India, March 7 -- In the course of my work, I often meet women whose stories rarely make headlines but define the real India of labour and aspiration. A young engineer on a fixed-term contract who wonders whether her years of service will ever translate into long-term security. A woman working night shifts in a factory who asks not for privilege, but for safe transport and dignity. A gig worker who logs in every day, yet remains unsure whether she is visible to the law. Their questions are simple: Do I count? Am I protected? Is my work valued? The four Labour Codes-the Code on Wages, the Industrial Relations Code, the Code on Social Security, and the Occupational Safety, Health and Working Conditions Code-must be understood through this human prism. Yes, they consolidate 29 central labour laws. Yes, they modernise regulatory architecture. But beyond legal reform lies something more important: An attempt to answer those very human questions that millions of working women ask every day. One of the clearest affirmations comes through the Code on Wages, which explicitly prohibits gender discrimination in wages for the same work or work of a similar nature. The principle of equal pay is not new to our constitutional ethos, yet embedding it within a unified wage framework strengthens its enforceability. It sends a powerful message: Equal pay is not a favour, it is justice. Another significant shift is the recognition of fixed-term employment. Today's labour market is increasingly flexible and project-based. Many women, particularly in urban and corporate sectors, work on contractual arrangements. The Industrial Relations Code ensures that fixed-term employees receive wages and statutory benefits on a par with permanent workers. Importantly, they are also eligible for gratuity on a pro-rata basis even without completing five years of service. For women whose careers include caregiving breaks or relocations, this provision offers vital economic security. The changing nature of work is most visible in the digital economy. Increasingly, women are participating as gig workers-drivers, delivery partners, and beauty professionals. For a long time, this workforce operated in a legal grey area. The Code on Social Security formally recognises gig and platform workers, enabling social security schemes supported by a dedicated fund. It acknowledges that flexibility in work should not mean vulnerability in life. For women in the unorganised sector, challenges are often more fundamental. Many lack documentation, formal recognition, or access to welfare benefits. The Social Security Code introduces provisions for the registration of unorganised workers on a centralised portal. For millions working as domestic help, home-based producers, agricultural labourers or street vendors, being formally identified within the system is the first step toward accessing social protection. Perhaps the most discussed provision lies within the Occupational Safety, Health and Working Conditions Code, which allows women to be employed in all establishments and all kinds of work, including night shifts, subject to safety conditions. In the past, restrictions were often placed on women's employment in the name of "protection". The new framework shifts the emphasis toward inclusion. It does not compel women to work at night; rather, it ensures that if they choose to, the law mandates adequate safeguards. The Code also reinforces the requirement for creche facilities, recognising that enabling infrastructure is essential for sustained participation. Furthermore, by streamlining dispute resolution under the Industrial Relations Code, justice becomes more accessible. Such measures recognise a reality many families navigate every day - that enabling infrastructure is essential for sustained participation of women in the workforce. Equally important is the effort to simplify dispute resolution mechanisms under the Industrial Relations Code. Streamlined conciliation and adjudication processes can make justice more accessible. For women, particularly those from marginalised backgrounds, delayed justice often means abandoned claims and unresolved grievances. Efficiency in redressal is therefore not merely administrative convenience; it is empowerment. Ultimately, legislation alone cannot transform realities. Its true impact lies in implementation-in timely rules, awareness, and consistent enforcement. As Chairperson of the National Commission for Women, I believe our responsibility is to ensure these Codes translate into meaningful change. India's aspiration to become a developed nation is inseparable from the condition of its women at work. When women participate fully, safely, and equally, the benefits ripple outward strengthening families, energising enterprises, and expanding the economy. Safety, equality, and growth are not competing goals. In fact, they reinforce one another. If these reforms succeed, more women across the country will finally be able to say with confidence: "I count."...