Hi friends, I have a situation at my workplace where my colleague has applied for Maternity Leave from July 1, 2010. However, under an emergency situation, she has been admitted to the hospital on June 29, 2010. She also has not been to work since June 21, 2010, hence she wanted to reconsider her Maternity Leave effective June 21, 2010.
Though she has given birth to a male child, just after an hour, the baby passed away. My queries are:
1. Would the mother still be eligible for maternity leave? If yes, for how long?
2. Can the company reconsider her maternity leave dates?
Awaiting your replies.
Thanks,
Sarah
From India, Hyderabad
Acknowledge(0)
Amend(0)
Though she has given birth to a male child, just after an hour, the baby passed away. My queries are:
1. Would the mother still be eligible for maternity leave? If yes, for how long?
2. Can the company reconsider her maternity leave dates?
Awaiting your replies.
Thanks,
Sarah
From India, Hyderabad
Acknowledge(0)Amend(0)
Her maternity leave days will be counted from 21st June 2010. It is not a case of miscarriage but delivery because the child's death has occurred after birth/delivery. Therefore, she will be eligible for a maternity leave of 12 weeks. Had it been a miscarriage, her leave would have been for only six weeks.
Regards,
Madhu.T.K
From India, Kannur
Acknowledge(0)Amend(0)
4556Regards,
Madhu.T.K
From India, Kannur
Acknowledge(0)Amend(0)
Mr. Madhu has given you the perfect advice. She should apply for rescheduling her Maternity Leave effective June 21 (for a period of 12 weeks). I am sorry to say this, but I find it strange that such basic queries should come from practicing HR professionals. When the quality of work life, welfare, etc., in fact, almost everything that affects an employee, depends on HR; should we not do our homework well and take the extra pain to attain competency?
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Thank you, Madhu, for helping me with the answer.
Raj Kumar - I did my search; however, I don't think there is any harm in cross-checking with seniors on this network when a person is not sure.
Regards,
Sarah
From India, Hyderabad
Acknowledge(0)Amend(0)
Raj Kumar - I did my search; however, I don't think there is any harm in cross-checking with seniors on this network when a person is not sure.
Regards,
Sarah
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Sarah,
My emphasis was on the acquisition of the required competencies by HR professionals. If the queries are for "cross-checking" or confirmation of one's own opinion, then it is fine.
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
My emphasis was on the acquisition of the required competencies by HR professionals. If the queries are for "cross-checking" or confirmation of one's own opinion, then it is fine.
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Hi, Can we further extend the leaves if there is a special case(medical problem) even after 12 weaks . regards,
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
I have a query about maternity leave. A lady goes on Maternity Leave and after completion of that, she utilizes her PL. After this, she either resigns or does not turn up for work. What can the HR do in such a case? Can some action be taken against the lady?
Regards,
Supriya
From India, Pune
Acknowledge(0)Amend(0)
I have a query about maternity leave. A lady goes on Maternity Leave and after completion of that, she utilizes her PL. After this, she either resigns or does not turn up for work. What can the HR do in such a case? Can some action be taken against the lady?
Regards,
Supriya
From India, Pune
Acknowledge(0)Amend(0)
I am there with Madhu 100%. Further, there should be a human Midas touch when we deal with employees as they are the talented resource for us to deliver. You may backdate the maternity leave to help the employee to the fullest extent.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Employee Responsibilities Post-Maternity Leave
It is the responsibility of the employee to return after maternity leave, and then she could avail herself of PL or any other benefits; otherwise, it would become LOP (but this purely depends on the company's policy). Normally, it's restricted to 12 weeks.
In your case, as the employee has availed PL after maternity leave and then resigned (it is not practically possible to continue taking the PL unless the policy allows it), she needs to at least send a request to avail PL with proper substantiation (such as a medical certificate). This is because extraordinary leave of 1 month is available if the employee has health issues after 12 weeks of maternity leave, or she can avail PL if she needs to take care of the baby or for any other reason than sickness. However, if she needs to resign, then she needs to serve the notice of 1 month or as per her employment agreement; she is supposed to or she should pay in lieu. If there is an option for management's discretion, then it's left to the management.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
It is the responsibility of the employee to return after maternity leave, and then she could avail herself of PL or any other benefits; otherwise, it would become LOP (but this purely depends on the company's policy). Normally, it's restricted to 12 weeks.
In your case, as the employee has availed PL after maternity leave and then resigned (it is not practically possible to continue taking the PL unless the policy allows it), she needs to at least send a request to avail PL with proper substantiation (such as a medical certificate). This is because extraordinary leave of 1 month is available if the employee has health issues after 12 weeks of maternity leave, or she can avail PL if she needs to take care of the baby or for any other reason than sickness. However, if she needs to resign, then she needs to serve the notice of 1 month or as per her employment agreement; she is supposed to or she should pay in lieu. If there is an option for management's discretion, then it's left to the management.
Thank you.
From India, Madras
Acknowledge(0)Amend(0)
We also gave a similar justification to our management, but still, they feel that if the lady employee does not turn up for work, then her PF should not be processed from the company's side, and she should be compelled to either serve the notice period or pay the notice amount. Is it justified?
Regards,
Supriya
From India, Pune
Acknowledge(0)Amend(0)
Regards,
Supriya
From India, Pune
Acknowledge(0)Amend(0)
In this case, she could easily prove that she is not in a condition to attend to her duties, and that's why she was availing the PL (because she was already on maternity leave). Now, your management has said that they are not going to proceed with her PF. You have made your management aware of the problems they will face in the future if they don't process her PF.
What Happens Next?
Regarding that, what's next if she launches a complaint against your company? Even the PF office can initiate an inquiry against your company if you don't process her PF. Feel free to revert if needed.
Regards,
Ravi
From India, Mumbai
Acknowledge(0)Amend(0)
What Happens Next?
Regarding that, what's next if she launches a complaint against your company? Even the PF office can initiate an inquiry against your company if you don't process her PF. Feel free to revert if needed.
Regards,
Ravi
From India, Mumbai
Acknowledge(0)Amend(0)
You cannot hold the PF of any employee. Even if you do not sign Form 10C and Form 19 (PF withdrawal forms), he/she can get the balance credited to the PF by sending the forms directly without the employer's signature. The EPF Office will then provide you with directions to send Form 3A and the break certificate of the concerned employee, and you will have to comply with it.
Request for Legal Citation
Can I get a citation to any case law from the Apex Court or at least a lower court that has upheld the employer's decision to hold the PF or other dues of a woman employee who did not report back to duty after her maternity leave? If available, please send it for our reference.
Regards,
Madhu.T.K
From India, Kannur
Acknowledge(0)Amend(0)
Request for Legal Citation
Can I get a citation to any case law from the Apex Court or at least a lower court that has upheld the employer's decision to hold the PF or other dues of a woman employee who did not report back to duty after her maternity leave? If available, please send it for our reference.
Regards,
Madhu.T.K
From India, Kannur
Acknowledge(0)Amend(0)
Reply to Supriya's Query
Maternity Leave and PL are individual entitlements, and continuing the service after ML & PL is her will and wish. We cannot force her to continue her job or take any action against her.
I am confident in my reply. If I am wrong or need any corrections, I request advice from the forum.
Regards,
P Mohan Gandhi
From India, Madras
Acknowledge(0)Amend(0)
Maternity Leave and PL are individual entitlements, and continuing the service after ML & PL is her will and wish. We cannot force her to continue her job or take any action against her.
I am confident in my reply. If I am wrong or need any corrections, I request advice from the forum.
Regards,
P Mohan Gandhi
From India, Madras
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Employee Benefits.doc