From 1970 To 2025: Why Private Members’ Bills Rarely Become Law In India

Last Updated:December 10, 2025, 14:25 IST

The Winter session of Parliament, Supriya Sule introduced a proposed the Bill of 'Right To Disconnect' in the Lok Sabha which felt unusually in sync with the lives of millions

Parliament Winter Session Day 8: Debate on SIR to continue.

India’s labour landscape is buzzing with talk of burnout, overwork and “always-on" expectations. Yet the most serious attempt to limit after-hours work didn’t come from the government. It came from a single MP a private member pushing a legislative proposal most expect will go nowhere. That contrast makes the introduction of the Right to Disconnect Bill, 2025 as dramatic as it is symbolic.

On 6 December 2025, during the Winter Session of Parliament, Supriya Sule, a Member of Parliament from the Nationalist Congress Party (NCP) submitted a Private Member’s Bill that would give workers the legal right to “disconnect" from work after office hours or on holidays. The Bill also calls for setting up an Employees’ Welfare Authority to enforce these protections.

It seems like a timely intervention but as every student of Indian legislative history knows Private Member’s Bills rarely become law. In fact, none has passed both houses of Parliament since 1970. To understand what the introduction of this Bill truly means, it’s worth stepping back and asking the basic questions that many readers instinctively have.

Who Is A ‘Private Member’ Of Parliament?

In the simplest terms, a private member is any Member of Parliament who is not a minister. That includes MPs from the ruling party if they do not hold a Cabinet, Minister of State or Deputy Minister position. Once an MP joins the Executive, they cease to be a private member and can only introduce government bills.

Everyone else whether from the Opposition or the treasury benches is considered a private member. This distinction, though simple on paper, underpins the entire logic of Private Members’ Bills. They offer MPs outside the Executive a way to introduce legislative ideas without needing the government’s sponsorship.

What Is A Private Member’s Bill?

A Private Member’s Bill is any legislative proposal introduced by a private member rather than a minister. India’s Constitution allows any MP to propose a law, but PMBs have traditionally served a different purpose from government-backed bills.

Where PMBs differ is not in procedure, but in practical reality. They are allotted time only on Fridays. MPs can introduce at most three notices per session. And the government controls the legislative calendar, meaning private members rarely receive enough debate time for their proposal to move forward.

How Do Private Members’ Bills Differ From Public Bills?

Have Any Private Members’ Bills Ever Become Law?

Only 14 Private Members’ Bills have ever become Acts since independence. Some notable examples include:

• The Muslim Wakfs Act, 1954, introduced in 1952 by Syed Mohammed Ahmed Kasmi.
• The Parliamentary Proceedings (Protection of Publication) Act, 1956, introduced by Feroze Gandhi, which strengthened press freedom.
• The Orphanages and Other Charitable Homes (Supervision and Control) Act, 1960, from a Rajya Sabha MP.
• The Supreme Court (Enlargement of Criminal Appellate Jurisdiction) Act, 1970, the last PMB ever passed.

The last entry is the most important. Since 1970 almost 55 years, no Private Member’s Bill has cleared both Houses of Parliament and received Presidential assent. Hundreds have been introduced, debated or withdrawn, but none have crossed the finish line.

Who Introduced The Right to Disconnect Bill in The Parliament?

Supriya Sule, a senior NCP leader and three-term MP, has often raised issues related to labour welfare, gender, digital rights and work culture. Her Bill responds to a problem that nearly every white-collar worker in India recognizes, the disappearance of after-hours boundaries. The Bill argues that:

• Employees should not be required to answer official communication beyond work hours.
• Workers should have the right to digital disengagement.
• Employers must create clear after-hours policies.
• A dedicated authority should oversee compliance and grievances.

It is introduced at a time when workforce trends are shifting quickly more remote and hybrid work, longer digital engagement, increased burnout and rising mental-health concerns. A 2024 NASSCOM survey found that over 80% of employees felt pressure to reply to work messages after hours, while LinkedIn’s workforce confidence index flagged sustained burnout indicators throughout 2024–25.

News india From 1970 To 2025: Why Private Members’ Bills Rarely Become Law In India