5 Rights Women Must Know Related to Office/Work

We live in a world where Goddesses are worshiped yet women are subject to harassment, rape, abuse and abduction every single day. The number of women-related cases is only increasing with every passing day. Keeping this in mind, the government of India has come up with laws relating to working women. The discussion around women rights has increased over the years. There are no two thoughts about the fact that women face prejudicial challenges in every sphere of their life. As more women are pursuing white-collar jobs, the discrimination against women has increased. Every woman should have the right to express, grow and feel safe. They don’t want any special treatment or privileges. All they ask for is equal opportunities, encouragement and appreciation.

Discrimination and harassment at work is something every woman faces these days. Hence, to safeguard women’s rights at work, the GOI has established certain laws that will promote workplace safety.

5 Laws for Female Workers in India

Women’s rights in the workplace are even more important in sectors where they are underrepresented. As a woman, if you are treated in a way you prefer not to be, always stay aware of these rights:

• The Right to Equal Pay

According to the Equal Remuneration act, 1976, one cannot be discriminated against on the basis of sex when it comes to salary, pay or wages. If a woman is shouldering similar responsibilities like her male colleagues, she deserves equal pay. Article 39 of the Indian constitution lets you claim equal compensation. Also, it’s wrong for an employer to discriminate against women during the hiring process. Besides recruitment, men and women should be viewed in equal measure during promotion, transfer and training. Also, an employer cannot claim exemption on the grounds of financial incapability from The Equal Remuneration Act, 1976.

• The Right against Sexual Harassment

Sexual harassment is a crime. If a male colleague is making sexual advances towards you, you have the right to protect yourself. The law is called The Prohibition of Sexual Harassment of Women at Workplace Act, 2013.

Unwelcome physical contact, a request for sexual favours, making sexual remarks, showing pornography, and creating an uncomfortable work environment constitutes sexual harassment. The Act was enacted to help those who face sexual harassment at work. It entitles every woman to a safe work environment and offers guidelines on initiating action against sexual misconduct. The Act also urges employers to organise workshops and awareness programs with regard to sexual harassment.

Every aggrieved woman is protected under this act. It includes an employee (permanent or temporary), consultants, visiting workplace faculty, interns, trainees and female students.   

The complaint of sexual harassment should be filed within three months of the date of the incident. If a colleague is sexually harassing you, don’t keep quiet. Immediately file a complaint with the HR or Internal Complaints Committee.

• The Right protecting Women working in Factories

The Factories Act, 1948 was passed to regulate labour in factories. In 1881, it was primarily passed to protect children and provide a few measures for the health and safety of workers.

If any woman is working in a factory that has poor working conditions, the employer can be penalised. Proper working conditions are a must, including health, safety, welfare, sanitation, proper working hours, etc. If there is a change in shift timings, women should get at least 24 hours’ notice.

The major objective of the Factories Act is to protect labourers especially women from long hours of work, maintain their safety, maintain industrial machinery to avoid any kind of accidents and executive provisions should be made for employment of women in factories.

If a large factory hires more than 30 women labourers, it needs to have a creche for children aged six years and below.

Also, women must have separate toilets and washrooms with doors, they should not be made to lift more than the prescribed weight and they cannot be made to work more than 48 hours in a week.

There is also a law protecting women working in night shifts. The Shops and Establishment Act protects women employees who work night shifts. If a woman needs to work beyond prescribed limits, the employer must apply for approvals. They must also provide sufficient security and conveyance during night shifts.

• Law for Maternity Benefits

Motherhood is a special milestone in every woman’s life. Every woman would want to give her child unconditional love without worrying about her job and source of income. Thus, the GOI passed the Maternity Benefit Act in 1961 to protect pregnant women at work. The benefits include 26 weeks of paid maternity leave, one month of paid leave for any illness due to pregnancy or miscarriage, medical bonus up to Rs. 3,500 in case the employer provides prenatal and postnatal care and maternity benefit when the employee shows proof of delivery. This is to be paid 48 hours in advance. A woman is entitled to 48 days leave and full wages in case of a miscarriage.

• The Right to Minimum Wages

According to the Minimum Wages Act, 1948, women must get wages because every person who works should be paid for his/her work. Every woman must be paid the same wage as a man for the same kind of work. Whether a woman works on a temporary, freelancer or piece-rate basis, wages have to be given.

Even if a person agrees to work on lesser wages than prescribed by the government, the employer is bound to pay the minimum wages.

The minimum wages should be fixed on a daily basis, hourly basis and monthly basis.

If an employer doesn’t pay the minimum wages, then the labour has the right to complain to the labour inspector.

The above-mentioned guidelines are instituted by the Supreme Court of India to ensure the safety of women at workplaces. It is the legal as well as moral duty of every employer to create an environment in the workplace where women can prosper. Thus, stay aware of your rights and exercise them, if needed.