Equal Pay for Equal Work & Top FAQs Answered | Code on Wages 2019 | Labour Law Simplified #4

⚖️ Welcome to Episode 4 of Labour Law Simplified — the FINAL content episode of our Code on Wages 2019 series! Today we cover two essential chapters: 📌 CHAPTER 6: EQUAL REMUNERATION & NON-DISCRIMINATION Did you know that in Indian labour law, the BURDEN OF PROOF in equal pay cases lies on the EMPLOYER — not the employee? If there's a gender pay gap, the employer must justify it with objective evidence. We explain how this works, what counts as 'work of similar nature', and what four areas of employment are covered by the non-discrimination mandate. ❓ CHAPTER 10: FREQUENTLY ASKED QUESTIONS (All 7 Official FAQs Answered) The Code on Wages 2019 includes an official FAQ chapter — and we answer every single question clearly, with the legal backing. From 'Can a worker waive minimum wages?' to 'How long do I have to file a wage claim?' — everything is covered. 🎯 What You'll Learn: ✅ The equal pay mandate — no lower wages for one gender for same/similar work [Section 3] ✅ Gender discrimination banned in recruitment, promotion, training & transfer [Section 3(2)] ✅ THE GAME CHANGER: Burden of proof for equal pay is on the EMPLOYER, not the employee ✅ Advisory Committee for women — at least 50% women members required [Section 42] ✅ What 'work of similar nature' legally means — the 3-part skill/effort/responsibility test ✅ FAQ Q1: Does the Code apply to all employees regardless of wage level? (YES!) ✅ FAQ Q2: Difference between Floor Wage and Minimum Wage — explained simply ✅ FAQ Q3: Can minimum wages be waived by worker consent? (ABSOLUTELY NOT — VOID & ILLEGAL) ✅ FAQ Q4: Must bonus be paid in a loss year? (YES — minimum 8.33% always) ✅ FAQ Q5: What to do if wages are not paid on time — your legal recourse ✅ FAQ Q6: How 'similar nature work' is determined for equal pay claims ✅ FAQ Q7: The 3-year limitation period for wage claims — don't miss this! 📌 Key Facts to Remember: • Equal pay applies to same work OR work of similar nature • Similar nature = same skill + same effort + same responsibility + same working conditions • Burden of proof of non-discrimination lies on the EMPLOYER • Advisory Committees must have minimum 50% women members • Any agreement to waive minimum wages is VOID and ILLEGAL • Wage claims must be filed within 3 YEARS of the date wages became due • Inspector-cum-Facilitator can file claims on behalf of MULTIPLE workers • Code applies to ALL employees — no wage ceiling for general coverage 💡 Who Is This For? Employees who've experienced unequal pay | HR & Legal Professionals | Women's rights advocates | CA, CS, CMA students | MBA Labour Law students | Employers wanting full compliance | Anyone completing this series! 📚 CODE ON WAGES 2019 — COMPLETE SERIES: ✅ Ep 1 – Introduction & Key Definitions ✅ Ep 2 – Minimum Wages & Payment of Wages ✅ Ep 3 – Payment of Bonus ▶️ Ep 4 – Equal Remuneration & FAQs (YOU ARE HERE — SERIES FINALE!) 📢 DISCLAIMER: For educational purposes only. Not legal advice. Consult a qualified professional for specific legal matters. #EqualPay #EqualRemuneration #CodeOnWages #LabourLaw #GenderPayGap #LabourLawIndia #EqualPayForEqualWork #LabourLaw2019 #LabourLawFAQ #LabourLawSimplified