[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":174,"in_subsite":56,"contact_page_url":7,"banner_message":175},1122,"fair-treatment","Fair Treatment",null,"","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_IN","2025-07-28T17:04:53.288093+00:00","2026-04-08T17:57:45.716196+00:00","\u002Fcms\u002Fpages\u002F1122\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"India","en-in",{"title":20,"slug":21},"Work in India","work-in-india",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Work Discrimination, Fair Treatment - India","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-28T19:04:53.288093+02:00","2026-04-08T19:57:45.864355+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-14\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Ch3>\u003Cspan style=\"color: #339966;\">Note: Upcoming Labour Legislation in India\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>In 2020, the Indian Parliament combined 25 labour laws into three codes, i.e., the Social Security Code, the Code on Industrial Relations and the Code on Occupational Safety, Health and Working Conditions. Enacted in 2019, the Code on Wages also amalgamated four relevant labour laws.\u003C\u002Fp>\n\u003Cp>The four new Labour Codes were supposed to be effective from 01 April 2021. However, considering the rise in COVID cases and the potential impact of the new Codes on per-employee costs for enterprises, the Government delayed their implementation to a future date. The Central and State Governments have been working on rules under these Codes. The new legal provisions will be effective only once notified.\u003C\u002Fp>\n\u003Cp class=\"gmail_default\">__________________________________________\u003C\u002Fp>\n\n\u003Cp class=\"gmail_default\">\u003Cspan style=\"color: #339966;\">\u003Cstrong>Currently Applicable Provisions \u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Equal Remuneration Act, 1976 requires employers to pay equal remuneration to workers for same work or work of a similar nature without any discrimination on the basis of sex.\u003C\u002Fp>\n\u003Cp>The Act requires every employer not to pay to any worker the remuneration (payable in cash or in kind) at rates less favourable than those at which remuneration is paid by him to the workers of the opposite sex for performing the same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>Law further obligates employers not to reduce the rate of remuneration of any worker for the purpose of complying with the provision of equal pay for same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>Law further obligates employers not to reduce the rate of remuneration of any worker for the purpose of complying with the provision of equal pay for same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>The Wage Code also prohibits gender discrimination in matters related to wages and recruitment of employees for the same work or work of similar nature. Work of a similar nature is defined as work for which the skill, effort, experience, and responsibility required are the same.  Employers are prohibited from reducing the wages of a worker on the grounds of gender or discrimination in recruitment except in cases where employment of women is restricted or prohibited under the law. \u003C\u002Fp>\n\u003Cp>Source: §4 of the Equal Remuneration Act 1976\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Equal Pay Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#EqualPayAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Equal Pay in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayMaharashtra\">\u003Cspan style=\"color: #800080;\">Equal Pay in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayKarnataka\">\u003Cspan style=\"color: #800080;\">Equal Pay in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayUttarPradesh\">\u003Cspan style=\"color: #800080;\">Equal Pay in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Compounding - \u003Cem>Giving an offender the opportunity to pay in lieu of prosecution, thereby avoiding prolonged litigation\u003C\u002Fem>.\u003C\u002Fp>\n\u003Cp>The Uttar Pradesh State Government has made an amendment to the Equal Remuneration Act, 1976. It has allowed a competent state authority to compound offences that have a fine only, or imprisonment up to a month, or both. This can be done on the application of the accused. In order for the same, the accused has to pay a compounding fee (50% of fine) in addition to the fine.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source:\u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup879.htm#0\">Equal Remuneration (Uttar Pradesh Amendment) Act, 2017\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \n \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayRajasthan\">\u003Cspan style=\"color: #800080;\">Equal Pay in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayTamilNadu\">\u003Cspan style=\"color: #800080;\">Equal Pay in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayGujarat\">\u003Cspan style=\"color: #800080;\">Equal Pay Regulations in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No woman worker should be discriminated against in the matter of wages.\u003C\u002Fp>\n\u003Cp>Source: Section 13, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayWestBengal\">\u003Cspan style=\"color: #800080;\">Equal Pay in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>The Constitution of India guarantees equality and prohibits discrimination on grounds of religion, race, caste, sex, birthplace, residence or any of them.