The Equal Remuneration Act, 1976
Salient Features Of The Equal Remuneration Act, 1976
The Act is a piece of central legislation that covers the entire country. The Act’s goal is to protect women workers from sex-based discrimination at workplace and to ensure that they get equal wage. Restricting an employer’s ability to impose terms and conditions in a service or labour contract, in violation of the equal pay for equal work doctrine and the Equal Remuneration Act’s provisions.
The Act does not distinguish between types of employment or length of employment, and it applies to all workers, even if they are only employed for a day or a few days. The rules of the Equal Remuneration Act have no overriding effect on any agreement, settlement, or contract. Any settlement or arrangement with the employee that is in the employee’s best interests is prohibited. Enforcing this Act is the responsibility of the Ministry of Labour and the Central Advisory Committee.
The following is a definition of work equality:
Qualifications, duties, dependability’s, experience, secrecy, functional need, and requirements associated with the position in the hierarchy are all equally important in determining work equality.
If an employer fails to comply with the act’s provisions, he may be subject to a fine, jail, or both.
Important Provisions under the Act
The Act provides protection through various provisions:
Under Section 4 of the Equal Remunerations Act, 1976 it states that it is the duty of the employer to pay equal wage to both men and women for similar work done. Under Section 5 of the Equal Remunerations Act, 1976 it states that the employer shall not discriminate on the basis of gender while recruiting. Under Section 8 of the Equal Remuneration Act, 1976 it is necessary that the employer maintains a register with all relevant documents of all the employees.