We are a 5-year-old private company. As per the law, we have allowed one of the female employees (Manager) to take a pregnancy leave of 26 weeks. She was drawing around 5 Lacs CTC. After completing 26 weeks of leave, she worked for 20 days and then resigned from the company. Can the company have any control or provisions to minimize such cases?
From India, Ahmedabad
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From India, Ahmedabad
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Maternity Leave and Resignation Concerns
Not considering maternity leave and asking for resignation is against the law. If the employee lodges a complaint, then the management will be in trouble. Even when we ask them to confirm their continuation after availing of maternity leave, they may accept and then leave after availing such benefits, serving the required notice period, and departing, where we can do little.
The Maternity Benefit Act clearly speaks about the payment of benefits; hence postponing the payment of benefits also falls under non-compliance. It is not only one organization; there are numerous organizations facing such critical issues; hence, we also need to live with it.
Please suggest if there is anywhere I need to correct.
Thanks,
Kameswarao
From India, Hyderabad
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191Not considering maternity leave and asking for resignation is against the law. If the employee lodges a complaint, then the management will be in trouble. Even when we ask them to confirm their continuation after availing of maternity leave, they may accept and then leave after availing such benefits, serving the required notice period, and departing, where we can do little.
The Maternity Benefit Act clearly speaks about the payment of benefits; hence postponing the payment of benefits also falls under non-compliance. It is not only one organization; there are numerous organizations facing such critical issues; hence, we also need to live with it.
Please suggest if there is anywhere I need to correct.
Thanks,
Kameswarao
From India, Hyderabad
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Dear friend, your post is about the retention of a female employee upon completion of her maternity leave. Somehow, Mr. Gopinath Varahamurthi perceived it as misogynistic and gave an ironic reply. Anyway, let us address the original issue.
Challenges faced by women after maternity leave
Women from all types of companies go on maternity leave. Often, deliveries become complicated, making it challenging to resume duties after leave. Consequently, women resign. Another reason is the lack of proper care for the newborn baby. Many women are hesitant to use a creche, leading them to resign, take a career break for 2-3 years, and then resume work.
Differences in retention between SMEs and MNCs
However, when considering women from top-notch MNCs or well-known companies, they typically do not take breaks. There are two main reasons for this. Firstly, the strong brand image of these companies supersedes post-maternity concerns. Secondly, the high remuneration they receive acts as a deterrent from leaving the company, as separation would result in significant financial loss.
Challenges for SMEs
If your company is a 5-year-old private limited company, it falls short in two key areas: a strong brand image and competitive remuneration. A payment of Rs 5 lakh may not be considered substantial.
Experiencing this issue is not uncommon for SMEs. Therefore, your leadership team and all employees should strive to elevate the company's status to that of a branded entity to address employee turnover challenges.
Thanks,
Dinesh Divekar
From India, Bangalore
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Challenges faced by women after maternity leave
Women from all types of companies go on maternity leave. Often, deliveries become complicated, making it challenging to resume duties after leave. Consequently, women resign. Another reason is the lack of proper care for the newborn baby. Many women are hesitant to use a creche, leading them to resign, take a career break for 2-3 years, and then resume work.
Differences in retention between SMEs and MNCs
However, when considering women from top-notch MNCs or well-known companies, they typically do not take breaks. There are two main reasons for this. Firstly, the strong brand image of these companies supersedes post-maternity concerns. Secondly, the high remuneration they receive acts as a deterrent from leaving the company, as separation would result in significant financial loss.
Challenges for SMEs
If your company is a 5-year-old private limited company, it falls short in two key areas: a strong brand image and competitive remuneration. A payment of Rs 5 lakh may not be considered substantial.
Experiencing this issue is not uncommon for SMEs. Therefore, your leadership team and all employees should strive to elevate the company's status to that of a branded entity to address employee turnover challenges.
Thanks,
Dinesh Divekar
From India, Bangalore
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Effective employee retention strategies-BPO. doc
Employee Retention Tools.pdf