Labour law reforms for encouraging women employment

The inclusive development of the country is impossible without improving women employment. The workforce participation in India shows a biased trend with respect to women employment. The urban and rural employment pattern with respect to women participation shows wider variations. The women in employment are prone to restrictions and regulations. The social stigma attached to engaging women at certain places is to be replaced. The labor legislation in India is supported by universal sanctions, restrictions, prohibitions and regulations. This paper examines the legislative protection to women employment in India. The issues covered are conditions of service, terms of employment and social security. The restrictive nature of this act has made women employment difficult in factories. The Factory Act is not encouraging for women employment. The Shops and Establishment Act is comparatively less stringent in comparison with Factory Act in employing women. The dual role profile of women is creating work-life imbalance and higher attrition rate. The legal issues connected with women employment is less encouraging for women employment. The recent policy decisions to reform labor legislation applicable to women employment are in the right direction. The Prevention of Sexual Harassment of Women at Work Place Act, 2013 is a two year old without much impact. Further, women employment is directly proportional to family commitment.