Need for National Student Work Policy: Safeguarding students working off and on campus

The Hindu

21-05-2025

As India's higher education sector grows alongside its largely unaccounted informal economy, formalizing student employment both within and beyond campuses to safeguard student workers' rights has become a national imperative. A policy that emphasizes on the key aspects of student employment is a requirement.
Here's an outline of the policy that starts with key rights and responsibilities of student workers (SWs). Then, within a set of sections, the key areas that such a policy should leverage to safeguard student interests are outlined. It is important to clarify that the primary objective here is directed toward student workers (SWs) operating outside the campus and focuses on the student side of the market.
This is because most of the arrangements made for out-campus employment can be easily applied within campus. The scope for intervention of such a policy is much larger for out-campus than in-campus.
The University Grants Commission has the Earn While You Learn scheme paying around ₹4,000 (max.) to students working within campus and a few rules too. But there is a need for a comprehensive policy.
Below is just an outline. Further deliberations are needed to address the protection of employer interests and define the roles of other prospective stakeholders. Embedding the symbolism of students' learning and earning in Indian society is neither new nor particularly difficult. However, proposing a nationwide policy to safeguard their future is a more complex challenge.
Rights and responsibilities
Under the National Student Work Policy, SWs shall have the following rights:
1. The right to a workplace free from harassment, discrimination, and unfair treatment;
2. The right to timely and complete payment for all hours worked, in accordance with applicable wage laws;
3. The right to a work schedule that does not interfere with academic responsibilities;
4. The right to confidentiality regarding academic records and employment details;
5. The right to report workplace concerns without facing retaliation;
6. The right to a safe and hazard-free work environment;
7. The right to receive funded proper training and guidance for assigned job duties;
8. The right to access formal grievance procedures and fair conflict resolution mechanisms.
9. The right to express political and societal issues without impacting their employment outcomes.
Student workers' responsibilities
In addition to the rights granted, student employees shall adhere to the following responsibilities:
1. Punctuality and Attendance
- Arrive at work on time as agreed upon with the supervisor.
- Notify the supervisor at the earliest possible time in case of absence due to illness or emergencies.
2. Work Performance & Professional Conduct
- Perform assigned duties diligently and meet departmental expectations during work hours.
- Refrain from engaging in personal activities (e.g., studying, unofficial tasks) while on duty.
- Use office supplies, equipment, and resources strictly for work-related purposes.
3. Commitment to Employment Terms
- Fulfill work obligations until the agreed-upon end of the semester or employment period.
- Continue work during academic breaks if required by the supervisor.
- Provide at least two weeks' advance notice before voluntarily terminating employment.
4. Confidentiality & Compliance
- Maintain confidentiality as required by the department.
- Follow all directives from supervisors and comply with office policies, dress codes, and procedural guidelines.
5. Workplace Regulations
- Prohibit visitors during work hours and enforce this restriction when necessary.
Institutional Work Study Program (IWSP) Requirements
All Higher Education Institutions (HEIs) are mandated to establish an Institutional Work Study Program (IWSP) with clearly defined characteristics, objectives, operational rules, and designated personnel responsible for its administration. Students seeking to participate as Student Workers (SWs) must formally apply and enrol through this program.
Placement decisions should be made by the Office of Employment Services (OES) based on available opportunities and institutional capacity. All SW positions, whether on-campus or off-campus, must be officially posted through the OES to ensure transparency and equal access.
Office of Employment Services (OES) Structure and Functions
Each HEI shall maintain an Office of Employment Services (OES) to serve as the central coordinating body between students, academic institutions, and employers. The OES will be responsible for managing the entire student employment ecosystem, including but not limited to job postings, placement coordination, and legal representation of SWs.
In cases where students undertake voluntary assignments, they must formally connect their employers with the OES for proper documentation and oversight. The OES shall also facilitate the assignment of supervisors to SW groups to ensure proper mediation with Student Employer Organizations (SEOs). Where necessary, an ombudsman shall be appointed to handle disputes and ensure mediation services are available when required.
Employment Terms and Conditions
Student Workers may hold multiple employment positions provided their cumulative working hours do not exceed reasonable limits. Any mandatory training required for a job assignment must be compensated; employers shall reimburse training period salaries upon completion of one month of service.
The minimum age for post-matriculation employment shall be set at 16 years, with a standard weekly limit of 21 working hours (approximately 3 hours per day) unless the SW provides informed consent for additional hours. During academic breaks, SWs may work up to 40 hours or more if mutually agreed upon. Students shall retain the autonomy to select their work schedules, subject to biennial reviews to ensure alignment with academic commitments.
Work Hour Protections and Leave Policies
All student employment must be part-time and temporary in nature. Under no circumstances shall SWs be compelled to work beyond stipulated hours without their explicit consent. During examination periods or documented personal emergencies, SWs shall be entitled to reasonable accommodations, including paid leave options that may be subsidized through government support programs.
Anti-Discrimination and Workplace Safeguards
All SEOs must enter into formal agreements affirming their compliance with anti-discrimination laws and policies against sexual harassment. The OES at each HEI is responsible for enforcing these protections and ensuring they extend to all prospective and current SWs. Students shall be protected from arbitrary termination of employment contracts and from any unjust freezing of their SW status at their home institutions.
Grievance Redressal and Dispute Resolution
A dedicated grievance redressal committee comprising representatives from SEOs, HEIs, and legal experts shall be established to address student complaints. This committee shall convene monthly to review and resolve submitted grievances. Payment-related disputes shall be prioritized, and SWs must receive their wages on a monthly basis without unreasonable delays or withholdings. Termination procedures involving SWs shall follow a structured escalation process, beginning with verbal warnings, progressing to written notices, and culminating in termination only as a last resort.
Lastly, the wage rate for social workers (SWs) should be determined in accordance with existing wage laws that set sector-specific hourly rates. While several guidelines already exist under internship programs and the University Grants Commission's 'Earn While You Learn' scheme, we advocate for a national-level action plan aimed at protecting SWs from exploitation. This proposal should be recognized as a marker of the growing prevalence of off-campus employment among SWs, underscoring the need for greater attention to support and encourage student participation in the labour force.
(The author of this outline is a senior research fellow at the Centre for Economic Studies & Policy, Institute for Social & Economic Change)
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