Explain the purpose of enacting the code on wages. Based on Gender whether the employer can have different policies for recruitment and remuneration.

The Code on Wages, 2019 amalgamate, simplify and rationalise the relevant provisions of the following four central labour enactments relating to wages, namely: - (a) The Payment of Wages Act, 1936; (b) The Minimum Wages Act, 1948; (c) The Payment of Bonus Act, 1965; and (d) The Equal Remuneration Act, 1976. The amalgamation of the said laws will facilitate the implementation and also remove the multiplicity of definitions and authorities without compromising on the basic concepts of welfare and benefits to workers. The Code on Wages, 2019 would bring the use of technology in its enforcement. All these measures would bring transparency and accountability which would lead to more effective enforcement. Widening the scope of minimum wages to all workers would be a big step for equity. The facilitation for ease of compliance of labour laws will promote in setting up of more enterprises thus catalyzing the creation of employment opportunities. The employer cannot have different policies. As per Code on Wages, 2019, the employer cannot make any discrimination on the ground of sex while recruiting any employee for the same work or work of similar nature and in the conditions of employment, except where the employment of women in such work is prohibited or restricted by or under any law for the time being in force. The Code prohibits the employer from causing any gender discrimination in matters relating to the wages for the same work or work of similar nature done by any employee. The code has done away with the male, female and neutralized it by the expression gender to recognize and consider transgender and their rights as well as per Section 3(1) of Code on Wages 2019.