Empowering women is an ongoing process that spans various fields. Challenges working women face, especially in balancing career and family, have been acknowledged and addressed. The specific difficulties of pregnancy have prompted significant changes in the workplace, shaping the evolution of maternity leave policies. Securing individual health insurance is crucial for comprehensive coverage, providing individuals with financial protection and access to quality healthcare tailored to their specific needs.
Maternity Benefit Act Of 1961
The Maternity Benefit Act governs maternity leave in India, ensuring the comfort of expectant mothers without jeopardising job security. The act stipulates that maternity leave pay is determined by averaging wages for the three months preceding the leave. To be eligible, an employee must have worked for the company for at least 80 days in the 12 months before the anticipated due date. The expectant mother can take up to eight weeks of leave before childbirth out of the 26 weeks.
Qualifications For Maternity Leave
The act extends beyond biological mothers, covering adoptive mothers, commissioning mothers, and surrogate mothers. Adoptive mothers are entitled to 12 weeks of maternity leave, while commissioning and surrogate mothers can avail of the full 26 weeks of leave.
Women undergoing tubectomy, a permanent form of contraception, are eligible for a two-week leave starting from the day of the procedure. In cases of post-pregnancy health issues, where the mother faces a life-threatening illness, an additional one-month benefit is provided.
Government And Private Sector Policies
Female government civil servants are entitled to 180 days of paid leave for the first two live births. In the private sector, maternity leave policies may vary, necessitating employees to confirm specifics with their HR departments.
2017 Maternity Benefit Amendment
The 2017 amendment introduced crucial provisions. New mothers can opt for work-from-home arrangements after the 26-week leave, subject to mutual agreement with their employers. Organisations with over fifty employees must have a crèche facility, allowing female staff members at least four daily visits.
Employee awareness is emphasised, with employers required to inform staff about maternity benefits when hiring. Any termination on the first day of maternity leave without a valid reason is considered unlawful and unjustifiable under this amendment.
Expectant mothers, facing many responsibilities, can prioritise their well-being during pregnancy. Every woman needs to secure an individual health insurance policy, considering the various health aspects of pregnancy.
For a hassle-free experience, individuals can access their Bajaj Allianz policy download through the Caringly Yours platform, providing a convenient way to manage and review their insurance coverage.
Individual health insurance plans become crucial, covering potential postpartum health issues and allowing mothers to focus on recovery instead of financial concerns. Exploring the health insurance benefits offered by a policy is essential for individuals, ensuring they have access to comprehensive medical coverage, preventive care, and financial security in times of illness or emergencies. Claims are subject to terms and conditions set forth under the health insurance policy. *
Maternity leave policies in India have adapted to meet the diverse needs of expectant mothers. While legislation forms the foundation, organisations play a vital role in implementing and enhancing these policies, fostering a supportive and empowering environment for women in the workforce.
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