#EmploymentRights

[manselllaw]

Beyond the Basics: Rethinking Paid Parental Leave in New York State in 2025

New York’s Paid Parental Leave (PPL) program has been a leader in family-friendly workplace policies. But does it truly support all families equally? Discover how the program has evolved, its hidden challenges, and innovative solutions to make it more inclusive. From wage replacement caps to the exclusion of gig workers, we explore ways to rethink PPL for a fairer future.

Visit for more information: https://www.newyorkcity-employmentlawyer.com/beyond-the-basics-rethinking-paid-parental-leave-in-new-york-state-in-2025/

Key Highlights: 📌 Challenges for gig workers and freelancers 📌 Wage replacement issues for low-income families 📌 Gender equity in parental leave policies 📌 Hidden career penalties for leave-taking 📌 Innovative solutions from Nordic countries

Read more and join the conversation!

Contact Us: https://www.newyorkcity-employmentlawyer.com/contact-us/

[sankhlaco]

Understanding the Equal Remuneration Act in India: Ensuring Workplace Equality

Introduction

The Equal Remuneration Act, 1976, is a cornerstone of labour legislation in India that seeks to eliminate gender-based discrimination in wages and employment. The Act mandates equal pay for equal work and ensures that employers provide equal opportunities to men and women. Enacted to promote fairness and justice in the workplace, it aligns with India’s constitutional commitment to equality and the principles of social justice.

The Equal Remuneration Act, 1976, ensures that employers pay equal wages to men and women performing the same or similar work. It also prohibits discrimination based on gender in hiring, promotion, training, or any other employment-related activities.

This legislation was enacted in response to growing global awareness of gender inequality in workplaces and India's obligation to meet the principles of equal pay under the International Labour Organization (ILO) Convention.

Objectives of the Equal Remuneration Act

Eliminate Wage Discrimination: Ensure equal pay for men and women performing the same work or work of similar nature.

Prevent Gender Bias in Employment Opportunities: Prohibit discrimination in hiring, promotion, and training.

Promote Workplace Equality: Create an equitable and inclusive working environment for all genders.

Applicability of the Act

The Equal Remuneration Act applies to:

All establishments: Including factories, shops, plantations, and any other type of employment.

Government and private sectors: The Act is binding on both public and private employers.

All employees: Irrespective of the employment type, whether temporary, permanent, casual, or contractual.

Key Provisions of the Act

1. Equal Pay for Equal Work

Employers must pay equal remuneration to men and women for the same work or work of a similar nature.

“Work of a similar nature” refers to tasks that require similar skills, effort, responsibility, and are performed under similar working conditions.

2. Prohibition of Discrimination in Recruitment

Employers cannot discriminate between men and women during recruitment for the same role.

Exceptions are allowed only in cases where the nature of the work or employment is unsuitable for a specific gender, as permitted by law.

3. No Discrimination in Employment Conditions

The Act prohibits gender-based discrimination in promotions, training, and transfers.

4. Maintenance of Registers

Employers are required to maintain records and registers of wages, recruitment, and employment to ensure compliance with the Act. These records must be available for inspection by authorities.

5. Adjudication of Complaints

Any grievance regarding wage discrimination or violation of the Act can be addressed to the Labor Commissioner or adjudicating authority.

Importance of the Equal Remuneration Act

1. Promotes Gender Equality

By ensuring equal pay for equal work, the Act challenges systemic biases and promotes workplace equality.

2. Empowers Women

The Act aims to reduce the gender pay gap, empowering women financially and enabling them to achieve greater economic independence.

3. Encourages Fair Practices

Employers are encouraged to adopt fair recruitment, wage, and promotion practices, fostering a culture of meritocracy.

4. Boosts Workforce Participation

An equitable environment motivates women to participate in the workforce, contributing to economic growth and societal progress.

Challenges in Implementation

Despite the Act's progressive intent, its implementation faces several challenges:

Unorganized Sector: Many women in India work in the informal sector, where wage practices are often unregulated.

Awareness Gap: Many employees, especially women, are unaware of their rights under the Act.

Cultural Barriers: Deep-rooted societal norms and gender biases often undermine the effectiveness of the legislation.

Enforcement Issues: Limited monitoring and enforcement mechanisms hinder compliance, especially in smaller organizations.

Recent Developments and Relevance

India has made strides in addressing gender pay disparities, but the gender pay gap still persists. According to various studies, women in India earn, on average, 19% less than their male counterparts for similar work. This highlights the need for:

Stricter enforcement of the Act.

Regular audits of wage structures by organizations.

Awareness campaigns to educate both employers and employees.

