Now it has become certain about the benefit to the women employees to be extended any time after assent of the Hon. President of India on the Maternity Benefits (Amendment) Bill to take a shape of an Act. Rajya Sabha has also passed the new new ammendment act on maternity benefits.
As per the information, dated 10 Aug. 2016 by the Press Information Bureau the following are the slaient features of the amendment act that earlier approved by the cabinet'
"The maternity benefit Act 1961 protects the employment of women during the time of her maternity and entitles her of a ‘maternity benefit’ – i.e. full paid absence from work – to take care for her child. The act is applicable to all establishments employing 10 or more persons. The amendments will help 18 lakhs (approx.) women workforce in organised sector.
To make it more clear, the amendments to Maternity Benefit Act, 1961 are as follows:
- Increase Maternity Benefit from 12 weeks to 26 weeks for two surviving children and 12 weeks for more than two children.
- 12 weeks Maternity Benefit to a ‘Commissioning mother’ and ‘Adopting mother’.
- Facilitate ‘Work from home’.
- Mandatory provision of Crèche in respect of establishment having 50 or more employees.
Justification:
- Maternal care to the Child during early childhood – crucial for growth and development of the child.
- The 44th, 45th and 46th Indian Labour Conference recommended enhancement of Maternity Benefits to 24 weeks.
- Ministry of Women & Child Development proposed to enhance Maternity Benefit to 8 months.
- In Tripartite consultations, all stake holders, in general supported the amendment proposal.
From India, Delhi
387As per the information, dated 10 Aug. 2016 by the Press Information Bureau the following are the slaient features of the amendment act that earlier approved by the cabinet'
"The maternity benefit Act 1961 protects the employment of women during the time of her maternity and entitles her of a ‘maternity benefit’ – i.e. full paid absence from work – to take care for her child. The act is applicable to all establishments employing 10 or more persons. The amendments will help 18 lakhs (approx.) women workforce in organised sector.
To make it more clear, the amendments to Maternity Benefit Act, 1961 are as follows:
- Increase Maternity Benefit from 12 weeks to 26 weeks for two surviving children and 12 weeks for more than two children.
- 12 weeks Maternity Benefit to a ‘Commissioning mother’ and ‘Adopting mother’.
- Facilitate ‘Work from home’.
- Mandatory provision of Crèche in respect of establishment having 50 or more employees.
Justification:
- Maternal care to the Child during early childhood – crucial for growth and development of the child.
- The 44th, 45th and 46th Indian Labour Conference recommended enhancement of Maternity Benefits to 24 weeks.
- Ministry of Women & Child Development proposed to enhance Maternity Benefit to 8 months.
- In Tripartite consultations, all stake holders, in general supported the amendment proposal.
From India, Delhi
I think in long term, the private company' will hesitate to hire women employees because it will have impact of loss of manpower as well as money.
From India, Mumbai
From India, Mumbai
Considering the number of posts we get on this forum regarding reluctance of private employers to grant maternity leave , what B.Sanjay says seems likely.The amendment is certainly desirable because infancy is a crucial time for overall healthy growth of an individual but I am afraid that it would become counter productive.One way to stop private sector from doing this is to make it mandatory for them to employ women as a certain percentage of workforce just like it is mandatory for listed companies to have atleast one female member on their board of directors.
From India, New Delhi
From India, New Delhi
Of course Sanjay Bhostekar's and Saibhakta's apprehension can be proved to be true to some extent and the companies can become choosy in selecting women candidates as their employees. But talent has its own importance. A company won't like to lose the opportunity to select talented and performance oriented woman, as their employees. Of course, rigid norms for selection of women candidates cannot be overruled on the part of some companies.
From India, Delhi
From India, Delhi
It will be difficult to get jobs by newly married girl and she may be forced to postpone her maternity. ESIC have to amend its provisions relating to maternity leave
From India, Bangalore
From India, Bangalore
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Grant of Maternity Benefit Leave to Women Employees Engaged under Outsourcing Policy in Haryana.pdf
Women Factory Employees Facilities as per factory Act.pptx