HR experts fear that without adequate logistical and infrastructural support, some of these provisions may end up as mere box-ticking exercises
While the recently introduced labour laws have, for the first time, prohibited gender disparity in the workplace and given statutory backing to the principle of ‘equal pay for equal work’, labour and HR experts say that substantial groundwork is required from employers to make these rules truly implementable. They fear that without adequate logistical and infrastructural support, some of these provisions may end up as mere box-ticking exercises.
“Employers may consider going beyond compliance checklists and embed gender-sensitive practices into workplace design. This includes revising HR policies to factor in ‘equal pay for equal work’ and eliminating bias in recruitment and promotion. For night-shift roles, employers are legally obligated to provide secure transportation, CCTV surveillance, and obtain written consent from women employees,” said Sonu Iyer, National Leader, People Advisory Services – Tax, EY India.
The law mandates that employers ensure women have equal opportunities to earn higher incomes, including access to high-paying jobs. A key change is the removal of long-standing restrictions on women’s employment in night shifts and high-risk occupations. However, experts point out that this will be feasible only if employers invest in infrastructure upgrades such as well-lit premises, functional restrooms, and...
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