India’s New Labour Code Takes Effect: Women Allowed in Mining, Gig-Workers Covered

The new labour code is now live in India, bringing the main keyword “new labour code” to the forefront. Key reforms open mining and night-shift roles to women and extend social security benefits to gig and platform workers—marking a major shift in labour law and workforce inclusion.

What the reform involves

Effective immediately, the central government has made four consolidated labour codes legally operational. They unify 29 older labour laws into a streamlined framework covering wages, industrial relations, social security and occupational safety. One major element is that women are now permitted, with their consent and adequate safeguards, to work in mining, heavy machinery operations and night shifts—a category that was previously restricted under older laws. For gig and platform-workers the reform introduces legal recognition and access to social security benefits such as provident fund, insurance and pension provisions.

Women’s access to mining and hazardous work

Under the new regime, women employees can work in all establishments, including operations classified as hazardous (like underground mining), provided there are consent and safety mechanisms. The reforms also mandate equal pay for equal work, and representation of women on workplace grievance committees. For example, a mining company can now deploy women in an underground tunnel shift if SOPs, rest shelters, supervision and shift-grouping norms are met. This correction aligns with the goal of raising female labour-force participation and providing employment equity in traditionally male-dominated sectors.

Extending coverage to gig and platform workers

The reform addresses a major gap: gig and platform workers had lacked formal protections despite growth of digital-economy jobs. Now these workers are defined under the labour code and become eligible for social security schemes. Platforms must contribute a specified percentage of their turnover to a social security fund for gig-workers and platform-workers. This means a ride-hailing driver or food-delivery courier now has a legal basis for access to benefits, not just informal arrangements. The step signals a regulatory recognition of the changing employment landscape.

What employers and employers must adjust

Companies must revise their compliance and HR practices. For employers in mining, manufacturing and heavy-industry, the women-in-mining change means they must upgrade safety, transport and shift-grouping infrastructure. They also must document written consent for women working in night shifts. For gig and platform-employers the rules require registration with social-security authorities and contributions to the designated fund. At the same time, the simplified codes merge multiple forms into a unified system, reducing compliance burden though raising transparency and accountability.

Challenges and implementation risks

While the reforms are significant, their execution remains challenging. One risk is that smaller employers may struggle to meet safety and consent requirements for women in hazardous roles. Enforcement in remote mines or heavy-industry zones could lag. For gig-platform reforms, tracking contributions and ensuring benefits reach the workers will require administrative capacity and coordination between states. Trade unions have raised concerns that some provisions may favour employer flexibility at the cost of worker rights. Monitoring the actual uptake of women in previously restricted roles and the social-security enrolment rate of gig workers will be key metrics.

Takeaways

• Broader inclusion – Women can now work in mining, heavy machinery and night shifts under the new labour code with safety safeguards.
• Gig-worker protections – Platform and gig workers are legally recognised and get access to social security benefits previously unavailable.
• Employer readiness critical – Firms must upgrade infrastructure, document consent, register workers and adjust HR processes to comply.
• Implementation test ahead – Success will depend on enforcement, administrative capacity and whether uptake among women and gig workers is meaningful.

FAQs

Q: When did the new labour code become effective?
A: The consolidated labour codes were notified on 21 November 2025, making them operational across India.

Q: What kinds of work are women now eligible for under the new code?
A: With consent and safety protocols, women can work in underground & above-ground mines, heavy machinery operations, night shifts and all types of establishments—areas previously restricted.

Q: Do gig and platform workers automatically get social security now?
A: They are now eligible under the codes but actual coverage depends on registration and contribution mechanisms being operational by the platform employers and states.

Q: Are there safeguards to protect women in hazardous jobs and night shifts?
A: Yes. The code mandates written consent, safe transportation, appropriate rest facilities, CCTV and grievance representation for women in such roles.