Workplace Safety in India: What the 2026 Reforms Mean for Women

As India accelerates its economic growth agenda, workplace safety for women has emerged as a central pillar of policy reform. With the Union Budget 2026–27 and the implementation of new labour codes, the government has signalled a decisive shift from reactive redressal of complaints to proactive prevention of workplace harassment.

At the heart of this framework is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013—commonly known as the SH Act. The law mandates the formation of Internal Complaints Committees (ICCs) in organisations with 10 or more employees and Local Committees (LCs) at the district level to address complaints from smaller establishments and the unorganised sector. The Act applies broadly, covering women in organised and unorganised sectors, as well as domestic workers.

SHeBox Portal Strengthens Digital Oversight

The government’s digital push gained momentum in 2024 with the launch of the SHeBox (Sexual Harassment electronic Box) portal. Designed as a centralised and confidential platform, SHeBox allows women to file and track complaints online in multiple languages.

Beyond grievance redressal, the portal also functions as a compliance monitoring system. Workplaces are required to upload details of their ICCs, annual reports, and records of awareness and sensitisation programmes. Officials say this move improves transparency and accountability while making complaint mechanisms more accessible.

Budget 2026–27: Linking Safety to Governance

The Union Budget 2026–27 has reinforced the government’s commitment by allocating funds for workplace safety audits and surveys, training programmes for ICC members, and expanded digital infrastructure for SHeBox. Enhanced analytics are expected to help authorities track complaint trends and identify compliance gaps across sectors.

Significantly, workplace safety compliance is now being linked to the licensing and registration of establishments. Experts describe this as a structural reform that integrates gender safety into core business governance rather than treating it as a peripheral compliance requirement.

Labour Codes Expand Employer Obligations

India’s consolidated labour codes further embed workplace safety within the broader compliance ecosystem. Mandatory ICC formation, annual disclosures on training records, and periodic sensitisation programmes are now standard obligations for employers.

Importantly, protections have also been extended to gig and platform workers—an expanding segment of India’s workforce. This inclusion ensures that women engaged in emerging and non-traditional work arrangements are not left outside the protective framework.

Policy analysts note that by aligning workplace safety with labour governance and business registration norms, the reforms underscore the link between safe work environments and sustainable economic growth.

Persistent Challenges on the Ground

Despite these policy advances, implementation challenges remain. Awareness of rights under the SH Act continues to be uneven, particularly in smaller towns and informal sectors. In some organisations, ICCs face concerns around insufficient training or lack of independence. Cultural and social barriers also discourage reporting, limiting the law’s effectiveness.

Data transparency presents another evolving challenge. While SHeBox has strengthened oversight, consistent and timely updating of workplace compliance information is still a work in progress.

Experts argue that sustained awareness campaigns in regional languages, regular training for ICC members, and visible leadership commitment within organisations are essential to bridge the gap between law and practice.

Civil Society’s Role in Implementation

Alongside government efforts, civil society organisations are playing a supporting role. One example is the DROPS Foundation, a Section 8 organisation based in the Delhi NCR region. The foundation works with MSMEs and institutions to help establish Internal Complaints Committees, implement compliance under the Prevention of Sexual Harassment (PoSH) framework, and adopt whistleblower policies aimed at transparent workplace governance.

By focusing on capacity-building for smaller enterprises, organisations like DROPS seek to translate regulatory requirements into functional systems, ensuring workplace safety measures are not merely procedural but effectively implemented.

The Road Ahead

Safeguarding women at work is both a constitutional mandate and an economic imperative. The combined impact of the SH Act, the SHeBox portal, Supreme Court oversight, Budget 2026–27 allocations, and labour code reforms reflects a comprehensive approach to strengthening workplace safety.

However, the ultimate success of these measures will depend on consistent enforcement, cultural change within organisations, and sustained public awareness. As India aspires to expand women’s participation in the workforce, ensuring safe and dignified workplaces may prove to be one of the most critical reforms shaping its growth story.

-Priya Bhadra Bhowmick