The Ministry of Labour & Employment issued a notification regarding Supporting Women Across Economic Sectors on 1st August 2024. With a focus on fair remuneration, safe working conditions, and comprehensive benefits, the government has enacted several key legislations to ensure women’s empowerment and welfare in the workplace.
Key points include the following:
Equal Remuneration Act, 1976: Ensuring Fair Pay
One of the cornerstone legislations is the Equal Remuneration Act, 1976. This act mandates equal pay for men and women performing the same or similar work. It aims to eliminate gender-based discrimination in wage payments, ensuring that women receive fair compensation for their contributions. The act also extends its protection to recruitment processes, promotions, training, and transfers, fostering an inclusive and equitable workplace environment.
Minimum Wages Act, 1948 and Payment of Wages Act, 1936: Safeguarding Earnings
The Minimum Wages Act, 1948, and the Payment of Wages Act, 1936, further bolster financial security for women workers. These acts set the minimum wage standards and ensure timely payment of wages to all workers, regardless of gender. By upholding these standards, the government ensures that women receive their due earnings without delay, contributing to their economic stability.
Maternity Benefit Act, 1961 (Amended in 2017): Supporting Working Mothers
The Maternity Benefit Act, 1961, underwent a significant amendment in 2017, reflecting the government’s commitment to supporting working mothers. Key provisions include:
- Extended Paid Maternity Leave: Paid maternity leave has been increased from 12 weeks to 26 weeks, allowing mothers to care for their newborns without financial strain.
- Crèche Facilities: Establishments with 50 or more employees are required to provide crèche facilities, supporting mothers with young children.
- Work-from-Home Option: Depending on the nature of work, women can mutually agree with their employers to work from home, providing flexibility during the post-maternity period.
Mines Act, 1952: Enhancing Safety in Mining
Recognizing the need for gender inclusion in all sectors, the Mines Act, 1952, has been updated to allow the employment of women in mining operations. Specific provisions include:
- Aboveground Mines: Women can work in aboveground mines, including opencast workings, between 7 pm and 6 am.
- Underground Mines: Women can be employed in underground mines between 6 am and 7 pm for technical, supervisory, and managerial roles, provided they give written consent.
- Safety Measures: Adequate facilities and safeguards must be in place to ensure occupational safety, security, and health for women workers in the mining sector.
The Ministry of Labour & Employment’s proactive approach in enacting and amending these laws underscores its commitment to creating a gender-inclusive workforce.
