India’s corporate and HR landscape is rapidly evolving with new labour laws, gender neutrality policies, and EPFO compliance. As organizations strive to stay compliant and adapt to these changes, it is crucial to understand how they impact the future of work. As the phased implementation of new labour codes is anticipated in 2025, focusing on diversity, equity, and inclusion (DEI), employers must ensure that their human resource policies are compliant and gender-neutral. This period signifies the transformation in the workplace.

Importance of Gender Neutrality in the Workplace

Gender neutrality is not just a progressive idea; it is a constitutional requirement. Article 14 of the Indian Constitution ensures equality before the law, yet many workplace policies still operate through a binary framework, excluding LGBTQIA+ and non-binary individuals from representation and protection. As awareness of diversity and inclusion compliance in the workplace grows, Indian employment laws are shifting towards more inclusive language. As a result, HR leaders are prioritizing:

By implementing gender-neutral HR frameworks, organizations can ensure:

Equal access to career growth and advancement opportunities.
Gender neutral HR policies in India, including adoption, paternity, and surrogacy leave
Access to legal resources in harassment cases
Comprehensive insurance benefits that include LGBTQ+ workplace inclusion
Inclusive and supportive workplace environments.
Updates in internal HR guidelines to reflect non-discriminatory practices

Recent judgments and recommendations from the labour ministry emphasize the necessity of gender neutral employment laws, urging employers to revise their policies and ensure safe, inclusive workplaces. To support this shift, organizations are using compliance software to manage and audit inclusive HR policies effectively.

Legal Landscape that Navigates Progress and Identifies Gaps

1. POSH Act (2013)- Still Binary in Nature

The Sexual Harassment of Women at Workplace Act (POSH) is a significant of legislation, but it protects only women as complainants. As it stands:

There is no formal statutory protection under POSH for men, transgender individuals, or non-binary people.
While some progressive companies have adopted gender-neutral POSH policies on their own, the lack of legal backing means this remains inconsistent.

Note: Though the POSH Act protects all employees regardless of gender, to enhance workplace safety. While the POSH Act mainly addresses women's rights, many organizations are now extending similar protections to promote equality for everyone.

2. New Labour Codes

India’s four new labour codes, expected to roll out in 2025, will modernize and consolidate existing labour laws. These include:

Code on Wages: Bans gender based wage discrimination and ensures universal minimum wages
Code on Social Security: Brings gig workers and informal sector employees under the compliance net
Occupational Safety Code: It aims to improve the workplace and promote safe and inclusive infrastructure for all genders
Industrial Relations Code: Encourages easier dispute resolution and compliance automation

These codes push employers to modernize their HR policies, perform digital labour law audits, and remove gender bias in both policy and practice.

HR Compliance Under New Labour Codes

The Indian government’s new labour codes consolidate 29 laws into four broad codes—on wages, social security, industrial relations, and occupational safety. HR departments must now align operations with:

Revised working hours and wage definitions
Digital maintenance of employee records and payroll compliance
Greater emphasis on labour law compliance in India

This shift demands real-time adaptability and proactive monitoring of compliance obligations, especially for companies operating across multiple states.

Essentials of EPFO Compliance for HR Operations

The Employees’ Provident Fund Organisation (EPFO) is important for HR and compliance. Recent initiatives, such as mandatory e-nominations and digital claim settlements, highlight the need for companies to stay informed. EPFO is evolving with digital-first reforms, so here are key updates to watch:

Ensure compliance with EPF to avoid penalties.
Utilizing automation for EPFO return filing and addressing errors effectively
Linking UAN with Aadhaar is now mandatory to prevent delays in accessing benefits.
e-Nomination is required for claim settlements and faster processing

Adhering to strict timelines for EPF return filing and reconciliation to avoid penalties

HR teams must incorporate EPFO compliance into payroll systems and remain vigilant about monthly circulars and updates.

Join our upcoming webinar on EPFO Compliance & Reforms in 2025 to gain practical tips, access checklist templates, and participate in a live Q&A on the latest regulations.

Conclusion

Gender neutrality and HR compliance have become important strategies for organizations in 2025 and beyond. As India's legal system embraces equality through labour reforms and EPFO digitalization, companies must take the lead by integrating inclusion, equity, and dignity into their daily operations. Organizations that go beyond basic compliance will build more resilient, innovative, and inclusive workplaces, enabling them to remain competitive in a purpose-driven economy.

At Ricago, we support organizations in staying ahead of compliance mandates while fostering genuinely inclusive workplaces. Our platform enables you to align seamlessly with gender-neutral policies, labour law reforms, and the evolving requirements of the EPFO.

2025 Updates on Gender Inclusion HR Policies & EPFO Compliance