New Labor Laws: In a landmark decision on Friday, the central government announced the immediate implementation of four new labor codes. These laws rationalize 29 existing labor laws. Learn about the benefits gig workers and women will receive.
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New labor laws will empower gig workers and women
New Labor Code: According to information released by the central government on Saturday, the Social Security Code, 2020, introduces a significant reform in India’s labor welfare framework. It aims to ensure comprehensive and inclusive social security for all sections of the workforce, especially gig and women workers. It brings together nine existing social security laws into a single and streamlined framework. The new rules recognize gig and platform workers for the first time and establish a social security fund for their welfare. Additionally, a National Social Security Board will be established to formulate and monitor schemes for various workers in the unorganized, gig, and platform sectors, and to advise the government.
UID for Gig Workers
All unorganized, gig, and platform workers will be required to register themselves on the national portal, after which each worker will receive a Unique Identification Number (UID). This will be verified through Aadhaar and will be valid across the country.
What’s special for women?(New labor laws will empower gig workers and women)
The new rules also introduce improvements for female employees. Under the new rules, a female employee who has worked for at least 80 days in the 12 months prior to delivery can receive maternity benefits equal to her average daily wages during the leave period. The maximum duration of maternity leave will be 26 weeks, with a maximum of 2 months of leave available before delivery.
- Additionally, a woman who adopts a child under three months of age or is the biological mother using surrogacy will receive three months of maternity leave from the date of adoption or the date the child is delivered.
- Under the new rules, proof of maternity-related conditions such as pregnancy, childbirth, miscarriage, or related illnesses has been simplified under the Code. Now, a registered medical practitioner, an accredited social health activist (ASHA worker), a qualified auxiliary nurse, or a midwife can issue a medical certificate.
- Under Section 64, if the company does not provide free pre- and postnatal care to a female employee, the employee will be given a medical bonus of ₹3,500.
- Furthermore, a female employee who returns to work after delivery will be given two nursing breaks daily to breastfeed her child until she is 15 months old.
- A female employee who returns to work after maternity leave will be allowed to work from home if the work is to be done from home. This work-from-home facility can be provided upon mutual consent between the employer and employee.
- The rules regarding crèche facilities specify that companies with more than 50 employees must provide crèche facilities within a specified distance.
Furthermore New labor laws will empower gig workers and women, female employees must be allowed to visit the crèche four times daily. If a female employee does not receive a crèche facility, she will be paid a crèche allowance of at least ₹500 per child per month, up to a maximum of two children.
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