Synopsis: India’s new labour codes extend social security protections to gig, platform, and unorganised workers for the first time, while significantly boosting maternity and workplace benefits for women. The reforms aim to create an inclusive, flexible, and modern workforce.
India has taken a major leap toward inclusive labour reform with the implementation of the four consolidated labour codes—Code on Wages (2019), Industrial Relations Code (2020), Code on Social Security (2020), and the Occupational Safety, Health and Working Conditions Code (2020). These sweeping changes promise stronger protections for gig workers and groundbreaking rights for women in the workforce.
Gig & Platform Workers Recognised for the First Time
In a historic move, the Code on Social Security, 2020 formally recognises India’s growing ecosystem of gig and platform workers. Under Sections 113 and 114, social security benefits—previously inaccessible to workers in the unorganised sector—are now extended to:
- Gig workers
- Platform workers
- Unorganised workers
A Social Security Fund has been established specifically for their welfare, offering life insurance, disability cover, health and maternity benefits, provident fund options, and more.
A National Social Security Board will advise on tailored schemes to ensure continued protection for these workers, marking a transformative shift in India's labour welfare landscape.
EPFO & ESIC Coverage Expanded Nationwide
The social security framework has been overhauled to cover more establishments and workers than ever before. The nine earlier social security acts have now been merged into a single unified code, ensuring universal social protection across organised, unorganised, gig, and platform sectors.
Stronger Rights & Flexibility for Women
Women workers stand to benefit enormously under the new labour codes, which include:
1. 26 Weeks of Paid Maternity Leave
Women who have worked for at least 80 days in the 12 months preceding their expected delivery are eligible for fully paid maternity leave of up to 26 weeks.
2. Maternity Benefits for Adoptive & Commissioning Mothers
Women adopting a child below 3 months of age and commissioning mothers via surrogacy are entitled to 12 weeks of maternity leave.
3. Work-From-Home Provision
To ease the transition back to work after childbirth, the new law allows women to work from home if the job permits and if mutually agreed upon with the employer.
4. Nursing Breaks
Women returning from maternity leave are entitled to two nursing breaks per day until their child turns 15 months old.
5. Crèche Facilities (Gender-Neutral)
Every establishment with 50 or more employees must provide a crèche facility within a prescribed distance. This requirement is now gender-neutral, benefiting all parents.
Modern, Transparent Labour Governance
Beyond worker protections, the labour codes encourage ease of doing business through:
- Digital record-keeping
- Decriminalisation of several offences
- Compounding of violations
- A tech-driven Inspector-cum-Facilitator system
These reforms aim to create a fairer, safer, and more efficient work environment while supporting India’s expanding workforce.
India’s revamped labour framework marks a significant step toward balancing employee welfare with economic growth—empowering gig workers and strengthening women’s participation across industries.
Disclaimer: This article summarises policy changes based on official government statements. Implementation timelines and specific rules may vary across states and sectors.
