As the clock ticks towards a brand-new year, OxBig Mart brings you a treasure trove of exciting deals and discounts to kickstart your 2025 with savings and happiness! From unbeatable discounts to special rewards, we have curated offers you simply cannot resist. Here’s a glimpse of what’s in store for you:

1. Flat Discounts Across All Categories

Enjoy flat 25% off on all products across categories including electronics, home essentials, fashion, and more. Whether you’re looking to upgrade your gadgets or revamp your wardrobe, we’ve got you covered!

2. New Year Exclusive: Extra Cashback

Shop during our New Year Sale and get 10% additional cashback in your OxBig Wallet. Use this cashback on your next purchase or withdraw it directly to your bank account.

3. Special Offers on Books and Courses

For our learners and readers, get up to 50% off on our exclusive stock market trading and forex trading books and courses. Start 2025 with financial wisdom and growth!

4. Bundle Offers for Maximum Savings

Avail special Buy 2, Get 1 Free deals on select categories. Whether it’s clothing, beauty products, or household items, bundle up and save more!

5. Free Shipping on All Orders Above ₹999

No extra charges! Make the most of our free shipping offer on all orders exceeding ₹999.

6. Flash Sales Every Hour

Stay tuned for hourly flash sales offering discounts up to 80% on select items. These deals are fast and fabulous—don’t miss out!

7. Lucky Draw Contest

Every purchase during the New Year Sale automatically enters you into our lucky draw. Win exciting prizes, including smartphones, smartwatches, and shopping vouchers worth up to ₹50,000!

8. Extra Savings with Cryptocurrency Payments

Pay with cryptocurrency and get an additional 5% discount. Save more with our innovative and future-forward payment methods.

Offer Duration

These exclusive New Year offers are valid from December 30, 2024, to January 5, 2025. Don’t miss this chance to grab your favorite products at unbeatable prices.

Shop Now and Save Big!

Visit mart.oxbig.com and make your New Year shopping a delightful experience. Let’s welcome 2025 with joy, savings, and unbeatable deals!

OxBig Mart – Delivering Happiness and Savings, Always!

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

At OxBig Mart, we believe in conducting business with a strong sense of integrity and responsibility. Our commitment to ethical values and support for human rights guides every decision we make, including where we choose to operate. For these reasons, we have decided to suspend our services in Bangladesh and Canada.

Bangladesh: A Stand Against Injustice

Over the years, Bangladesh has faced severe criticism for its treatment of minority Hindu communities. Reports of widespread genocide, violence, and persecution against Hindus have raised alarms globally. These actions are not only a violation of human rights but also an affront to the values of equality and respect that we hold dear at OxBig Mart.

As an organization, we cannot in good conscience provide services in a region where such atrocities persist. Our decision reflects our solidarity with the affected communities and our commitment to standing against injustice.

Canada: A Response to Anti-India Sentiments

Canada, in recent times, has displayed increasing hostility toward India through political rhetoric and actions. The rise of anti-India sentiment and support for separatist movements have strained the relationship between the two nations. As a proud Indian company, OxBig Mart stands firmly against any form of divisive politics or actions that undermine India’s sovereignty.

In light of these developments, we have chosen to halt our services in Canada as a statement of protest and to align with the sentiments of our fellow citizens.

Our Values and Commitment

OxBig Mart operates with a core belief in promoting harmony, equality, and respect across the regions we serve. By suspending services in Bangladesh and Canada, we reaffirm our commitment to these principles and ensure that our business practices align with our moral and ethical values.

A Message to Our Customers

While we regret any inconvenience caused to customers in these regions, we hope you understand the importance of this decision. Our stance is a reflection of our dedication to justice and human rights.

For our valued customers in other regions, we remain committed to providing you with the best products and services, ensuring quality, affordability, and convenience.

OxBig Mart: Standing Strong for Justice and Values

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.

The average human brain and body will do better with six months of leave. However, is your human brain and body being paid for that time away? And, even if so, is your employer (and are your colleagues) supportive of six months in a culture that, by law, has normalized 12 unpaid weeks as “enough?” These are big questions to consider, and I’d be irresponsible to share the basic research without also telling you to think about how these other bias-driven factors may make things hard all the same.

So, if the financial piece of the puzzle is okay for you, but you’re in a workplace where the thought of six months makes people do a weird thing with their face when you say it, I encourage you to do three things:

1) Read up and internalize all of the good data and research that backs up 6+ months so you can broadcast that message to any doubters and see it as a strength to push things toward what’s right and fair for all (this report from Brigid Schulte and team at New America is loaded with compelling evidence).

2) Talk about your future at your employer—projects that are on the horizon for after your leave, your long-term career growth—so that people see, obviously, that you’re committed to staying.

3) Insist that your partner also take some leave. I know you’re thinking, but if I have six months do they even need leave? Yes. Because if they don’t have it, the gap between their non leave and your humane six months could set you up for uneven co-parenting for the long haul. By six months, trust me, you will be really good at the baby stuff, and if your partner isn’t as well, you risk becoming the default primary parent, which makes going back to work (or just arm wrestling over who’s staying home when the daycare floods) much, much harder.