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Equal pay, fair work and economic independence

Equality at work includes pay, hiring, promotion, social security, safe conditions, control over earnings and recognition of unpaid care.

In this guide

What this can look like

Discrimination can be hidden in job titles, contract status, task allocation, ratings, gaps caused by care and opaque pay systems.

  • Paying less or denying recruitment because of gender for the same or similar work, subject to the law's terms.
  • Withholding appointment letters, wages, benefits or records, especially from informal, domestic, gig or migrant workers.
  • Penalising pregnancy, care work, age or requests for safety and accessibility.
  • A family member taking earnings or preventing paid work.

Why this is harmful

  • Lower pay and unstable work compound over a lifetime into reduced savings, pensions, housing and bargaining power.
  • Unpaid care sustains households and economies but is often treated as women's natural obligation rather than shared work.

Current wage framework

Section 3 of the Code on Wages prohibits discrimination on the ground of gender in wages for the same or similar work and in recruitment for such work, subject to its terms.

The Government states that the four Labour Codes, including the Code on Wages, took effect on 21 November 2025. Workplace sexual-harassment and disability law create additional duties in covered situations.

Coverage, employer identity, wage comparison, classification and enforcement can be complex, especially in informal or platform work. Obtain advice based on the actual work and records.

Safer next steps

Choose only what fits the situation. Safety, time, money, disability, family control and device monitoring can change what is possible.

  1. Compare like with like

    Collect job descriptions, tasks, hours, pay components, ratings and promotion criteria rather than relying only on titles.

  2. Protect wage records

    Keep contracts, attendance, wage slips, transfers and messages outside an employer-controlled account where lawful and safe.

  3. Use collective information

    A union, worker collective, labour authority or legal service may identify patterns that one worker cannot see alone.

How to support someone

Economic support should strengthen her control over work and money.

What can help

  • Help compare records and identify a safe advice route.
  • Share care work so she can attend work, training or proceedings.

What to avoid

  • Do not contact the employer without consent.
  • Do not treat her earnings as household property controlled by others.

Words you can use

“Let's compare the work and pay, not just the job titles.”
“What retaliation are you worried about?”

What families and institutions must do

Workplaces

Employers

  • Use transparent pay bands, job criteria and documented decisions.
  • Issue records, pay on time, prevent retaliation and audit gender gaps.

Government and public bodies

Government and labour systems

  • Make complaint routes usable for informal, migrant, domestic and platform workers.
  • Publish gender-disaggregated enforcement and pay data.

Get help and practical support

Call legal-aid helpline 15100

Women and children are listed among people eligible for free legal services.

Eligibility does not guarantee a particular lawyer, remedy or result.

Open service

Call Women Helpline 181

For information, support and referral concerning violence against women.

The official FAQ currently lists every State and Union Territory except West Bengal; response can vary locally.

Ask what will be recorded or shared before giving details when it is safe to do so.

Open service

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Sources and publication record

Publication review
Reviewed and approved by the project team
Sources checked
Jurisdiction
India
Review record
Reviewed and approved by the project team. Official statutes and service sources are listed with the relevant content.
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