The Government of India (GoI) on November 27, 2025, notified regarding the women empowerment with Greater Safety, Equality, and Workplace Flexibility under the New Labour Codes.
Women constitute a vital and growing segment of India’s workforce, and the new Labour Codes mark a significant step towards creating a more inclusive, safe, and enabling work environment for them.
With progressive provisions on equality, maternity benefits, workplace safety, and representation in decision-making bodies, the Codes modernise labour regulations to meet the needs of today’s economy. These reforms not only safeguard the rights of women workers but also expand opportunities by ensuring equal treatment, and supporting their participation across all sectors, including night shifts and hazardous industries. Together, these measures strengthen women’s economic empowerment and contribute to a more resilient and gender-balanced labour ecosystem.
The following key provisions has been discussed:
• Maternity Benefits
As per the Code on Social Security, to be eligible for maternity benefits, a woman must have worked in an establishment for at least 80 days in the 12 months immediately preceding the expected delivery. Eligible women receive maternity benefit equal to their average daily wages for the duration of the leave. The maximum period of maternity leave is 26 weeks, of which up to 8 weeks may be taken before the expected date of delivery. Additionally, a woman who legally adopts a child below three months of age, or a “commissioning mother” (a biological mother who uses surrogacy), is entitled to 12 weeks of maternity benefit from the date of adoption or from the date the child is handed over.
• Work from home
In case the work assigned to a woman is of such a nature that she may work from home, the employer may allow her to do so, after availing of the maternity benefit for such period and on such conditions as the employer and the woman may mutually agree.
• Medical bonus
If the employer does not provide free pre-natal confinement & post-natal care, the woman is entitled to a medical bonus of ₹3,500.
• Provision of Nursing breaks
After resuming duty post-childbirth, a woman is entitled to two breaks during her daily work for nursing the child until the child attains the age of 15 months.
• Crèche facility
In every establishment where 50 or more workers are employed, there must be a crèche facility either separate or common within a prescribed distance. The employer must allow four visits a day by the woman to the crèche which includes the rest intervals.
This provision—under Code on Social Security and Occupational Safety, Health and Working Conditions, 2020—supports working women with children below the age of 6 years. Crèche facilities support working mothers by enabling childcare at the workplace, helping women balance work and family.
• Women’s Representation on Advisory Boards
One-third members in the Central/State Advisory Board shall be women. Central/State Advisory Board shall give advice on fixation or revision of minimum wages, providing increasing employment opportunities for women, the extent to which women may be employed in such establishments or employments. This ensures women’s voices in policy-making, leading to more inclusive and balanced employment policies. It helps design policies that increase employment opportunities for women, promoting gender equality in the labour market.
[Release ID: 2195247]
