The Equal Remuneration Act, 1976, is a landmark legislation that ensures equal pay for men and
women performing the same or similar work. It also seeks to eliminate gender-based
discrimination in recruitment, promotions, and other employment practices, fostering
workplace equality.
Employers cannot consider gender as a criterion during recruitment unless the nature of work explicitly requires a specific gender.
Employment terms, including promotions, transfers, and training opportunities, must be equitable for all genders.
Employers must maintain accurate records of wages and work categories to ensure transparency and compliance.
The Act applies to:
Similar work involves tasks requiring the same level of skill, effort, and responsibility under similar working conditions.
Yes, provided the difference is due to factors such as experience or qualifications and not based on gender.
Yes, the Act applies to all employees, including temporary and contractual workers.
Employees can raise disputes with the labor commissioner or approach labor courts for resolution.
Conduct detailed audits to ensure wage parity and compliance.
Develop non-discriminatory recruitment and remuneration policies.
Educate HR teams and managers on the importance of equal pay and workplace equality.
Assist in maintaining accurate wage records for audits and inspections.
