Lok Sabha Question No. 5935 (UNSTARRED), answered on 2026-03-30
Subject: Gender Disparities in Labour Force Participation
Ministry: LABOUR AND EMPLOYMENT
Asked by: Shri Mohite Patil Dhairyasheel Rajsinh, Smt. Supriya Sule

## GOVERNMENT OF INDIA

## MINISTRY OF LABOUR AND EMPLOYMENT

## LOK SABHA UNSTARRED QUESTION NO. 5935

TO BE ANSWERED ON 30 TH  MARCH, 2026

## GENDER DISPARITIES IN LABOUR FORCE PARTICIPATION

5935.      SMT. SUPRIYA SULE:

SHRI MOHITE PATIL DHAIRYASHEEL RAJSINH:

Will the Minister of LABOUR AND EMPLOYMENT be pleased to state:

- (a) whether the Government has conducted any recent assessment of gender  disparities  in  labour  force  participation  in  Maharashtra across sectors, such as manufacturing, services, agriculture and Government employment during the last three years and if so, the district-wise details thereof;
- (b) whether the female labour force participation remains significantly  lower  in  major  urban  centres  such  as  Mumbai  and Pune  despite  higher  female  literacy and  if so, the  reasons therefor;
- (c) whether  the  Government  has  initiated  targeted  programmes  to improve women's participation in formal employment, skill development and entrepreneurship in the said State and if so, the details thereof;
- (d) the details of steps taken by the Government to expand employment  opportunities,  workplace  safety,  childcare  facilities and flexible work arrangements for women; and
- (e) whether the Government proposes special incentives for industries in Maharashtra to increase women's employment and if so, the details thereof?

## ANSWER

## MINISTER OF STATE FOR LABOUR AND EMPLOYMENT (SUSHRI SHOBHA KARANDLAJE)

- (a)  to  (e):  The  official  data  on  Employment  and  Unemployment  is collected through Periodic Labour Force Survey (PLFS), which is conducted  by  Ministry  of  Statistics  and  Programme  Implementation (MoSPI) since 2017-18.

As per the latest Annual PLFS reports, the estimated Labour Force Participation  Rate  (LFPR)  on  usual  status  for  females  of  age  15  years and  above  has  increased  from  20.4%  in  2017-18  to  28.0%  2023-24  in urban areas and the estimated Worker Population Ratio (WPR) indicating employment on usual status for females of age 15 years and above has increased from 22.0% in 2017-18 to 40.3% in 2023-24 in the country.

Further,  the  estimated  Labour  Force  Participation  Rate  (LFPR)  on usual status for males of age 15 years and above was 76.4% in 2021-22, 77.4% in 2022-23 and 77.2% in 2023-24 and for females of age 15 years and  above  was  38.4%,  40.7%  and  40.1%  in  the  State  of  Maharashtra (including manufacturing, services, agriculture sectors) during the same period.

Employment generation coupled with improving employability is the various schemes  to  boost  the  female  Labour  Force  Participation  Rate  (LFPR). The  details  of  various  employment  generation  schemes/programmes at priority of the Government. Government is implementing being implemented by the Government may be seen https://dge.gov.in/dge/schemes\_programmes .

In  order  to  encourage  employment  of  women,  the  four  Labour Codes - the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020 have been implemented with effect from 21st November 2025, rationalizing 29 erstwhile labour laws.

These  labour  codes  have  various  provisions  to  promote  female labour force participation such as :-

- (i) Proportionate  representation  of  women  in  Grievance  Redressal Committee  to  ensure  their  voices  are  included  in  workplace dispute resolutions.
- (ii) Up to 26 weeks of paid maternity leave, along with 12 weeks for adoptive and commissioning mothers and allowing remote work after maternity leave where feasible.
- (iii) Prohibition  of  gender-based  discrimination  in  matters  of  wages and conditions of employment for the same or similar work.
- (iv) Promoting creche facilities for children below the age of six to help working mothers balance work and family life.

Further,  the  Occupational  Safety,  Health  and  Working  Conditions Code, 2020 has allowed women to be employed in all establishments for all types of work and may also be employed with their consent before 6 a.m. and beyond 7 p.m. subject to condition relating to safety, holidays and working hours.  The Code also provides that adequate safeguards are  to  be  provided  by  establishments  before  engaging  women  in  any hazardous or dangerous processes.

With a view to ensure safety of women at workplace, the Ministry of Women and Child Development has put in place an electronic platform 'SHe -Box  portal'  duly  encompassing  various  provisions  of  'the  Sexual Harassment  of Women  at  Workplace (Prevention, Prohibition, and Redressal) Act, 2013' (SH Act).

To enhance the employability of female workers, the Government is providing  training  to  them  through  a  network  of  Women  Industrial Training Institutes, National Vocational Training Institutes and Regional Vocational Training Institutes.

Government has also adopted a multi-pronged approach on a lifecycle  continuum  basis  to  address  the  issue  of  educational,  social, economic  and  political  empowerment  of  women.  As  a  result,  India  is witnessing a rapid transition from women's -development to women led development with the vision of a new India where women are leading the way for fast paced and sustainable national development.

The Government has also made enabling provisions in the Companies Act, 2013, mandating companies to have at least one-woman Director.

Further,  the  Union  Budget  (2024-25)  announced  setting  up  of working women hostels in collaboration with industry, and establishing creches, for increasing participation of women in the workforce.

In  addition,  the  Ministry  of  Labour  and  Employment  in  January, 2024 issued  an  'Advisory  for  Employers  to  Promote  Women  Workforce Participation'.  This  advisory  inter -alia  mentions  the  need  for  balance between employment and care responsibilities for both men and women including  family  friendly  measures  such  as  paternity  leave,  parental leave, family emergency leave and flexible working arrangements.

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