The highly anticipated labour code has unveiled some significant policies to ensure better safety and inclusivity of women at work. The code doesn’t just focus on ensuring equal participation of women at the workplace, but also focuses on ensuring better work-life standards under the OSH Code (Occupational, Safety, Health and Working Conditions Code) – 2020, for both organised and unorganised sectors.
From maternity policies to financial benefits, the labour ministry has designed an entire framework to build healthy workplaces to boost the participation of women in the Indian workforce.
The Maternity Benefit Act 1961 was amended in 2017 to increase the paid Maternity leave for women workers from 12 to 26 weeks for the first two children, 12 weeks for subsequent children, adoptive mothers, or commissioning mothers, and 2 weeks for tubectomy operations.
Changes and additions made in 2025
- The government has now mandated a creche facility in all establishments with 50 or more workers.
- The new law is also going to extend support to mothers with miscarriage with six weeks of paid leave.
- The new code has added provisions for remote working after the period of leave upon mutual agreement between the employer and the employee.
This is not only expected to be a significant shift for women who consider a career break for maternity, but also is an empowering policy for single mothers and sole breadwinners.
Legalising Night Shifts for Women – Some of the old regulations, such as the Factory Act 1948, the Mines Act 1952, and state-specific Shops & Establishments Act, mentioned that women wouldn’t be allowed to work between 7 PM and 6 AM, except in industries like IT, medical, etc.
Changes and additions made in 2025
- With the latest amendments, women in any industry will be allowed to work on the night shifts, but only with their written consent.
- Earlier, the regulations around making arrangements for women to work on the night shifts varied from state to state. However, the new code mandates all the companies to offer services such as transport, installation of CCTV cameras, security guards and functional internal complaint committees.
As a result, the onus is now clearly on the employer to ensure the safety and dignity of women workers during night shifts, from the workplace premises to their doorstep.
AdvantageClub.ai’s Chief Operating Officer and Co-founder, Smiti Bhatt Deorah, said, “These policies will remove a lot of invisible stress for women. If a woman knows that she will be treated fairly, paid equally, and can work in any shift, she can just focus on her work without worrying about factors like pay equity and employability.”
However, breaking stereotypes has always been a big challenge for a country like India. Companies must ensure that these policies do not remain mere statements on paper but are genuinely implemented across all levels of the organisation. Effective enforcement is essential to create a workplace where women feel protected, valued, and treated fairly. As a significant measure, the government has mandated equal pay for all genders.
Pay Parity- Code on Wages, 2019, firmly establishes the principle of equal pay for equal work for every gender, including transgender persons. This closes the loopholes that earlier allowed wage disparities to continue despite older laws like the Equal Remuneration Act, 1976.
Changes and additions made in 2025
- Employers are now expressly barred from treating candidates or employees differently based on gender when it comes to hiring, pay decisions or working conditions for comparable roles.
- The new labour framework mandates women’s representation on grievance redressal committees and advisory boards, ensuring their inclusion in decision-making and conflict resolution.
This calls for firms to maintain strict and continuous oversight to identify and eliminate any form of bias, whether subtle or overt. This includes monitoring hiring practices, work allocation, grievance redressal systems, and career advancement opportunities. By doing so, organisations can ensure that the labour codes truly translate into meaningful change and contribute to a more equitable, transparent, and supportive working environment for women.
Further, the inclusion of mandating women’s presence in grievance committees strengthens support systems at work; ensuring women receive fair representation, broader benefits and a safer, more responsive workplace environment.
According to Deorah, the companies need to make sure that performance reviews, promotions, rewards and tough conversations are handled in the same way for men and women. “As leaders, we also have to watch our own behaviour in meetings: who we listen to, who we mentor, and who we give tough projects to. Culture is built in these small, daily choices. Performance and culture-fit should be the deciding factor for career growth, not your gender,” she added.
Expanding ‘family’ definition: The Code on Social Security, 2020, broadens the scope of social security benefits by updating the definition of “family” for female employees.
Changes and additions made in 2025
- Female employees can now include their dependent parents-in-law in their family definition for availing social security benefits, such as those under the Employees’ State Insurance Corporation (ESIC) schemes.
- This amendment aims to provide a stronger support system and financial security, acknowledging the shared caregiving responsibilities often undertaken by women in joint family structures.
On this, Lakshmi Rai, Founder, The Wish House, Good Things Ahead Foundation, said, “Expanding the family definition for the benefits may sound like a small change, but it’s actually a huge relief for many working women who often had to choose between parents and parents-in-law.”
She further added that for most married people, both sets of parents need care at different stages, and expanding the family definition finally allows women to live a guilt-free professional life, knowing their reality is acknowledged and supported.
Interestingly, these reforms come just days after the Karnataka government announced an upskilling programme for 1,000 women to prepare them for global tech leadership roles—part of a growing push to rebalance gender representation in senior positions.
The new labour codes may not dismantle workplace inequality overnight, but they mark a decisive step toward a more equitable professional landscape. The challenge now lies with employers: to convert policy into practice, and intention into impact.