\u003C\u002Fp>\n\u003Cp>The Constitution guarantees equality of opportunity for all citizens in matters relating to employment or appointment to any office under the State.__ __No citizen can, on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them, be ineligible for, or discriminated against in respect of, any employment or office under the State.\u003C\u002Fp>\n\u003Cp>The Equal Remuneration Act also forbids discrimination in hiring, pay and conditions of employment between male and female workers engaged in the same or similar work, except where dissimilar treatment is mandated or permitted under the law.\u003C\u002Fp>\n\u003Cp>The Code on Wages Bill, 2019 was passed by the Lok Sabha on July 30, 2019 and Rajya Sabha on 02 August 2019. \u003C\u002Fp>\n\u003Cp>The Wage Code regulates wage and bonus payments in all employment.  The Code combines the provision of the following four laws: (i) the Payment of Wages Act, 1936, (ii) the Minimum Wages Act, 1948, (iii) the Payment of Bonus Act, 1965, and (iv) the Equal Remuneration Act, 1976. The Wage Code repeals the above 4 laws.\u003C\u002Fp>\n\u003Cp>Source: §14-16 of Indian Constitution 1949; § 4 of the Equal Remuneration Act 1976 \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Non-Discrimination Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#NonDiscriminationAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationMaharashtra\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman worker should be discriminated against for recruitment, training, transfer, or promotion on the basis of her gender.\u003C\u002Fp>\n\u003Cp>Source: Section 13 of the Maharashtra Shops and Establishments (Regulation of Employment and conditions of service) Act, 2017\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationKarnataka\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No warehouseman will, in the conduct of their business, discriminate between persons desiring to avail themselves of the facilities of their warehouse.\u003C\u002Fp>\n\u003Cp>Source: Section 19 of the Karnataka Warehouses Act, 1961 \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationUttarPradesh\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>The Equal Remuneration (UPA) Act gives a first-time offender an option to pay an additional fine (50%) after a prescriptive penalty of a fine or one-month imprisonment or both to acquit oneself from gender discrimination at the workplace. \u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup879.htm#0\">Equal Remuneration (Uttar Pradesh Amendment) Act, 2017\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \n \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationRajasthan\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For Physically Handicapped Employees:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The physically handicapped person, called for interview, test or examination in respect of selection for employment, will be paid second class fare by Railway or actual ordinary Bus fare. The blind and deaf so employed may be given priority in allotment of Government accommodation wherever possible.\u003C\u002Fp>\n\u003Cp>Source:  Section 11 of the Rajasthan Employment of the Physically Handicapped Rules, 1976\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationTamilNadu\">\u003Cspan style=\"color: #800080;\">Non-Discrimination in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationGujarat\">\u003Cspan style=\"color: #800080;\">Non-discrimination Regulations in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No woman worker should be discriminated against in the matter of training, transfer or promotion or wages.\u003C\u002Fp>\n\u003Cp>Source: Section 13, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>No physically handicapped person should be employed unless: he is an adult and his name is registered at any employment exchange in the State. A certificate of fitness needs to be granted by Certifying Surgeon which would be in the custody of manager of the factory. This certificate should be accompanied by a document signed by the manager of a factory that such person will be employed therein if certified to be fit for work.\u003C\u002Fp>\n\u003Cp>Source: Sections 4 and 5, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj141.htm#0\">Gujarat Physically Handicapped Persons (Employment in Factories) Act, 1982\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationWestBengal\">\u003Cspan style=\"color: #800080;\">Non-discrimination in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>In accordance with the Constitution, every citizen has the right to practice any profession, or to carry on any occupation, trade or business subject to reasonable restrictions imposed under the law.  \u003C\u002Fp>\n\u003Cp>Women in India cannot work in the same industries as men. According to the Factories Act 1948, women can't be employed in any part of a factory for pressing cotton in which a cotton-opener is at work. The Act further states that the daily work hour exemption cannot be granted for women workers and night work is also prohibited to them. Moreover the Act  prohibits employment of women in \"dangerous\" occupations.