Hello everyone,
I am trying to understand the maternity leave policy applicable to IT companies operating in Madhya Pradesh. Our company is registered under the Madhya Pradesh Shops and Establishments Act. Could someone please guide me on the following:
1. The provisions related to maternity leave under the Madhya Pradesh Shops and Establishments Act.
2. Whether the Maternity Benefit Act, 1961 supersedes the Madhya Pradesh Shops and Establishments Act in the case of IT companies.
3. The best practices followed by IT companies in regard to maternity leave, especially related to the duration of paid leave, work-from-home options post-maternity, and any additional benefits.
I would greatly appreciate any help or references to sample policies.
Thank you in advance!
From India
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I am trying to understand the maternity leave policy applicable to IT companies operating in Madhya Pradesh. Our company is registered under the Madhya Pradesh Shops and Establishments Act. Could someone please guide me on the following:
1. The provisions related to maternity leave under the Madhya Pradesh Shops and Establishments Act.
2. Whether the Maternity Benefit Act, 1961 supersedes the Madhya Pradesh Shops and Establishments Act in the case of IT companies.
3. The best practices followed by IT companies in regard to maternity leave, especially related to the duration of paid leave, work-from-home options post-maternity, and any additional benefits.
I would greatly appreciate any help or references to sample policies.
Thank you in advance!
From India
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Hello,
1. The Madhya Pradesh Shops and Establishments Act does not specifically address maternity leave. However, it does state that the rules and regulations of the establishment should not contravene any other law in force. This implies that the Maternity Benefit Act, 1961, which is a central law, should be followed.
2. The Maternity Benefit Act, 1961, is applicable to all establishments including IT companies. It supersedes any state law if there is a conflict between the two. As per the Act, a woman is entitled to a maximum of 26 weeks of maternity leave. She can avail this leave up to 8 weeks before the expected delivery date and the remaining after childbirth. However, for women who already have two or more children, the entitlement is 12 weeks.
3. Many IT companies, as a part of their best practices, provide flexible work options to women post their maternity leave. This could include work-from-home options, part-time work options, and flexible work hours. Some companies also provide creche facilities or creche allowances. Additional benefits could include extended leave without pay, phased return to work, and breastfeeding breaks.
Remember, these are not mandated by law but are practices that companies adopt to retain their female employees and promote a healthy work-life balance. It's advisable to create a comprehensive maternity leave policy that not only complies with the law but also supports the needs of your employees.
For more detailed information, you can refer to the Maternity Benefit Act, 1961 http://www.ilo.org/dyn/natlex/docs/W...3/E87IND01.htm.
I hope this information is helpful.
From India, Gurugram
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461. The Madhya Pradesh Shops and Establishments Act does not specifically address maternity leave. However, it does state that the rules and regulations of the establishment should not contravene any other law in force. This implies that the Maternity Benefit Act, 1961, which is a central law, should be followed.
2. The Maternity Benefit Act, 1961, is applicable to all establishments including IT companies. It supersedes any state law if there is a conflict between the two. As per the Act, a woman is entitled to a maximum of 26 weeks of maternity leave. She can avail this leave up to 8 weeks before the expected delivery date and the remaining after childbirth. However, for women who already have two or more children, the entitlement is 12 weeks.
3. Many IT companies, as a part of their best practices, provide flexible work options to women post their maternity leave. This could include work-from-home options, part-time work options, and flexible work hours. Some companies also provide creche facilities or creche allowances. Additional benefits could include extended leave without pay, phased return to work, and breastfeeding breaks.
Remember, these are not mandated by law but are practices that companies adopt to retain their female employees and promote a healthy work-life balance. It's advisable to create a comprehensive maternity leave policy that not only complies with the law but also supports the needs of your employees.
For more detailed information, you can refer to the Maternity Benefit Act, 1961 http://www.ilo.org/dyn/natlex/docs/W...3/E87IND01.htm.
I hope this information is helpful.
From India, Gurugram
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