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Introduction

In today’s fast-paced world, women play multiple roles — as professionals, caregivers, and homemakers. One of the most significant transitions in a woman’s life is motherhood. However, the journey of balancing career aspirations with the demands of motherhood is not always easy. That’s why the legal rights of working mothers are crucial — they ensure women do not have to choose between their professional goals and their families.

In India, the cornerstone of these rights is the Maternity Benefit Act, 1961, strengthened by the Maternity Benefit (Amendment) Act, 2017. These laws empower working mothers by granting paid leave, job protection, healthcare benefits, and childcare support.

Rights of Working Mothers under the Maternity Benefit Act, 1961

The Maternity Benefit Act is designed to ensure that women receive the support they need during and after pregnancy while continuing to work with dignity. Let’s explore the various rights it provides:

Maternity Leave

Under the Act:

1. A working woman is entitled to 26 weeks of paid maternity leave.

2. She can take up to 8 weeks before the expected date of delivery, and the rest after childbirth.

3. For women who have two or more children, the entitlement is 12 weeks (6 before and 6 after delivery).

This extended leave ensures proper rest, recovery, and bonding with the newborn.

Eligibility for Maternity Leave

To avail of maternity leave:

1. The woman should have worked for at least 80 days in the 12 months preceding her expected date of delivery.

2. This applies to women working in factories, mines, shops, or establishments with 10 or more employees.

Leave for Miscarriage or Medical Termination

If a woman suffers a miscarriage or undergoes a medical termination of pregnancy (MTP), she is entitled to 6 weeks of paid leave from the date of the event.

This allows time for emotional and physical recovery after such traumatic experiences.

Leave for Illness Arising from Pregnancy or Childbirth

In case of illness arising out of:

1. Pregnancy,

2. Delivery,

3. Premature birth,

4. Miscarriage,

She is entitled to 1 month of additional paid leave. A medical certificate is required to claim this benefit.

Adoption and Surrogacy Leave

With the 2017 amendment:

1. Adoptive mothers of children below 3 months old can avail 12 weeks of maternity leave.

2. Commissioning mothers (through surrogacy) are also eligible for 12 weeks of leave starting from the date the child is handed over.

This provision supports non-biological mothers as well.

Tubectomy Leave

Women undergoing tubectomy (surgical sterilisation) are entitled to 2 weeks of paid leave, supporting recovery after the procedure.

Medical Bonus and Incentives

If no pre-natal or post-natal care is provided by the employer:

1. The woman is entitled to a medical bonus of ₹3,500.

2. Under the National Food Security Act, 2013, pregnant and lactating women are entitled to a minimum maternity benefit of ₹6,000.

These incentives help cover medical and nutritional needs during pregnancy.

Crèche Facilities

As per the 2017 amendment:

1. Establishments with 50 or more employees must provide crèche facilities within a prescribed distance.

2. Women can visit the crèche four times a day, including rest breaks.

This ensures working mothers have access to safe childcare while at work.

Option to Work from Home

If the nature of a woman's job allows:

1. She can opt to work from home after her maternity leave.

2. This is subject to mutual agreement between the employee and employer.

This option helps women stay productive while caring for their newborns.

Protection from Termination

During maternity leave:

1. An employer cannot terminate or dismiss a woman from her job.

2. If a woman is dismissed, it is presumed to be due to pregnancy unless proven otherwise.

This protection provides job security and shields women from discrimination.

Prohibition of Hazardous Work

Employers cannot assign:

• Any work that is physically demanding, involves long hours of standing, or is hazardous to health.

This ensures a safe working environment during pregnancy.

Judicial Interpretation and Landmark Cases

Indian courts have consistently expanded and interpreted the law to uphold women’s rights. Some important decisions include:

Kavita Yadav v. Ministry of Health and Family Welfare

The Supreme Court held that:

• A woman is entitled to full maternity benefits even if her contractual employment ends before her leave concludes, as long as she worked for at least 80 days.

This ensured that employment contracts cannot override statutory maternity rights.

Vandana Kandari v. University of Delhi

In this case:

• The Delhi High Court ruled that pregnancy cannot be a ground to deny educational opportunities.

It reinforced that motherhood must not obstruct access to education or employment.

AIR India v. Nergesh Meerza

Air India had a rule:

• Terminating air hostesses upon pregnancy.

The Supreme Court declared this rule discriminatory and unconstitutional, holding that it violated Article 14 (Right to Equality).

B. Shah v. Presiding Officer, Labour Court

The Supreme Court held:

• Wage-less holidays such as Sundays must be included in the calculation of maternity benefits.

This ensured a fair and humane interpretation of the law.

The 2017 Amendment: A Game-Changer

The Maternity Benefit (Amendment) Act, 2017 introduced several key reforms to make the law more relevant for modern India.