Additionally, the government has introduced complementary policies such as the Code on Wages, 2019, which consolidates wage-related laws, including the Equal Remuneration Act, to simplify compliance and strengthen enforcement.

Steps for Effective Implementation

Awareness Campaigns: Educate employers and employees about the provisions and benefits of the Act.

Regular Inspections: Conduct routine audits and inspections of establishments to ensure compliance.

Encourage Whistleblowing: Establish mechanisms for reporting wage discrimination anonymously.

Stringent Penalties: Impose stricter penalties on employers violating the Act to deter non-compliance.

Support for Informal Workers: Extend protections to workers in the unorganized sector through targeted policies and interventions.

The Equal Remuneration Act, 1976, is a vital step toward building a fair and equitable workplace in India. By addressing wage discrimination and promoting equal opportunities, the Act lays the foundation for a more inclusive and progressive society. However, its success depends on collective efforts from the government, employers, and employees to ensure its effective implementation.

[hargo-news]

Acting Governor Emphasizes Companies' Obligation to Recruit Disabled Employees

#DisabilityInclusion #EmploymentRights Acting Governor Emphasizes Companies' Obligation to Recruit Disabled Employees

Hargo.co.id, GORONTALO – Acting Governor of Gorontalo, Ismail Pakaya, urges companies to accommodate and recruit disabled employees. He conveyed this message during the commemoration of International Day of Persons with Disabilities, held at the Bele Li Mbu’i Building on Sunday (3/12/2023). “The Manpower Office should monitor the implementation of regulations requiring companies to recruit a…

[multispecialityhealthblogs]

Worker compensation confidently by understanding the differences between temporary and permanent disability benefits. Empower yourself with knowledge for a secure tomorrow.

[dereksmithlawgrouppllc]

🌟 Honoring the Legacy of Lily Ledbetter (1938 – October 12, 2024) 🌟 Today, we pay tribute to Lily Ledbetter, who passed away on October 12, 2024. Her tireless fight for wage equality led to the landmark Lily Ledbetter Fair Pay Act, giving workers the right to challenge pay discrimination and pushing for fairness in the workplace. Her legacy will continue to inspire and protect future generations, ensuring that the fight for equal pay lives on. Rest in peace, Lily. Your contributions will never be forgotten. 💼⚖ #EqualPay #WageEquality #LilyLedbetter #EmploymentRights #FairPayAct #InMemory #LegacyOfChange #EmploymentAttorney #EmploymentAttorneys #EmploymentLawyer #EmploymentLawyers #HarassmentLawyer #HarassmentAttorney #Lawyer #Attorney #discrimination

[lacommunarde]

#Repost @lambdalegal (@get_repost) ・・・ WE WON! Link to Supreme Court opinion in bio! . . . . . . . . . . . . . . . . #lovewins #lgbtq #lgbtqrights #gayrights #lesbianrights #queerrights #transrights #birights #gay #lesbian #bisexual #trans #transgender #queer #employmentrights #outatwork #civilrights #justice #lgbtqi #glbt #glbtq #lgbt #decisionday #lgbtq🌈 #gaypride #pride🌈 #pridemonth https://www.instagram.com/p/CBdb9U4szBz/?igshid=18m6io471ovpe

[coolcareerspodcast]

Cool Careers Podcast - Season 1, Episode 10 (Part 1) - Austin Kaplan

[mostarart]

“The Artforlife / Lotus Flower”, Pen On Paper Drawing, 42 cm by 29.7 cm - a3, 2020. “Timelines” series. If I was living in Ancient Egypt, I’d likely be sacked for not following their very principled rules of drawing (they used to grid their walls before drawing the outline). Or they’d put me to draw on a tomb of a lesser known mortal, in the middle of nowhere - and I’d get sacked for going “off-piste”, and then a slab would be dug up thousands of years later with funny drawings on it (they used to throw any expressive / “rogue” drawings away). 😅
Despite popular myths (about how they built the Pyramids and monuments), they actually had employment laws - such as paying artisans on time, and even pioneered worker’s representation! 👨🏽‍🎨
▪️▫️▪️▫️▪️▫️▪️▫️▪️
#HRtist #ImaginingLife #EmploymentRights
#TalentManagement 
#Tutankhamun #Horus #Nefertiti #AncientEgypt #AfricanHistory #Arabic #HistoryOfArt #SeatAtTheTable #Representation #Humans #ArtForLife #LotusFlower ▪️▫️▪️▫️▪️▫️▪️▫️▪️ “الفن من أجل الحياة” ، رسم على ورق ، 42 سم × 29.7 سم - A3 ، 2020. سلسلة “الجداول الزمنية”
إذا كنت أعيش في مصر القديمة ، فمن المحتمل أن يتم إقالتي لعدم اتباع قواعد الرسم المبدئية (اعتادوا ربط جدرانهم قبل رسم الخطوط العريضة). أو وضعوني لأرسم على قبر بشري أقل شهرة ، في وسط اللامكان - وسأطردني بسبب ذهابي “بعيدًا عن الزحلقة” ، وبعد ذلك يتم حفر لوح بعد آلاف السنين باستخدام رسومات مضحكة عليها (اعتادوا إلقاء أي رسومات معبرة / “شريرة” بعيدًا). 😅 على الرغم من الأساطير الشائعة (حول كيفية بناء الأهرامات والآثار) ، فقد كان لديهم بالفعل قوانين توظيف - مثل دفع رواتب الحرفيين في الوقت المحدد ، وحتى تمثيل العمال الرائدين! 👨🏽‍🎨 https://www.instagram.com/p/CE7sTP_l7Tb/?igshid=18m1fp9zxzit5