\u003C\u002Fp>\n\u003Cp>In Uttarakhand, through a notification dated 14.11.16, provisions for women workers to work between the hours of 07.00 PM to 10.00 PM and 05.00 Am to 08.00 AM have been made. This entails the following:\u003C\u002Fp>\n\u003Col>\n\u003Cli>They can’t work between 10pm and 5am.\u003C\u002Fli>\n\u003Cli>They can not work more than 9 hours a day.\u003C\u002Fli>\n\u003Cli>The factory manager will arrange and pay for the travel of the lady worker at these odd hours.\u003C\u002Fli>\n\u003Cli>The woman can’t be removed from employment if she refuses to work during the night.\u003C\u002Fli>\n\u003Cli>A canteen service will have to be provided for night meals.\u003C\u002Fli>\n\u003Cli>Before requiring women workers to work these shifts. the sector’s factory inspector needs to be informed and needs to be given at least 7 days to verify.\u003C\u002Fli>\n\u003Cli>The children of these lady workers need to be provided with childcare services.\u003C\u002Fli>\n\u003Cli>Adequate security needs to be provided for them.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Source: §19(1)(g) of Indian Constitution 1949; §27, 66 & 87 of the Factories Act 1948\u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#EqualTreatmentAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentMaharashtra\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentKarnataka\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman is allowed to work whether as an employee or otherwise in any establishment during the night.\u003C\u002Fp>\n\u003Cp>Source: Section 25 of the Karnataka Shops and Commercial Establishments Act, 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentUttarPradesh\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No female migrant worker should be employed by any contractor before 6 a.m. or after 7 p.m.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: Section 11, (ix), \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup518.htm#0\">U.P. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Rules, 1983\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentRajasthan\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman will be required or allowed to work whether as an employee or otherwise, in any establishment during night.\u003C\u002Fp>\n\u003Cp>No owner or manager of an establishment will knowingly employ a woman, and no woman will engage in employment in any establishment during the six weeks following the day on which she is delivered of a child.\u003C\u002Fp>\n\u003Cp>Source: Section 22 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentTamilNadu\">\u003Cspan style=\"color: #800080;\">Equal Treatment of Women at Work in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentGujarat\">\u003Cspan style=\"color: #800080;\">Equal Choice of Profession in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No woman worker should be discriminated against in the matter of recruitment.\u003C\u002Fp>\n\u003Cp>Source: Section 13,  \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentWestBengal\">\u003Cspan style=\"color: #800080;\">Equal choice of profession in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: discrimination at work and equal pay in India – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-14\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Ch3>\u003Cspan>Note: Upcoming Labour Legislation in India\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>In 2020, the Indian Parliament combined 25 labour laws into three codes, i.e., the Social Security Code, the Code on Industrial Relations and the Code on Occupational Safety, Health and Working Conditions. Enacted in 2019, the Code on Wages also amalgamated four relevant labour laws.\u003C\u002Fp>\n\u003Cp>The four new Labour Codes were supposed to be effective from 01 April 2021. However, considering the rise in COVID cases and the potential impact of the new Codes on per-employee costs for enterprises, the Government delayed their implementation to a future date. The Central and State Governments have been working on rules under these Codes. The new legal provisions will be effective only once notified.\u003C\u002Fp>\n\u003Cp>__________________________________________\u003C\u002Fp>\n\u003Cp>\u003Cspan>\u003Cstrong>Currently Applicable Provisions \u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Equal Remuneration Act, 1976 requires employers to pay equal remuneration to workers for same work or work of a similar nature without any discrimination on the basis of sex.\u003C\u002Fp>\n\u003Cp>The Act requires every employer not to pay to any worker the remuneration (payable in cash or in kind) at rates less favourable than those at which remuneration is paid by him to the workers of the opposite sex for performing the same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>Law further obligates employers not to reduce the rate of remuneration of any worker for the purpose of complying with the provision of equal pay for same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>Law further obligates employers not to reduce the rate of remuneration of any worker for the purpose of complying with the provision of equal pay for same work or work of a similar nature.