Key Highlights:

• Extended Paid Leave: From 12 weeks to 26 weeks.

• Inclusion of Adoptive/Commissioning Mothers: 12 weeks of leave for both.

• Mandatory Crèche Facilities: For establishments with 50+ employees.

• Work-from-Home Provision: Based on mutual agreement and feasibility.

• Flexibility and Inclusivity: Women from different family structures were considered.

These changes reflected India’s growing awareness of gender equality and the importance of early childcare.

How to Avail Maternity Benefits in India

Here’s a step-by-step guide for working mothers:

Step 1: Inform the Employer

1. Inform your HR or reporting manager in writing, ideally 2 months before the due date.

2. Submit a medical certificate confirming pregnancy and expected delivery date.

Step 2: Submit Required Documents

1. Maternity leave application form.

2. Proof of last employment (if required).

3. Bank account details (for credit of bonus).

Step 3: Check Entitlements

Ensure that you:

1. Receive full salary during your leave.

2. Get medical bonus if no facilities are provided.

3. Are not assigned any hazardous tasks.

Step 4: Return to Work

1. Discuss the option of work-from-home if required.

2. Use the crèche facilities, if available.

3. Remember: You can visit the crèche 4 times a day.

Challenges Still Faced by Working Mothers in India

Despite legal protection, many working mothers continue to face challenges:

Lack of Awareness

Many women are not aware of their full rights under the law. Some employers mislead employees or do not inform them of available benefits.

Non-Compliance by Employers

Some private sector companies do not offer full benefits, especially in smaller organizations or unorganised sectors.

Fear of Job Loss

Even with protection laws, some women fear termination or being sidelined in promotions after returning from maternity leave.

Crèche Infrastructure Issues

Although crèche facilities are mandated, implementation is poor in many sectors, especially in non-metropolitan areas.

No Universal Coverage

Women working in the unorganised sector, gig economy, or in contractual jobs are often left out of formal benefits.

Suggestions for Better Implementation

To ensure working mothers are fully empowered:

Awareness Campaigns

Government and employers must educate women about their legal rights through workshops and orientation programs.

Stricter Compliance Monitoring

Regular inspections and strict penalties for non-complying organizations.

Incentives for Companies

Government can offer tax benefits or recognition to companies with women-friendly policies and infrastructure.

Maternity Support Policies

Offer return-to-work programs, flexible work hours, lactation rooms, and mentorship for women returning post-delivery.

Inclusive Coverage

Extend benefits to:

1. Gig workers,

2. Freelancers,

3. Women in the informal sector.

Conclusion

The journey of motherhood is beautiful but challenging — especially for working women. Fortunately, India’s Maternity Benefit laws provide a robust framework of legal, financial, and practical support.

From extended maternity leave to crèche facilities and work-from-home options, the Maternity Benefit Act ensures that women do not have to sacrifice their careers to become mothers. The 2017 Amendment further enhanced these rights, keeping pace with the evolving needs of Indian women.

However, the true empowerment of working mothers lies in implementation and awareness. With proper knowledge, support from employers, and legal enforcement, working mothers in India can truly thrive — at home and in the workplace.

Businesses are experiencing unprecedented challenges and market disruption due to the Covid-19 pandemic and consequential economic meltdown seems inevitable. Economists predict that economy is now dealing with a situation far worse than the global recession of 2008. We are not prepared to deal with this situation since no business has anticipated or predicted menace to this extent, where globally national borders are locked down halting global market and business operations. 

Importantly, we are dealing with a war waged by the unknown, and nations are fighting to safeguard and protect their people and economy. In this context, businesses/ entrepreneur has to operate sustainably, and it is important to set up and administer certain proactive measures to mitigate financial and business losses. These special circumstances require special measures to sustain and thrive, and this article covers some measures that companies may imbibe to thrive over the crisis and to sustain. 

“Pragmatic ideation and proactive resolution will mitigate the impact of impending problems”

WORK FROM HOME

“Work From Home is not an exception but has become a Rule”

Legally, the success of a business and its sustenance depends on how well it protects its confidential information and trade secrets. Especially, in times like now, it has become imperative not only to have sustainable business modus operandi to thrive and succeed during bad market conditions but also to protect what has been already built through years of hard work. This sounds simple yet very difficult to implement and execute in the frontline. 

Employees are key to every organization. Their performance and conduct in operating the business decide the company's future. Good employees build a successful business and the bad ones ruin the organization. A simple claim or lawsuit will change the future of the company or drag the company into darkness (third party infringement and damages suits), so the company should explicitly set out the framework within which the employees have to function within the company. 