[ageinhollywoodyears]

Warmest regards from the shitshow. 

(But click to find out which 8 countries have perfect scores for women's rights at work.)

[manselllaw]

Beyond the Basics: Rethinking Paid Parental Leave in New York State in 2025

The Evolution of Paid Parental Leave in NYS

In 2018, New York introduced its Paid Family Leave Act, a groundbreaking policy providing job-protected, paid time off for new parents, caregivers, and those with family emergencies. Initially praised as one of the most comprehensive paid leave programs in the United States, it faces growing criticism as other states and countries continue to innovate.

For instance, many European countries provide up to a year of fully paid leave, far surpassing New York’s wage replacement rates. As global standards evolve, New York’s program risks falling behind.

Need legal advice? Mansell Law Can Help

Facing challenges with employment rights or family leave policies? Mansell Law specializes in New York employment law and can provide expert guidance tailored to your needs.

📞 Contact us today for a consultation!

[sankhlaco]

The Maternity Benefit Act in India: A Comprehensive Guide

The Maternity Benefit Act, 1961, is one of the key labor laws in India that provides protection to women during their pregnancy and post-delivery period. It ensures that working women are entitled to receive maternity benefits such as paid leave, medical care, and job security during their maternity period. The Act is aimed at supporting women’s health and welfare while enabling them to balance their professional and personal lives during a significant life event.

The Maternity Benefit Act, 1961, was enacted to regulate the employment of women during pregnancy and to provide maternity benefits. The Act applies to women working in factories, shops, establishments, and other specified employment sectors in India. It mandates paid maternity leave for women, along with provisions for nursing breaks and job security during the period of absence.

The Act aims to safeguard the health of the mother and child, allowing women to recover from childbirth while maintaining their financial security and employment rights.

Key Provisions of the Maternity Benefit Act

1. Maternity Leave

Under the Maternity Benefit Act, a female employee is entitled to 26 weeks of maternity leave. This is one of the most significant provisions of the Act, ensuring that a woman can take time off work to give birth and recover without worrying about her income.

Eligibility: To qualify for maternity leave, the employee must have worked with the same employer for at least 80 days in the 12 months immediately preceding the date of her expected delivery.

Leave Duration: The total duration of maternity leave is 26 weeks. This is broken down as follows:

For the first two children: A woman can avail up to 26 weeks of maternity leave.

For the third and subsequent children: The maternity leave entitlement is reduced to 12 weeks.

Post-delivery Leave: Out of the 26 weeks, 8 weeks can be availed post-delivery. This ensures that the mother has sufficient time to recover and care for the newborn.

2. Wages During Maternity Leave

During the maternity leave period, the female employee is entitled to receive her full wages. The employer is required to pay her the same amount she would have earned if she had been working. This helps ensure that women do not face any financial hardship during their absence from work.

Wages are defined as the amount the employee receives on a monthly basis, including basic wages and any allowances that form part of the employee’s regular salary.

3. Job Protection

The Maternity Benefit Act guarantees that a woman on maternity leave will not be dismissed, terminated, or discriminated against during her absence. Upon returning to work, the employee must be reinstated to her original position or an equivalent position, ensuring that there is no loss of career progression due to pregnancy.

4. Nursing Breaks

After the delivery, the Act also allows for two nursing breaks each day for a woman to breastfeed her child. These breaks are provided for up to the child’s age of 15 months. This provision ensures that mothers can continue to nurture their babies even while resuming work.

5. Medical Bonus

If the employer does not provide any pre-natal care or medical benefits, the Maternity Benefit Act entitles the woman to a medical bonus of ₹3,500 (as of the latest amendment) to help with the costs of medical treatment related to childbirth. This bonus is given in addition to the maternity leave benefits.