\u003C\u002Fp>\n\u003Cp>The Wage Code also prohibits gender discrimination in matters related to wages and recruitment of employees for the same work or work of similar nature. Work of a similar nature is defined as work for which the skill, effort, experience, and responsibility required are the same.  Employers are prohibited from reducing the wages of a worker on the grounds of gender or discrimination in recruitment except in cases where employment of women is restricted or prohibited under the law. \u003C\u002Fp>\n\u003Cp>Source: §4 of the Equal Remuneration Act 1976\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Equal Pay Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#EqualPayAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualPayWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayAndhraPradesh\">\u003Cspan>Equal Pay in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayMaharashtra\">\u003Cspan>Equal Pay in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayKarnataka\">\u003Cspan>Equal Pay in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayUttarPradesh\">\u003Cspan>Equal Pay in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Compounding - \u003Cem>Giving an offender the opportunity to pay in lieu of prosecution, thereby avoiding prolonged litigation\u003C\u002Fem>.\u003C\u002Fp>\n\u003Cp>The Uttar Pradesh State Government has made an amendment to the Equal Remuneration Act, 1976. It has allowed a competent state authority to compound offences that have a fine only, or imprisonment up to a month, or both. This can be done on the application of the accused. In order for the same, the accused has to pay a compounding fee (50% of fine) in addition to the fine.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source:\u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup879.htm#0\">Equal Remuneration (Uttar Pradesh Amendment) Act, 2017\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \n \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayRajasthan\">\u003Cspan>Equal Pay in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayTamilNadu\">\u003Cspan>Equal Pay in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayGujarat\">\u003Cspan>Equal Pay Regulations in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No woman worker should be discriminated against in the matter of wages.\u003C\u002Fp>\n\u003Cp>Source: Section 13, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualPayWestBengal\">\u003Cspan>Equal Pay in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>The Constitution of India guarantees equality and prohibits discrimination on grounds of religion, race, caste, sex, birthplace, residence or any of them.\u003C\u002Fp>\n\u003Cp>The Constitution guarantees equality of opportunity for all citizens in matters relating to employment or appointment to any office under the State.__ __No citizen can, on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them, be ineligible for, or discriminated against in respect of, any employment or office under the State.\u003C\u002Fp>\n\u003Cp>The Equal Remuneration Act also forbids discrimination in hiring, pay and conditions of employment between male and female workers engaged in the same or similar work, except where dissimilar treatment is mandated or permitted under the law.\u003C\u002Fp>\n\u003Cp>The Code on Wages Bill, 2019 was passed by the Lok Sabha on July 30, 2019 and Rajya Sabha on 02 August 2019. \u003C\u002Fp>\n\u003Cp>The Wage Code regulates wage and bonus payments in all employment.  The Code combines the provision of the following four laws: (i) the Payment of Wages Act, 1936, (ii) the Minimum Wages Act, 1948, (iii) the Payment of Bonus Act, 1965, and (iv) the Equal Remuneration Act, 1976. The Wage Code repeals the above 4 laws.\u003C\u002Fp>\n\u003Cp>Source: §14-16 of Indian Constitution 1949; § 4 of the Equal Remuneration Act 1976 \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Non-Discrimination Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#NonDiscriminationAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#NonDiscriminationWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationAndhraPradesh\">\u003Cspan>Non-Discrimination in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationMaharashtra\">\u003Cspan>Non-Discrimination in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman worker should be discriminated against for recruitment, training, transfer, or promotion on the basis of her gender.\u003C\u002Fp>\n\u003Cp>Source: Section 13 of the Maharashtra Shops and Establishments (Regulation of Employment and conditions of service) Act, 2017\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationKarnataka\">\u003Cspan>Non-Discrimination in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No warehouseman will, in the conduct of their business, discriminate between persons desiring to avail themselves of the facilities of their warehouse.