IS THE MATERNITY ENTITLEMENT LEGISLATION ENOUGH? EXPLORING THE NEED FOR PATERNITY BREAK IN INDIA

Author: Akshita Kapoor, Amity Law School, Noida AUUP U.P.

The concept of maternity and paternity leave is an important element of gender equality, and thus includes ways to provide protection to parents and babies. In India, under the Maternity Welfare Act, 1961, women are entitled to paid leave, which is appropriate for pregnant women before or after delivery. However, the discussion is slowly moving towards understanding paternity leave, which implies the involvement of both parents in the care of their children. The Paternity Leave Bill, 2017, aims to provide a short period of one to three months to help parents step into parenthood. This article attempts to understand the current status of parental leave in India and the proposed parental leave laws, as well as the business sector that supports both parents through parental leave.It promotes the need to create legal documents to ensure the balance between work and family life of the mother and father, because the relationships between people in the family, the production of workers and the production of workers are carried out in a good way. results. The initiation of paternal consent not only allows fathers to participate in the lives of their children, but is also the first step towards the reorganization of gender norms and   the improvement of human rights in society in a fair and strong way.

Maternity Leave, Workplace Equity, Childcare, Parental Leave, Indian Constitution, Family Balance, Socio-Economic Impact.

Women will discover that they are pregnant with new possibilities while giving birth. As times change, we have seen many women leaving their families and working in private and government jobs. According to a 2021 report in India,53.28% of women work outside the home and this is expected to remain constant by 2024. This can lead to stress at that time. So, unlike in the past, there is now a law called the Maternity Welfare Act, 1961, which regulates maternity benefits and gives women the right to paid leave when necessary. These measures are not just about legal compliance, but also represent a broader commitment to gender equality and recognition of support for women during pregnancy and childbirth. Children are essential for a harmonious society. The discussion also turned to parental leave and parenting, emphasising that childcare is a shared responsibility and a step towards a fair workplace.

What is a Maternity Leave?

Maternity leave is the period of time that women can take off before and after giving birth. Maternity benefits at work can be seen as important in ensuring job security, protecting women's right to earn an income, and enabling them to have children. 

The Maternity Benefits Act, 1961, provides maternity benefits in the form of maternity leave to all women workers in India.

 Employers or organizations are required to provide maternity leave to pregnant to men.

Who is a woman under the Maternity Benefits Act, 1961? 

Under this act as per section 3 (o),

“Women means a woman employed whether directly or through any agency, for wages in any establishments.”

The term maternity benefit is also defined in the law:Section 5(1) "Under the provisions of the present Act, every woman shall be entitled to maternity benefits and her employer shall take responsibility for the provision of maternity benefits". 

THE REFORMS ARE GIVEN HEREAFTER:

1. ​Paid leave extended from 12 weeks to 26 weeks.

2. ​Prenatal leave has also been increased from 6 weeks to 8 weeks.

3. Women who have given birth to two children can take 12 weeks of leave.

4. If a working woman adopts a child under 3 months old, she can benefit from 12 weeks of maternity allowance.

In 2017, this law will once again apply to permanent and contract employees in organizations with more than 10 employees.

HERE ARE SOME AMENDMENTS WERE MADE IN THE LEGISLATION IN 2017:

1.  Work from home option:After completing 26 weeks of paid maternity leave, women can also opt to work from home, but this has to be agreed upon with their employers. here. medical assistance. 

2. Scope of the Maternity Welfare Act:

Applicability: By the end of 1972, the Act came into force all over India. This Act applies to all establishments, whether affiliated or unaffiliated, which employ 10 or more workmen at a single place on any day during the last 12 months. In a factory, mine or plant, as well as in any undertaking belonging to the State and in any place employing workmen for horse racing, acrobatics and other shows. 

A pregnant woman has to give notice in writing to her employer that maternity benefits and other benefits will be paid to her or her nominee and that she will not work during her stay in the province. She should also mention the dates of her absence and the form should be prepared not later than eight weeks before the last date of submission. If the woman does not give such notice during pregnancy, it shall be given as soon as possible after delivery. A woman who does not make this notification will not be able to benefit from maternity benefits if she is proven to be pregnant. Payment must be made within 48 hours after the coupon is issued.

3. WHY IS THERE A NEED FOR MATERNITY LEAVE?

4. Uphold the principle of Indian Constitution:

The concept of maternity leave has helped women to get back to work even after the event of childbirth and has truly upheld the principle of right to work and right to treat people properly at workplaces.

Maternity leave has played an instrumental role in upholding the fundamental rights guaranteed to women by Article 14 and Article 21 of the Constitution of India.

2. Childcare

Maternity leave has given the mother of the child full attention to the newborn delicate child who needs care and attention the most.

3. Postpartum care

Childbirth is a very critical event for a mother in terms of health. Through maternity leave the mother gets enough time to recover and get back to the right standard of health.

Maternity Leave as a Fundamental Right: Maternity leave is not merely a workplace benefit but a right linked to the dignity and well-being of both mother and child. This right has its basis in  Article 21 of the Constitution of India recognizes the right to life, including the right to dignity, parenthood and child development.

Purpose of Maternity Leave: Maternity leave ensures that mothers can care for their newborns during the critical period following birth, thereby nurturing the physical,

emotional, and psychological bonding which is essential for the child’s development. The leave also is for the mother's health and her recovery after the delivery.

