract workers performing similar tasks must receive equal wages and conditions as direct employees
- Monthly wage payments must be made through A/c payee cheque or ECS
- Principal employer must provide amenities if contract workers work on their premises
- Mandatory EPFO and ESIC compliance
Display & Reporting
- Licence copy must be prominently displayed
- Contractors must report work orders within 15 days
7. Licence Fee & Security Deposit for Contractors
| Workers Employed | Fee (₹) | Security Deposit (₹) |
| 50–100 | 5000 | 50000 |
| 101–150 | 10000 | 100000 |
| 151–200 | 15000 | 150000 |
| 201–250 | 20000 | 200000 |
| 251–500 | 25000 | 250000 |
| 501–750 | 30000 | 300000 |
| 751–1000 | 40000 | 400000 |
| 1001–1500 | 50000 | 500000 |
| 1501–2000 | 60000 | 600000 |
| Above 2000 | 75000 | 750000 |
Licence (Form-17) must be issued within 30 days, and if no defect is communicated, the licence is deemed renewed automatically.
A Major Step Toward Modernising Labour Governance in Delhi
The proposed Delhi OSH Rules, 2025 aim to streamline labour regulations, strengthen workplace safety, digitise compliance, and harmonise existing laws with the national OSH Code.
The Delhi Government’s call for public participation marks an important phase in shaping rules that affect workers, employers, contractors, industries, and establishments across the capital.