The administration stated on Thursday that the recently introduced labor laws are intended to empower women through improved maternity support, equal pay, and job flexibility.
The introduction of the four combined labor laws earlier this month marked a significant change in the nation’s labor regulation structure.
The 2019 Code on Wages, the 2020 Industrial Relations Code, the 2020 Code on Social Security, and the 2020 Occupational Safety, Health, and Working Conditions Code are the four labor codes.
In addition to offering women equality, maternity benefits, workplace safety, and representation in decision-making bodies, the Codes modernize labor laws.
In addition to protecting women workers’ rights, the reforms increase opportunities by guaranteeing equal treatment and encouraging their involvement in all fields, including hazardous industries and night shifts.
The government stated in an official statement that “the new labor codes mark a significant step towards creating a more inclusive, safe, and enabling work environment for women, who constitute a vital and growing segment of India’s workforce.”
The main advantages offered to women are found in all four labor regulations.
According to the Industrial Relations Code of 2020, women must be adequately represented on the Grievance Redressal Committee (GRC) in accordance to their share of the establishment’s employment. It guarantees that female employees have an equal voice in resolving conflicts at work; their viewpoints aid in addressing problems in a more thorough and considerate manner.
Every female employee who has worked for at least 80 days in the 12 months prior to the anticipated birth is entitled to equal pay during the 26-week maternity leave period under the Social Security Code.
Additionally, a woman who adopts a child under three months of age or who is a commissioning mother—a biological mother who employs surrogacy—is entitled to a 12-week maternity benefit starting on the day of adoption or the day the child is turned over.
Notably, the law offers creche facilities, nursing breaks for nursing mothers, and work from home opportunities.
Additionally, the law has made it possible for women to operate in any form of business.
In support of a “higher female participation in the workforce,” the statement stated that “they may also work at night, that is, before 6 a.m. and beyond 7 p.m., with their consent, and the employer is required to make adequate arrangements for their safety, facilities, and transportation.”
Employers are also required by the 2019 Code on Wages to refrain from discriminating on the basis of gender when it comes to hiring, pay, or working conditions.
According to the statement, “collectively, these measures strengthen women’s economic empowerment and contribute to a more resilient and gender-balanced labor ecosystem.“