Extending maternity leave to 26 weeks is good, though India Inc raises a few concerns

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The Cabinet note prepared by a Labour method to rectify a Maternity Benefit Act, 1961, increases maternity leaves from benefaction 12 weeks to 26 weeks. This is a on-going bill. According to research, if some-more women join and stay in a work force, India can supplement adult to 700 US billion dollars of additional GDP. With a arise of chief families, family and amicable support for immature relatives is shortening and women are being forced to give adult on their career, that in spin is a detriment for a society. Furthermore, in India a series of women during entrance turn positions constitutes about 25 percent of a work force. At mid-level positions a series drops to 16 percent. At a comparison government turn a series goes serve down — to 4 percent. The boost in maternity leave will really assistance overpass a inconsistency and will definitely impact a expansion of a country, points out an analyst.

According to Organisation for Economic Co-operation and Development, a nation that has a best record on maternity benefits, is United Kingdom with 39 weeks of paid leave. The United States, on a other palm has no such provision. Some states in a US yield for 6 weeks paid leave. Pregnant women can request for leave underneath a Family Medical Leave Act that provides for 12 weeks of delinquent leave.

Representational image. AFP.Representational image. AFP.

Representational image. AFP.

India has lifted a benchmark by a amendment to a Maternity Benefit Act. However, even as India Inc lauds a check with a few organizations indicating out that they have been following a 26 week order even before it became mandatory, there are a few concerns per a efficiency of a bill.

What a check provides
The newly upheld Maternity Bill in Rajya Sabha increases a leaves of a profound mom from 12 weeks to 26 weeks. This is accessible for women operative both in a private zone and open sector. Nursing mothers might be authorised to work from home over a 26 week maternity leave period. However, this depends on a classification she works for.

The 26 week maternity advantage is accessible usually to those women employees who have dual children. Women who opt for a child by surrogacy or adopt a baby next 3 months will be entitled to usually 12 weeks of maternity leave. This Act is germane to all organisations that occupy 10 or some-more persons.

Organisations with 50 employees will now have to mandatorily have crèches. Another choice is for a few firms to set adult a common trickery within a prescribed distance. The employer will have to concede a mom to have 4 visits to a crèche that will embody a interlude of rest authorised to women employees.

Adoptive vs healthy mothers
The vigilant of a check is evidently to encourage a bond between the mother and child. Seema Rawat, Chairperson – MBA, HR, Narsee Monjee Institute of Management (NMIMS) wonders because a 26 week leave is not supposing for women who have children by surrogacy and adoptive mothers. “It is a on-going bill, no doubt. But creation a eminence between healthy mothers and others is unfair,” she says.

Many operative women put career initial and afterwards devise children. For many, a biological time has ticked off and they demeanour for other options while some cite to opt for surrogacy and adoption. The doubt afterwards is, says Rawat, does a bond between mom and child differ between healthy and other mothers.

Abuse of policy
Some organisations spoke about a issues in a workplace if women chose to extend a imperative 6 months leave with payoff leave or even delinquent leave. Captain Partha Samai, Sr VP and Group Head – HR, AGS Transact Technologies, says that in his knowledge as an HR veteran operative in opposite organisations, what he finds is that there can be a bent for a order to misused. There are cases where a female employee takes 3 months leave before to smoothness that she would have accumulated, says Samai, and afterwards extends a maternity leave over 3 months though pay. “How do we design a Head of Department or a group personality to comment for a deliverable? Then there are some women who contend that they have a complication, that no classification will ever challenge, and extend a leave further. we am not observant this is common though when such incidents do come up, what should an classification do,” he asks.

Missing out on promotions
When a female employee is availing of maternity leave, her deficiency is firm to uncover adult in a deliverable during estimation time. “Promotions and expansion to some border will be impacted,” says Sonal Arora, Vice President, TeamLease Services. Here, a emanate is not gender relation though about being a professional.

Organised and confused sector
According to a news by Oxfam, India’s record is gloomy when it comes to women’s appearance in a workforce. India ranks second from a bottom in a list of Group of 20 (G20) economies where women in workforce is concerned. “Around 90 percent of workforce is in a confused sector,” says Arora of TeamLease. This check afterwards impacts usually 10 percent of a workforce. However, this check usually talks about women in orderly sector. “As prolonged as a immeasurable commission of India’s manpower is in a confused sector, each advantage supposing for a workforce will not strech a immeasurable majority,” says Arora.