Maternity Leave Extension - employee has not reported to work even after 7 months - no communication from her

As an employer, I have granted 6 months of maternity leave to an employees on 1st Jan 2018. She was to return to work on 1 July 2018, but had asked for extension of the same for child care. Further, she has not reported to work till date and has not been communicating with us. How and what are the possible options to deal in this scenario?

Please send a letter to the Employee's last known address as available in the records of the Company stating that she has not reported for work subsequent to completion of Maternity leave. Further, she has not submitted medical Certificate for extension of leave on Medical Grounds. Consequently, her continued absence from 1st July 2018 will be treated as unauthorized absence warranting disciplinary action as per your Company Service Rules/ Certified Standing Orders/ Appointment letter.
Wait for sometime for further appropriate action.

Following sections of Maternity Benefits Act are relevant.
Section 4 sub sections 1 ,2,4
Sec 10 ( Leave for illness arising out of pregnancy, delivery, premature birth of child, or miscarriage)
If provisions of these sections are being violated, administration can take necessary action after informing her in writing at last given address or as per documents.

I think there is Child Care leave to women employees for two months after expiry of maternity leave of 6 months. However she has to submit Child care leave application before expiry of her maternity leave. so the employer can call for explanation from the employee to take necessary suitable action for not submission of leave application.

Serve a notice in this regard to the concern employee as per service rule and ask for written explanation with valid documents for not joining on time accordingly and make sure your notice is served to her properly in personal or through registered post, give her fare time to respond thereafter don't make any further delay from your end to communicate her and if require serve one or two further reminders after first notice. Then only you can decide further course of action. Remember! her reason might be considerable even though she is not corresponding to the employer, then also a reasonable inquiry to establish facts to be done from your end.