\u003C\u002Fp>\n\u003Cp>Source: Section 19 of the Karnataka Warehouses Act, 1961 \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationUttarPradesh\">\u003Cspan>Non-Discrimination in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>The Equal Remuneration (UPA) Act gives a first-time offender an option to pay an additional fine (50%) after a prescriptive penalty of a fine or one-month imprisonment or both to acquit oneself from gender discrimination at the workplace. \u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup879.htm#0\">Equal Remuneration (Uttar Pradesh Amendment) Act, 2017\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \n \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationRajasthan\">\u003Cspan>Non-Discrimination in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For Physically Handicapped Employees:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The physically handicapped person, called for interview, test or examination in respect of selection for employment, will be paid second class fare by Railway or actual ordinary Bus fare. The blind and deaf so employed may be given priority in allotment of Government accommodation wherever possible.\u003C\u002Fp>\n\u003Cp>Source:  Section 11 of the Rajasthan Employment of the Physically Handicapped Rules, 1976\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationTamilNadu\">\u003Cspan>Non-Discrimination in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationGujarat\">\u003Cspan>Non-discrimination Regulations in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No woman worker should be discriminated against in the matter of training, transfer or promotion or wages.\u003C\u002Fp>\n\u003Cp>Source: Section 13, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>No physically handicapped person should be employed unless: he is an adult and his name is registered at any employment exchange in the State. A certificate of fitness needs to be granted by Certifying Surgeon which would be in the custody of manager of the factory. This certificate should be accompanied by a document signed by the manager of a factory that such person will be employed therein if certified to be fit for work.\u003C\u002Fp>\n\u003Cp>Source: Sections 4 and 5, \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj141.htm#0\">Gujarat Physically Handicapped Persons (Employment in Factories) Act, 1982\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"NonDiscriminationWestBengal\">\u003Cspan>Non-discrimination in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>In accordance with the Constitution, every citizen has the right to practice any profession, or to carry on any occupation, trade or business subject to reasonable restrictions imposed under the law.  \u003C\u002Fp>\n\u003Cp>Women in India cannot work in the same industries as men. According to the Factories Act 1948, women can't be employed in any part of a factory for pressing cotton in which a cotton-opener is at work. The Act further states that the daily work hour exemption cannot be granted for women workers and night work is also prohibited to them. Moreover the Act  prohibits employment of women in \"dangerous\" occupations.\u003C\u002Fp>\n\u003Cp>In Uttarakhand, through a notification dated 14.11.16, provisions for women workers to work between the hours of 07.00 PM to 10.00 PM and 05.00 Am to 08.00 AM have been made. This entails the following:\u003C\u002Fp>\n\u003Col>\n\u003Cli>They can’t work between 10pm and 5am.\u003C\u002Fli>\n\u003Cli>They can not work more than 9 hours a day.\u003C\u002Fli>\n\u003Cli>The factory manager will arrange and pay for the travel of the lady worker at these odd hours.\u003C\u002Fli>\n\u003Cli>The woman can’t be removed from employment if she refuses to work during the night.\u003C\u002Fli>\n\u003Cli>A canteen service will have to be provided for night meals.\u003C\u002Fli>\n\u003Cli>Before requiring women workers to work these shifts. the sector’s factory inspector needs to be informed and needs to be given at least 7 days to verify.\u003C\u002Fli>\n\u003Cli>The children of these lady workers need to be provided with childcare services.\u003C\u002Fli>\n\u003Cli>Adequate security needs to be provided for them.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Source: §19(1)(g) of Indian Constitution 1949; §27, 66 & 87 of the Factories Act 1948\u003C\u002Fp>\n\u003Ch2>\u003Cspan>Equal Treatment of Women at Work Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#EqualTreatmentAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#EqualTreatmentWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentAndhraPradesh\">\u003Cspan>Equal Treatment of Women at Work in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentMaharashtra\">\u003Cspan>Equal Treatment of Women at Work in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentKarnataka\">\u003Cspan>Equal Treatment of Women at Work in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman is allowed to work whether as an employee or otherwise in any establishment during the night.\u003C\u002Fp>\n\u003Cp>Source: Section 25 of the Karnataka Shops and Commercial Establishments Act, 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentUttarPradesh\">\u003Cspan>Equal Treatment of Women at Work in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No female migrant worker should be employed by any contractor before 6 a.m. or after 7 p.m.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: Section 11, (ix), \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002Fup518.htm#0\">U.P. Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Rules, 1983\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentRajasthan\">\u003Cspan>Equal Treatment of Women at Work in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For workers in Shops and Commercial Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No woman will be required or allowed to work whether as an employee or otherwise, in any establishment during night.