The Maternity Benefit Act: Supporting Working Mothers
Nowadays, more and more women are entering the job market after completing a formal course of education. They are making their careers in different fields, standing shoulder to shoulder with their male colleagues. In such a scenario, to protect the rights of every female employee in the workplace, the government enacted the Maternity Benefit Act 1961. Despite this legislation, working women like Rima were experiencing an increasingly burdensome life trying to balance work and family, giving equal priority to both.
Rima, a successful professional, wished to continue working after her marriage. However, once she became a mother, she faced pressure from her in-laws to leave her job to care for her baby. Determined to maintain her hard-earned success, Rima struggled with guilt when it was time to leave her infant son at home and return to work. Her productivity suffered as she found it challenging to concentrate at work, missing her son and worrying about his care and nutrition.
Amendments to the Maternity Benefit Act
Until recently, thousands of working mothers faced similar challenges to Rima. To address this, the government amended the Maternity Benefit Act in 2017, extending maternity leave to six and a half months (26 weeks) from the previous three months (12 weeks). Women like Rima can now avail of this leave up to 8 weeks before the delivery date, as opposed to the earlier 6 weeks.
Additionally, employers can allow women employees to work from home post-maternity leave if the nature of work permits, for a mutually agreed duration. The amendment also mandates organizations with 50 or more employees to provide creche facilities within a prescribed distance, allowing women employees four visits a day. Moreover, at the time of appointment, all women employees must be informed of the maternity benefits available to them, either in writing or electronically.
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5Nowadays, more and more women are entering the job market after completing a formal course of education. They are making their careers in different fields, standing shoulder to shoulder with their male colleagues. In such a scenario, to protect the rights of every female employee in the workplace, the government enacted the Maternity Benefit Act 1961. Despite this legislation, working women like Rima were experiencing an increasingly burdensome life trying to balance work and family, giving equal priority to both.
Rima, a successful professional, wished to continue working after her marriage. However, once she became a mother, she faced pressure from her in-laws to leave her job to care for her baby. Determined to maintain her hard-earned success, Rima struggled with guilt when it was time to leave her infant son at home and return to work. Her productivity suffered as she found it challenging to concentrate at work, missing her son and worrying about his care and nutrition.
Amendments to the Maternity Benefit Act
Until recently, thousands of working mothers faced similar challenges to Rima. To address this, the government amended the Maternity Benefit Act in 2017, extending maternity leave to six and a half months (26 weeks) from the previous three months (12 weeks). Women like Rima can now avail of this leave up to 8 weeks before the delivery date, as opposed to the earlier 6 weeks.
Additionally, employers can allow women employees to work from home post-maternity leave if the nature of work permits, for a mutually agreed duration. The amendment also mandates organizations with 50 or more employees to provide creche facilities within a prescribed distance, allowing women employees four visits a day. Moreover, at the time of appointment, all women employees must be informed of the maternity benefits available to them, either in writing or electronically.
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The Maternity Benefit (Amendment) Act of 2017 was introduced to address the challenges faced by working mothers like Rima in balancing work and family responsibilities. The amendment significantly extended maternity leave from 12 weeks to 26 weeks, allowing women more time to care for their newborns. This change aims to reduce the stress and guilt experienced by new mothers returning to work, ultimately enhancing their well-being and productivity. Additionally, the provision for working from home post-maternity leave and access to creche facilities further supports women in managing their dual roles effectively. By informing women employees of their maternity benefits upfront, organizations can promote a supportive and inclusive work environment. Overall, the amendment reflects a positive step towards gender equality and work-life balance for women in the workforce.
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Maternity Benefit Amendment Act,2017 .pdf