5 Things to Do If Your Workplace Isn’t Following Safety Norms
Workplace safety often gets treated as something that only matters in factories or construction sites, but the underlying legal framework actually covers a much broader range of establishments, including many office environments. India’s safety law in this area went through a significant overhaul recently: the Occupational Safety, Health and Working Conditions Code, 2020, which consolidates 13 older central laws into one framework, came into force on November 21, 2025, with the Central Rules notified shortly after, on May 8, 2026.
If something at your workplace genuinely concerns you from a safety standpoint, here are five practical things worth doing, in a sensible order.
1. Document the Specific Hazard, With Dates and Details
Before raising anything formally, build a clear, factual record of exactly what you’re observing.
Specific, dated observations
Note exactly what the hazard is, when you noticed it, and whether it’s a one-time issue or a recurring condition.
Photos or videos, where reasonably possible
Visual documentation is far more persuasive than a verbal description alone, particularly if the issue is ever escalated beyond your immediate team.
2. Raise It Internally First, in Writing
In most cases, the most effective first step is a direct, written report to your manager, HR, or a designated safety officer, rather than going straight to an external authority.
Send a clear, factual email rather than raising it only verbally
A written record means there’s no ambiguity later about whether the concern was actually raised.
Reference the specific hazard, not a general complaint
Stick to the documented facts from step one, rather than broadening it into a general grievance about the workplace.
Ask for a specific response or timeline
A simple closing line like “could you let me know how this will be addressed and by when” sets a clear expectation for follow-up.
3. Know Which Establishments the Law Actually Covers
The OSH Code applies broadly across factories, mines, construction sites, plantations, and other establishments meeting a worker threshold, generally 10 or more workers, though specific thresholds and provisions vary by sector and the relevant state rules.
4. Escalate to the Labour Department If Internal Reporting Doesn’t Resolve It
If a genuine, documented safety concern isn’t addressed internally within a reasonable period, the next step is typically your state’s Labour Department or the relevant inspecting authority under the new framework.
Registration now happens through the Shram Suvidha Portal
Under the new rules, establishment registration and related compliance processes have moved toward a centralised online system, which also affects how some complaints and inspections are now routed.
Bring your documentation with you
The dated, specific record from step one becomes especially valuable if you need to formally escalate beyond your own company.
5. Understand That Retaliation for Raising a Genuine Safety Concern Is a Separate, Serious Issue
If raising a legitimate safety concern leads to retaliation — being treated differently, sidelined, or pressured — this is worth documenting separately from the original safety issue itself.
“Reporting a blocked fire exit and then suddenly losing your best projects are two separate facts. Writing them down as two separate facts, with dates, is what makes the connection between them visible later if it needs to be.”
WorkRightsIndiaQuick Reference: The Escalation Path
| Step | What to Do |
|---|---|
| 1. Document | Specific, dated observations, with photos or videos where possible |
| 2. Report internally | A written report to your manager, HR, or designated safety officer |
| 3. Follow up | Request a specific response and timeline if there’s no action |
| 4. Escalate externally | Your state Labour Department or relevant authority, with your documentation |
| 5. Track retaliation separately | Document any change in treatment following your complaint, with dates |
What to Do Right Now
- Start documenting the specific hazard today, with dates and, where reasonably possible, photos or videos.
- Raise it in writing internally first, giving your company a fair, documented opportunity to address it.
- Keep your documentation organised, in case you need to escalate beyond your company at any point.
The One Line to Remember
A safety concern raised informally and verbally is easy for a company to forget or dismiss. The same concern, documented in writing with specific dates, is significantly harder to ignore — and that difference is entirely within your control.
This article is for informational purposes only and does not constitute legal advice. The Occupational Safety, Health and Working Conditions Code, 2020 and its Rules are subject to ongoing state-level implementation, and specific applicability varies by establishment size, sector, and location. For advice specific to your situation, consult your HR department, a qualified employment lawyer, or your state Labour Department directly.