With a large number of employees working remotely at the comfort of their houses, the management is now grappling with the management of infrastructure to facilitate employees with work from home access and to keep the business running. While companies are dealing with infrastructure difficulties, protection of confidential information and trade secrets should be set on high priority in order to avoid future uncertainties and to govern the way the organization continues to operate within an uncontrolled environment of homes of the employees.

Measures: Implementing effective policies and conduct awareness training programs so as to how to operate and function while working at the comfort of home. Data Protection Policy, Information Technology and Security Policy and Work from Home Policy are few policies that companies should implement and effectuate measures for protection of data and confidential information.

STRUCTURE BUSINESS CONTRACTS

Businesses don’t operate in silos but are reliant upon clients, service providers, and customers (the list may vary business to business). It is important to evaluate and strategically secure and retain existing business connections. Practically, retaining old clients is a cost-effective measure, since securing new clients is a costly affair during this market meltdown. The business relationship with the client is regulated by a document called “Agreement” and this provides how to govern and operate during the subsistence of the agreement.

An agreement may be implied or express contract. Where the terms of the agreement are explicit, the business should evaluate the risks and be prepared for any foreseeable risks that may arise in the current market circumstances and protect itself from the unforeseen risks (Force Majeure Clause). For implied and unwritten business arrangement, the company will be operating in an uncontrolled and ungoverned territory and may cost the company irreparably, if things don’t operate the way they are supposed to, and legal binding of the implied agreement depends on external factors and burden of proving the transaction and losses are high. So, the management should focus on dealing with the governing business through the Agreements.

“Agreement decides whether you have a falling business or scope to rise above the troubled water.”

It is imperative to work along with the legal team to overcome the uncertainties and to operate within a controlled business environment. In the interest of economies of scale of business, as a rule, litigation should be the last resort. When agreement provides for business certainty why take long shots with regard to company future.

As such, in case a client (or a set of clients) is important for the survival of a business, then the business should take proactive measures to re-negotiate, re-design, or structure the transaction to make it sustainable to both the business and the clients. If you are expensive to your client, your dealings with them are bound to fall to the ground. Importantly, be the first to make a proposal for restructuring a transaction before your clients make a decision against you and it’s too late.

“Change is constant, adaption is a rule and knowing when to adapt will decide the success” 

Conventionally, business teams are oriented to gain business, finance to control costs and project profits, so they pay no heed to transactional risks. Inevitably, in order to succeed, the leaders have to make decisions that involve exposure to risk. However, it is important to take calculative and informed decisions with regard to such a risk exposure and the same has to be documented through an agreement to avoid uncertainties and ambiguity. Drawing up an agreement is not just a good-to-have measure, but it is a tool to resolve conflicts in case of disputes. 

To be triumphant, all teams should collaborate and structure a workable business transaction for the clients. Overpromising-Underperformance and low promises and overperformance both strategies kill the business, but a sustainable, performance and an achievable business agreement works well for all and leads business to a successful path. In this, the legal contribution would be to enlighten the business with unbiased views of the nature of risk and consequences that may arise therefrom.

Notably, business conglomerates are successful in a way they are, since they operate and function by making informed decision knowing their exposure and risks, and on the contrary, start-ups can’t afford legal costs and hence fall prey in the hands of business eagles who specialize in acquiring businesses at low cost (or no cost). As a result, start-ups rise and fall over-night. 

Measures: Evaluate your business agreement and understand the cost-value proposition as the deal/ transaction stands. In essence, restructuring your business agreement to current market will help companies to retain clients. This task also helps companies to evaluate high-cost clientele and to allocate funds to sustain the business or make the decision to let go of a client for the larger good.

SUMMARY

“Pragmatic and proactive measures make to business sustainable and keep it afloat.”

This article outlines legal measures which the business managers have to evaluate and reconsider under the Covid-19 crisis. It aims to highlight the common areas of lacuna in business operations. Pragmatic and proactive measures make the business sustainable and keep it afloat. Introspection into business processes, models, operations, and business flow, and the results of such analysis helps to strategize and acclimatize to the current business environment. Change is inevitable so the factors are key to thrust and succeed. Having enforceable and sustainable contracts is vital to govern the way the business operates and to understand obligations and liabilities. This will help to plan, strategize, and execute business in an informed way during the time of change in the business environment, and to stay out of troubled waters. These measures may mitigate the disaster and help to survive and succeed in the long run.

Authored by: RAMYA KUNAPAREDDY

Corporate and Litigation Lawyer, Hyderabad

Disclaimer: The content of this article is solely the author’s personal analysis and interpretation. In case you wish to act upon on the basis of the content of this article, please seek legal advice. The author shall not be responsible for any loss you may incur as a result of your actions relying upon this content. The content herein is the copyrighted material of the author and is informational and shall not be used for commercial purposes other than for personal reading.