New Labour Codes May Increase Women's Workforce Participation

By: WE staff | Monday, 15 December 2025

• Four new labor codes have come into effect on November 21, 2025
• The codes have a goal of making work safer, more secure, and accessible
• They can have a positive impact on getting more women into employment

The four newly notified labor codes, which will came into effect from November 21, 2025, have the potential of greatly increasing women’s participation in the labor force, making employment more safe and accessible, according to an online white paper launched by the All India Organisation of Employers in association with law firm Shardul Amarchand Mangaldas.

Titled “Breaking the Glass Ceiling: How the Labour Codes Enhance Women’s Participation in the Indian Working Population,” this white paper stated that "Today, the social fabric in India continues to transform, which is evident in the increasing percentage of female participation in the workforce from 23.3 percent in 2017-18 to 41.7 percent in 2023-24.”

Such progress has been aided by gender-specific laws such as "Maternity Benefit Act, 1961," and "Sexual Harassment of Women at Workplace Act, 2013," and government programs such as "Mission Shakti," "NAVYA," and "WISE-KIRAN."

The article emphasized that these labor codes represent an update in Indian employment laws because they provide a simpler system by consolidating a set of old laws into a single, coherent system.

The topic is especially important among women because these amendments will make working environments safer and more predictable in terms of social security coverage.

A key result of the Codes is how they could facilitate women's participation in the workforce across sectors by making employment sustainable and secure, rather than merely creating new job avenues.

Under the Social Security Code, 2020, the maternity protections remain strong, with 26 weeks of paid leave for eligible employees and 12 weeks for adoptive and commissioning mothers.

Additional measures provide nursing breaks, medical support, and simplified documentation requirements for pregnancy and childbearing in order to alleviate some of the more frequent economic and health challenges that force women to leave the workforce permanently.

The white paper also cited the extension of Employees’ State Insurance to all industries and districts, including plantations, which employ large numbers of women.

The inclusion of gig and platform workers under the social security framework was a welcome move for women who need flexibility in their work to take care of responsibilities related to caregiving.

The Occupational Safety, Health and Working Conditions Code permit women to work in all the establishments, sectors, and night shifts with consent and proper safety measures.

As such, this has been viewed as a game-changing provision that will help bring down barriers in front of women's earnings and career advancement in IT, healthcare, aviation, logistics, etc.

While the white paper highlighted the potential for such reforms, it nevertheless emphasized the fact that no legislation alone brings about a change.

Its actual impact will be critically dependent on how employers implement the legislation effectively, how the market responds, and how efficiently supporting institutions operate.