The principle of “Equal Pay for Equal Work” forms a cornerstone of social and economic justice within India’s labour jurisprudence. It emphasizes that employees performing the same or similar work should receive identical remuneration, regardless of gender or status. Rooted in Articles 14, 16, and 39(d) of the Constitution of India, this doctrine transcends the boundaries of a mere moral aspiration and has evolved into a judicially enforceable right. Through landmark judgments such as Randhir Singh v. Union of India and State of Punjab v. Jagjit Singh, the judiciary has affirmed that wage discrimination violates the fundamental right to equality. Legislatively, India has institutionalized this principle through the Equal Remuneration Act, 1976, which explicitly prohibits wage discrimination and promotes gender equality in employment. The subsequent Code on Wages, 2019 consolidated this framework, reaffirming non-discrimination in wages and extending protection across both organized and unorganized sectors. Complementary statutes such as the Minimum Wages Act, 1948 and the Payment of Wages Act, 1936 further strengthen the foundation of fair wage practices by ensuring minimum wage standards and timely payments.