\u003C\u002Fp>\n\u003Cp>No owner or manager of an establishment will knowingly employ a woman, and no woman will engage in employment in any establishment during the six weeks following the day on which she is delivered of a child.\u003C\u002Fp>\n\u003Cp>Source: Section 22 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentTamilNadu\">\u003Cspan>Equal Treatment of Women at Work in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentGujarat\">\u003Cspan>Equal Choice of Profession in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No woman worker should be discriminated against in the matter of recruitment.\u003C\u002Fp>\n\u003Cp>Source: Section 13,  \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"EqualTreatmentWestBengal\">\u003Cspan>Equal choice of profession in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-india'>Minimum Wages Regulations - India\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,98,102,106,110,114,118,122,126,130,134,138,142,146,150,154,158,162,166,170],{"id":59,"short_title":7,"title":60,"url":61},1123,"Sexual Harassment","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":63,"short_title":7,"title":64,"url":65},1124,"Minors and Youth","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":67,"short_title":7,"title":68,"url":69},1125,"Forced Labour","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":71,"short_title":7,"title":72,"url":73},36558,"Child Labour","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fchild-labour",{"id":75,"short_title":7,"title":76,"url":77},36559,"Property Rights","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fproperty-rights",{"id":79,"short_title":7,"title":80,"url":81},1108,"Work and Wages","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fwork-and-wages",{"id":83,"short_title":7,"title":84,"url":85},1109,"Compensation and Working Time","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcompensation-and-working-time",{"id":87,"short_title":7,"title":88,"url":89},1110,"Annual Leave and Holidays","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":91,"short_title":7,"title":92,"url":93},36552,"Provisions Relating to Sick Leave in India","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fprovisions-relating-to-sick-leave-in-india",{"id":95,"short_title":7,"title":96,"url":97},36553,"Earned & Casual Leave in India","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fearned-casual-leave-in-india",{"id":99,"short_title":7,"title":100,"url":101},36555,"National Holiday, Holiday and Weekly Off","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fnational-holiday-holiday-and-weekly-off",{"id":103,"short_title":7,"title":104,"url":105},36556,"FAQ - Annual Leave Worldwide","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Ffaq-annual-leave-worldwide",{"id":107,"short_title":7,"title":108,"url":109},1111,"Contracts and Dismissals","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":111,"short_title":7,"title":112,"url":113},1112,"Notice and Severance","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":115,"short_title":7,"title":116,"url":117},1113,"Family Responsibilities","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffamily-responsibilities",{"id":119,"short_title":7,"title":120,"url":121},1114,"Maternity and Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work",{"id":123,"short_title":7,"title":124,"url":125},1115,"Job Protection","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":127,"short_title":7,"title":128,"url":129},1116,"Breastfeeding","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":131,"short_title":7,"title":132,"url":133},1117,"Health and Safety","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fhealth-and-safety",{"id":135,"short_title":7,"title":136,"url":137},1118,"Sick Leave","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave",{"id":139,"short_title":7,"title":140,"url":141},1119,"Work Injury Benefits","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":143,"short_title":7,"title":144,"url":145},36561,"FAQ - Sickness and Injury Benefits Worldwide","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave\u002Ffaq-sickness-and-injury-benefits-worldwide",{"id":147,"short_title":7,"title":148,"url":149},1120,"Social Security","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsocial-security",{"id":151,"short_title":7,"title":152,"url":153},1121,"Unemployment Benefits","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":155,"short_title":7,"title":156,"url":157},1126,"Trade Unions","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ftrade-unions",{"id":159,"short_title":7,"title":160,"url":161},36567,"Trade Union Information","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ftrade-unions\u002Ftrade-union-information",{"id":163,"short_title":7,"title":164,"url":165},36557,"Domestic Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fdomestic-work",{"id":167,"short_title":7,"title":168,"url":169},36568,"Decent Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fdecent-work",{"id":171,"short_title":7,"title":172,"url":173},36569,"Labour Laws in Place, Compliance still lacking","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Flabour-laws-in-place-compliance-still-lacking",[],"\u003Cp>Paycheck.in is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]