6. Adoption and Surrogacy

In 2017, the Maternity Benefit Act was amended to extend its provisions to women adopting children or those using surrogacy. In these cases, the mother is entitled to 12 weeks of maternity leave from the date the child is handed over to her, enabling the mother to bond with the adopted child or child born through surrogacy.

7. Employer Obligations

Employers are required to notify their female employees about the provisions of the Maternity Benefit Act. Additionally, they must ensure that the benefits are provided in a timely manner, and any violation of the Act may lead to penalties and legal action against the employer.

Eligibility for Maternity Benefits

The Maternity Benefit Act applies to the following categories of employees:

Female employees working in factories, mines, and plantations, or other establishments with 10 or more employees.

Women employed in any industry, trade, or occupation that is specified under the Act.

Employees who have worked for a minimum of 80 days in the 12 months preceding the expected delivery date.

Maternity Benefit for Employees in the Unorganized Sector

The Maternity Benefit Act does not explicitly cover women working in the unorganized sector, such as domestic workers or agricultural workers. However, some states in India have introduced their own welfare schemes to extend maternity benefits to women in the unorganized sector.

Amendments to the Maternity Benefit Act

The Maternity Benefit Act was amended in 2017 to provide greater benefits to women in India. The key changes were:

Extension of Maternity Leave: The leave was increased from 12 weeks to 26 weeks for the first two children.

Adoption and Surrogacy: Women adopting or using surrogacy were also entitled to maternity leave.

Crèche Facility: The amendment mandated that establishments with 50 or more employees must provide a crèche (childcare) facility. Mothers can visit the crèche to feed their child during working hours.

Rights of Employees Under the Maternity Benefit Act

The Maternity Benefit Act grants several rights to female employees, including:

Right to Paid Leave: Employees have the right to 26 weeks of paid maternity leave, as well as nursing breaks after childbirth.

Job Security: Women on maternity leave cannot be terminated from their job and must be reinstated to their original position or an equivalent position after the leave period.

Right to Medical Benefits: Women who do not receive medical care from the employer are entitled to a medical bonus to cover the expenses.

Right to Equal Treatment: Women who avail maternity benefits should not face discrimination or retaliation at the workplace.

Maternity Benefit Act 1961, plays a crucial role in promoting women’s welfare, ensuring that working women receive the necessary support during pregnancy and after childbirth. It offers paid leave, job protection, and other essential benefits, which are fundamental to ensuring that women can maintain a healthy balance between work and family responsibilities.

Employers must comply with the provisions of the Maternity Benefit Act to ensure the well-being of their female employees. At the same time, female employees must be aware of their rights under the Act to safeguard their interests during one of the most important phases of their lives.

In an era where gender equality and women's empowerment are increasingly emphasized, the Maternity Benefit Act represents a significant step toward ensuring that women are not forced to choose between their professional aspirations and their roles as mothers.

[singaporeaccidenthelpcentre-blog]

When starting a new job, there are some important things you should take note of, such as your main duties and responsibilities. If you are covered under the Employment Act, make sure you have these details regarding employment in your written Key Employment Terms (KETs). For more information on other parts of your KETs, visit po.st/KETs Credit: CPF Board #CPFBoard #EmploymentRights #KETs (at 新加坡意外援助中心（新山大马花园办事处）Singapore Accident Help Centre)

[robabdul]

Let's fire #TORY Party! #VoteLabour #Tories imposed £1200 fee since 2013 for an #employee to take #employer to #tribuneral. #employeerights #employmentrights #union Source; #LabourManifesto https://t.co/AcW6FBmgPe

[disabilityrightsarkansas]

People with disabilities experience widespread discrimination, especially in the workplace. If you or a loved one are experiencing discrimination in the workplace, reach out to us today - (501) 296-1775 #DisabilityRightsAR #DRA #DisabilityRights #HumanRights #EmploymentRights https://t.co/jJWp9zx0mQ

People with disabilities experience widespread discrimination, especially in the workplace. If you or a loved one are experiencing discrimination in the workplace, reach out to us today - (501) 296-1775 #DisabilityRightsAR #DRA #DisabilityRights #HumanRights #EmploymentRights https://t.co/jJWp9zx0mQ

— Disability Rights Arkansas (@DRArkansas) Apr 15, 2022

from Twitter https://twitter.com/DRArkansas April 15, 2022 at 05:17PM via IFTTT

[hashtagghana]

@mathiasaserbire: Adopt ILO convention on sexual harassment https://t.co/AGnst49WWP #leadership #culture #hr #workplace #employeeengagement #inclusion #diversityandinclusion #equality #employmentrights #ghana #ghananews #ghanaian #ghanabusiness #womenleaders #genderequality #sexualharassment https://t.co/kcM0QSZtL6