How the new labour codes give women stronger workplace rights

Rights for women employees under new labour reforms

Under the new labour codes, women will finally get equal pay for equal work, equal opportunities to access better-paying jobs and choose night-shift work with safety protections.

The reforms go further as gender discrimination is explicitly prohibited, women must be represented on grievance redressal committees, and even the definition of “family” for female employees has been expanded to include parents-in-law. Together, these changes mark a decisive shift towards a more inclusive and equitable workplace for women across India.

The government of India has notified that all four labour codes- the Code on Wages, 2019, Industrial Relations Code, 2020; Code on Social Security, 2020; and Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020- would come into effect from 21 November 2025. These codes consolidate and rationalise 29 existing labour laws, modernising India’s labour framework. Among the many reforms, one of the most transformative shifts lies in how the new system strengthens workplace rights and protections for women across sectors.

The Code on Wages makes equal pay for equal work a legal guarantee, removing ambiguity that previously allowed wage gaps to persist across industries. Employers will no longer be able to justify lower wages for women on arbitrary or role-based grounds. A clear legal mandate strengthens accountability and shifts the compliance burden squarely onto organisations.

Another major step is the requirement of women’s representation in workplace grievance redressal committees. This ensures that when issues related to discrimination, harassment, unfair treatment or working conditions arise, women have a formal voice at the table.

"Although industry had anticipated a transition period, the notification makes the implementation immediate. Employers across sectors should therefore promptly assess and align their internal policies, HR practices, and operational processes with the applicable provisions of the Codes. A review of compensation and benefits structures will also be essential, particularly in light of the revised and uniform definition of “wages” under the new framework," Akhil Chandna, Partner, Global People Solutions Leader, Grant Thornton Bharat.

The Code on Social Security introduces other inclusive reforms. For the first time, the definition of “family” for female employees may include parents-in-law, expanding social-security coverage to dependents who often form part of a woman’s caregiving responsibilities. At the same time, the broader social-security net is widened to include gig workers, platform workers and those in unorganised sectors fields where a significant number of women participate but often lack meaningful protections.

Together, these efforts support greater formalisation of the workforce. Mandatory appointment letters, digital records and uniform standards across establishments create a more structured environment that particularly benefits women, who are disproportionately engaged in informal or insecure forms of employment.

However, the impact of these reforms will depend heavily on implementation. "There will be a transition period where the old employment-law regime, or at least some of those legislations, will continue to operate until the relevant rules, regulations and schemes under the Labour Codes are fully in place," said Bishen Jeswant, Partner, Cyril Amarchand Mangaldas.

While this potential duality needs to be better understood and may pose short-term challenges, this could give organisations time to recalibrate their systems and processes. "We will have to wait to see how this new framework evolves, and the transition stage may not be seamless, but there is no doubt that these reforms signal a decisive move towards a unified and progressive labour law regime," adds Jeswant.