Examining the Efficacy of Labour Laws in Promoting Gender Equality for Female Workers in India

Abstract

The robust role of business laws as a tool of social and financial justice has been verified by the jurisprudence of monetary improvement. The achievement of socioeconomic goals set out by the legislator is referred to as social justice. The foundation of the equality of women workers is financial stability. Female employees had long faced discrimination in the workplace, and it was believed that even judges could no longer fulfil the goal of gender equality. If we genuinely want to improve the reputation of female employees, we must give them prominent, broad jobs. Since women and adult men vary biologically, equality in this context refers to playing an equal part in considering this condition; yet, a difference in the time period of pay constitutes discrimination. Several legislative measures aimed at addressing the issue were enacted, including the Equal Remuneration Act of 1976, the Maternity Benefit Act of 1961, and the Amendment Act of 2017, focusing specifically on seasoned female workers. Furthermore, the Indian Constitution mandated that the State provide unique laws for their benefit. The Indian Constitution's articles 14, 15, 16, and 21 have been interpreted by the Supreme Court with the intention of ensuring gender fairness and a zero-discrimination policy in employment-related concerns. This research paper addresses the labour laws' provisions pertaining to female workers and how they provide and uphold socioeconomic justice and equality in order to preserve people's dignity and elevate societal standards.