Srinagar, 27 Nov: India’s new Labour Codes introduce a wide set of reforms aimed at improving the safety, equality and participation of women in the workforce, with enhanced maternity benefits, stronger protections against discrimination, expanded work opportunities and increased representation in decision-making bodies.
According to the Ministry of Labour and Employment, the reforms modernise workplace regulations and create a more inclusive environment as women continue to make up a growing share of India’s workforce.
Stronger Representation in Workplace Committees
Under the Industrial Relations Code, 2020, establishments must ensure women are represented in grievance redressal committees (GRCs) in proportion to their presence in the workforce. Officials say this measure is intended to strengthen women’s voice in resolving workplace disputes and improve sensitivity in handling issues such as safety, harassment and maternity-related concerns.
Expanded Maternity Benefits and Flexible Work Options
The Code on Social Security retains and strengthens maternity entitlements. Women who have worked at least 80 days in the preceding 12 months are eligible for 26 weeks of paid maternity leave, with 8 weeks available before delivery. Adoptive and commissioning mothers are also entitled to 12 weeks of benefits.
Women may additionally request work-from-home arrangements after maternity leave, where the nature of work permits and subject to mutual agreement with employers.
Certification requirements for pregnancy and related conditions have been simplified, allowing ASHAs, auxiliary nurses and midwives — in addition to registered medical practitioners — to issue necessary forms.
Women are also entitled to a medical bonus of ₹3,500 if employers do not provide free pre- and post-natal care. Nursing mothers must be allowed two breaks per day until the child turns 15 months old.
Crèche Facilities for Working Mothers
Establishments with 50 or more workers must provide crèche facilities, either independently or jointly. Women employees are permitted up to four daily visits to the crèche, including rest intervals. The provision is part of the Social Security Code and the Occupational Safety, Health and Working Conditions Code, 2020.
Greater Flexibility and Employment Opportunities
The new Codes allow women to work in all types of establishments, including night shifts, with their consent. Employers must provide adequate safety measures, transportation and facilities. Officials say these provisions are expected to boost female participation in sectors that previously had restrictions on women’s working hours.
Equal Pay and Non-Discrimination
The Code on Wages, 2019 strictly prohibits gender-based discrimination in recruitment, wages and employment conditions. It reinforces the principle of equal pay for equal work, expanding protections to the entire employment cycle and promoting fair treatment of women workers.
Women’s Representation in National and State Advisory Boards
At least one-third of members in both Central and State Advisory Boards must be women. These bodies play a key role in advising on minimum wage decisions and policies aimed at improving women’s employment opportunities.
Building a More Inclusive Workforce
Officials say the combined provisions of the four Labour Codes will enhance women’s safety, inclusion and retention in the workforce by ensuring parity in wages, expanding maternity protections, enabling childcare access and improving representation in policymaking forums.
The reforms, the Ministry notes, aim to support higher female labour force participation across sectors — including those previously considered hazardous — and contribute to a more gender-balanced and resilient labour ecosystem.
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