India Accelerates Women’s Workforce Inclusion through Legal Reforms & Empowerment Schemes
SDG 5: Gender Equality | SDG 8: Decent Work and Economic Growth
Institution: Ministry of Labour & Employment
The Government of India has reaffirmed its commitment to building inclusive workplaces by strengthening legal frameworks, schemes, and participation pathways to empower women in the economy. The recent press release highlights that India’s female labour-force participation rate (LFPR) rose from 23.3 % in 2017-18 to 41.7 % in 2023-24. The Worker Population Ratio (WPR) for women (ages ≥15) also increased from 22 % to 40.3 %.
Recent EPFO payroll data indicates strong formal-sector inclusion: in 2024–25, 26.9 lakh new female subscribers were added; in July 2025 alone, ~2.80 lakh female subscribers joined, and net additions stood at ~4.42 lakh.
To support this trend, the government emphasises the role of key legislation:
Maternity Benefit Act (2017 amendment) – extends maternity leave to 26 weeks and mandates crèches in workplaces with ≥50 employees;
Sexual Harassment at Workplace Act, 2013 – institutionalises Internal Complaints Committees (ICCs) and oversight mechanisms;
Equal Remuneration Act, 1976 – ensures pay parity;
Codes on Social Security & Occupational Safety, Health & Working Conditions (2020) – extend protections to informal, platform, and hazardous work, including special provisions for women.
Government schemes further bolster inclusion:
PMMY (Pradhan Mantri Mudra Yojana) reports 68 % accounts held by women;
Stand-Up India has supported 2.01 lakh women-led accounts;
Mission Shakti offers crèche support, skill training, and safety frameworks for working women.
The narrative marks a shift from symbolic empowerment to structural inclusion, legal protections + fiscal access + institutional support converging to remove systemic barriers for women’s employment. The scale of progress signals that women are becoming more central participants in India’s growth story, not just beneficiaries.
What is “Inclusive Workplaces” in this context? → “Inclusive Workplaces” refers to employment ecosystems where women can engage equitably, free from discrimination or harassment, with legal protections for maternity, pay equity, and safe work conditions. It also implies proactive measures—such as childcare, skills programmes, credit access, and institutional policies—that reduce attrition and barriers to entry in formal work.
Relevant Question for Policy Stakeholders: How can state and private-sector actors ensure these legal safeguards translate into workplace practices—especially in small firms, rural areas, and informal sectors—to close gaps in retention, leadership, and quality of work?
Follow the full news here: https://www.pib.gov.in/PressReleasePage.aspx?PRID=2178389