From compliance to empowerment: How India’s labour codes are reshaping the workplace for women

India is undergoing a quiet yet transformational labour reform that is set to redefine the future of work for millions of women. These legislative changes converge with growing aspiration for employment opportunities—driven not only by an economic need but also in the pursuit of personal growth, independence, and leadership. Today, women view work more as an avenue of growth, safety, and empowerment rather than mere means of livelihood.

With the new Labour Codes moving away from compliance to active empowerment, the government appears to have endorsed this aspect. These codes that are made effective from November 21, 2025—on wages, industrial relations, social security, and occupational safety—embed gender-sensitive provisions that aim to make workplaces more equitable, inclusive, and future-ready

Complementing this legal overhaul are initiatives such as NAVYA (Nurturing Aspirations through Vocational Training for Young Adolescent Girls), Shram Shakti Niti 2025, the Skill India Digital Hub, and a Women-only Digital Literacy Mission. Together, they reflect a policy vision that sees women not just as beneficiaries, but as drivers of India’s economic growth.

This article explores how the provisions under India’s Labour Codes are not only safeguarding women workers but actively empowering them and the transformative impact these reforms could have on the future of work.

Maternity benefits and childcare support

India has long been recognised for its progressive stance on maternity benefits, with legal protections dating back to the Maternity Benefit Act of 1961. The Code on Social Security, 2020, builds on this foundation by introducing expanded coverage, including 12 weeks of leave for adoptive and commissioning mothers, greater inclusivity, and modern workplace flexibility. It extends benefits to gig and platform workers, formalises work-from-home options, and sets national standards for crèche facilities reflecting a holistic approach to supporting women through motherhood and career continuity for this workforce as well.

Safe night shift employment

For decades, India’s labour laws restricted women from working night shifts, primarily due to safety and social concerns. While well-intentioned, these limited women from exploring their true potential and excluded them from certain sectors that operate round the clock like IT, healthcare, manufacturing, and hospitality. With changing societal perceptions demonstrating increased understanding and acceptance of women’s enhanced role in organisations, it is time to address the limitations within the contours of safety.

A classic example is the Occupational Safety, Health and Working Conditions (OSH) Code, 2020 provision that allows women to work beyond 7 p.m. and before 6 a.m., provided written consent is obtained and robust safety measures are included such as secure transport, CCTV surveillance and grievance redressal mechanisms. This shift reflects a broader policy improvement from protectionism to empowerment, enabling women to access equal opportunities while ensuring their safety remains non-negotiable.

Equal pay, equal opportunity

According to the Global Gender Gap Index 2024 released by the World Economic Forum, India ranks 129th out of 146 countries. This ranking underscores the urgent need for robust and enforceable legislation to ensure equal pay without discrimination.

The Code on Wages, 2019 addresses this challenge by reinforcing the principle of equal pay for equal work, explicitly prohibiting gender-based discrimination in recruitment, wage structures, and in employment terms. It introduces a uniform definition of wages, reducing the scope for employers to mask disparities through allowances or variable components.

Employers are encouraged to conduct pay-parity audits, adopt gender-neutral job evaluation frameworks, and standardise recruitment processes to eliminate bias. By ensuring equitable compensation and fair hiring practices, the Code empowers women to pursue careers with confidence, knowing that the appraisal of their contributions and evaluation of their performances are gender agnostic.

Representation and leadership

India’s labour framework has progressively acknowledged the importance of women’s representation in workplace governance and dispute resolution. The Industrial Relations Code, 2020 strengthens this by mandating equal representation of women in Grievance Redressal Committees for establishments with 20 or more employees. It also encourages women’s participation in trade unions and advisory bodies, fostering inclusive leadership and policy input.

Fixed-term employees, often women in seasonal or project-based roles, are now entitled to maternity and social security benefits, ensuring parity with permanent staff. This enables the women under a flexible workforce to have enhanced job security and encourages these women to continue in the workforce irrespective of personal breaks.

Women in the gig economy

One of the most notable shifts in the Labour Codes is the formal recognition of gig and platform workers, a category previously absent from legislation. This inclusion is especially relevant to women’s workforce reforms, as many now engage in app-based services, freelance work, and digital platforms for flexible employment.

The Code on Social Security, 2020, defines gig and platform workers and extends maternity and welfare benefits to them through dedicated schemes. By covering this trending and previously overlooked segment, the Code ensures that women outside traditional employment structures are not left behind. It reflects a broader policy intent to make labour protection more inclusive, equitable, and responsive to the changing nature of work especially for women seeking flexibility, autonomy, and economic participation in the digital age.

The road ahead

The government’s draft Shram Shakti Niti 2025 aims to raise women’s labour force participation; this will require not just legal reforms, but systemic changes in boardrooms, factories, and homes. By implementing the Labour Codes, the government has laid a strong foundation for this transformation.

By embedding gender-sensitive provisions across wage, safety, social security, and industrial relations frameworks, the government has also demonstrated a clear commitment to building an equitable and future-ready labour ecosystem.

 (Viswanathan is Executive Director, Deloitte Touche Tohmatsu India LLP; Jagadeesan is Director, Deloitte Touche Tohmatsu India LLP. Views are personal.)