Surrogacy and Equal Treatment: The court underlines the fact that motherhood is not restricted to biological processes. A woman who gives birth through surrogacy is as

responsible and emotionally attached to the child as the mother of a biological child. The refusal to grant maternity leave due to the fact of absence of pregnancy is a It violates the principles of gender equality and women's dignity. Precedent and Social Justice: 

The court points to previous decisions, like in Dr. Mrs.

Hema Vijay Menon v. State of Maharashtra, to underscore the fact that it would be discriminatory if surrogacy mothers were treated differently from biological mothers. The main focus is on making social justice real by giving all mothers—biological, adoptive, or through surrogacy—equal confidence to be able to look after their children.

In Pooja Jignesh Doshi V. State of Maharashtra and Ors

The applicant is unable to conceive a second child and hence opts for surrogacy to solve the problem. The surrogate mother gave birth to a child who was adopted by the applicant. The applicant applied for maternity leave before giving birth but her request was rejected. The operator rejected the applicant’s request for parental leave to look after the surrogate child. It is alleged that the laws and statutes governing leave do not allow parents to take maternity leave.The Bombay High Court held that the same court ruled in Dr. Hema Vijay Menon V State of Maharashtra, Bombay High Court in its decision in Petition No. 32288 of 2015 examined the concept of mother and father. According to the Supreme Court in this case, the period of pregnancy is considered as the period between pregnancy and post-delivery. The purpose of maternity leave is to protect the dignity of the mother, to look after the health of the child and the mother and the relationship between the mother and the child. It degrades the spouses and mothers of women who want to raise their surrogate children as their own. It is difficult to understand why the government does not do the same for mothers who give birth through surrogacy after giving breastfeeding break to adoptive parents.

1.  ​Penalty for contravention of Act by employers (Section 21)

If any employers contravene the provisions under his act or the rules made under, he shall if no other penalty is elsewhere provided by or under this act for such

contravention be punishable with imprisonment of 1 year or fine up to 5000-10000 rupees or with both.

2.  ​ Penalty for constructing inspector (section 22)

Whoever fails to produce or demand by the inspector any register or document shall be punishable with imprisonment up to 1 year or with fine which makes up to 5000 – 10,000/- rupees or with both.

In a developing country like India, which will account for about 9.9% of the world economy by 2023, there is currently no national law on paternity leave. lifestyle. Although some countries are starting to realize the importance of parental leave, others have come this far. The father is gone. 14 days of paid leave is provided      within 2 months of birth. Maternity Leave Law and Practice".     

Paternity Leave and Fundamental RightsIndia has its roots in Articles 21, 14, 15, 16 and 42 of the Constitution of India. Caring for a newborn baby is the right and responsibility of the father. Self-care is important in the 21st century, when people have become concerned about balancing work and personal life so the father should take this easy break.

"It is the responsibility of both parents to look after a child. They should take time to look after the newborn child for his/her good health." MP Rajeev Satav. 3 months. The Father's Rights Act, 2017 aims to recognize fatherhood as a right in India, emphasizing that it is the duty of parents to look after children. After completing 80 working days. Similar benefits and perks apply to adoptive parents. If the bill is passed in the future, it will enable India's working families to succeed in their personal and professional lives. balance money. It will also enable their employees to work efficiently, provide assistance to their families when needed and strive to strengthen their relationships with their families. Business is booming. and productivity, thus enabling parents to exercise self-control and responsibility. This will encourage men and women to be partners in care, thus creating a climate of change in society and leading to an overall improvement in living conditions. Employees are people who enjoy family life and are committed to their work. However, as social structures evolve, the need for parental leave becomes more important. Caring for children is not just the responsibility of women; co-parenting is important for the child’s development and the health of the parents. The Paternity Leave Benefit Act, 2017, emphasizes the importance of providing fathers with time to bond with their babies and support their wives during this crucial period. The principles enshrined in Articles 14 and 21 of the Constitution of India challenge gender roles. It will also improve work-life balance, employee satisfaction and overall productivity. As international examples show, the role of fathers in childcare can strengthen family relationships and create a harmonious, supportive working environment. This is a matter of justice, but it is also an investment in justice. By supporting both parents, we can create a just society where responsible care is provided and every child benefits from the presence and care of both parents.

The Maternity Benefit legislation,1961 played significant step toward ensuring workplace equity for women during childbirth. However, with evolving social structures, the need for Paternity leave is gaining attention. Childcare is not solely a woman's responsibility; shared parenting is crucial for both the child’s development and the parents' well-being. The Paternity Benefit Bill 2017, highlights importance of providing the father of child with time to bond with their newborns and support their partners during this critical phase. Granting paternity leave would uphold gender equality, a principle and challenge traditional gender roles. It would also improve work-life balance, employee satisfaction, and overall productivity. As demonstrated by international examples, recognizing fathers' roles in childcare can foster stronger family bonds and create a more inclusive, supportive workplace environment. Introducing paternity leave in India is not just a matter of social justice but an investment in the country’s human capital and economic growth. By empowering both parents, we can foster a more equitable society where caregiving responsibilities are shared, and every child benefits from the presence and care of both parents.

1. Aanchal Magazine, "More than half of Indian women are out of the workforce due to caring responsibilities" The Indian Express, 3 November 2024.

2. The Maternity Benefits Act, 1961, No. 53, Act of Parliament, 1961 (India)

3. Kartikeya Kaul And Oishika Banerji, “The Maternity Benefit Act, 1961”, Ipleaders powered by Lawsikho, October 26, 2022.

4.  INDIA CONST. art, 14 and 2.

5.  ILO, 2014, “Maternity and paternity at work Law and practice across the world”

6. International Labour Office, Geneva