Women Workers in Factories: Legal Compliance and HR Practices

The participation of women in Indian factories has increased steadily across manufacturing sectors. With this growth comes a heightened responsibility for Factory HR teams to ensure legal compliance, workplace safety, and equitable treatment.

Indian labour laws provide specific protections and conditions for women workers, particularly in relation to working hours, safety, welfare, and dignity at work. Non-compliance not only attracts penalties but also damages employer credibility and employee trust.

This article explains what Factory HR must do to manage women workers lawfully and responsibly.

Legal Framework Governing Women Workers

Key laws and rules impacting women workers in factories include:

• Factories Act, 1948 and State Factory Rules

• Maternity Benefit Act, 1961

• Occupational Safety, Health and Working Conditions Code

• Sexual Harassment of Women at Workplace Act, 2013

HR must ensure that all applicable provisions are implemented in practice, not just on paper.

Working Hours and Night Shifts

Women workers may be employed during night shifts only where permitted by state rules and subject to conditions such as:

• Written consent

• Safe transportation

• Adequate lighting and security

• Presence of women supervisors or wardens

HR must strictly follow state-specific permissions and conditions.

Safety and Workplace Facilities

Factories employing women must ensure:

• Separate and clean sanitation facilities

• Adequate lighting and ventilation

• Safe access within factory premises

• First-aid and medical support

Safety lapses involving women workers attract severe scrutiny during inspections.

Maternity Benefits and HR Administration

HR responsibilities include:

• Tracking eligibility and maternity leave periods

• Payment of maternity benefits on time

• Protecting employment during maternity leave

• Providing nursing breaks and facilities where applicable

Improper handling often results in complaints and legal notices.

Prevention of Sexual Harassment (POSH)

Every factory must:

• Constitute an Internal Committee (IC)

• Conduct regular awareness sessions

• Display POSH policy and committee details

• Handle complaints confidentially and promptly

POSH compliance is non-negotiable and closely monitored.

HR Best Practices for Managing Women Workers

Beyond statutory compliance, HR should:

• Promote respectful workplace behaviour

• Ensure equal pay for equal work

• Address safety concerns proactively

• Encourage reporting without fear

Strong practices reduce attrition and industrial relations issues.

Conclusion

Employing women workers in factories brings both opportunity and responsibility. Compliance with legal provisions must be embedded into daily operations through disciplined HR processes and sensitive management practices.

Factory HR teams that prioritise safety, dignity, and fairness create stable workplaces while protecting the organisation from legal and reputational risks.

🗹 Factory HR Checklist for Women Worker Compliance

🗹 Verify state rules for night shift employment
🗹 Obtain consent and provide safe transport
🗹 Maintain separate sanitation facilities
🗹 Ensure maternity benefit compliance
🗹 Constitute and train POSH Internal Committee
🗹 Conduct regular awareness programmes
🗹 Address safety concerns promptly
🗹 Maintain relevant records and displays

Women Workers Compliance – Key HR Responsibility Matrix

Conclusion--

Effective labour law compliance depends on how well HR operations, payroll, and business processes work together. When compliance is embedded into everyday workflows, organisations reduce risk, improve accuracy, and build sustainable governance systems. HR teams that prioritise integration over isolation are better positioned to manage compliance confidently and consistently.