Gender Pay Gap — Amendments

Amendment	Year	Description	Impact
N/A (Subsumed)	2019	The Equal Remuneration Act, 1976, along with three other major labour laws, was subsumed into the Code on Wages, 2019. This was not an amendment to the ERA itself but a legislative consolidation. The Code on Wages reiterates and strengthens the provisions for equal remuneration for men and women workers for the same work or work of a similar nature, and prohibits discrimination on grounds of gender in matters relating to recruitment and conditions of service.	Aims to simplify and rationalize the legal framework for wages and equal remuneration. It broadens the scope of 'worker' and seeks to ensure minimum wages and equal pay across all sectors. The impact is intended to be positive by providing a more unified and potentially more enforceable legal structure, though implementation challenges remain.
N/A (Related Act)	2017	The Maternity Benefit Act, 1961, was significantly amended in 2017. While not directly amending the Equal Remuneration Act, this amendment has a profound indirect impact on the gender pay gap. It increased paid maternity leave from 12 to 26 weeks for working women and mandated crèche facilities in establishments employing 50 or more employees. It also introduced a provision for work from home for nursing mothers.	The amendment aims to support women's continued participation in the workforce post-childbirth, thereby mitigating the 'motherhood penalty' which is a significant contributor to the gender pay gap. By providing longer paid leave and childcare support, it seeks to reduce career breaks and enable women to maintain their career trajectory and earning potential. However, some critics argue it might inadvertently create disincentives for employers to hire women.