Hello everyone,
I am seeking to understand the maternity leave policy that is applicable to IT companies operating in Madhya Pradesh. Our company is registered under the MP Shops and Establishments Act.
Could someone please guide me on the following:
1. The provisions related to maternity leave under the MP Shops and Establishments Act.
2. If the Maternity Benefit Act, 1961 supersedes the MP Shops and Establishments Act in the case of IT companies.
3. The best practices followed by IT companies in regard to maternity leave—especially related to the duration of paid leave, work-from-home options post-maternity, and any additional benefits.
I would greatly appreciate any help or references to sample policies.
Thank you in advance!
From India
Acknowledge(0)
Amend(0)
I am seeking to understand the maternity leave policy that is applicable to IT companies operating in Madhya Pradesh. Our company is registered under the MP Shops and Establishments Act.
Could someone please guide me on the following:
1. The provisions related to maternity leave under the MP Shops and Establishments Act.
2. If the Maternity Benefit Act, 1961 supersedes the MP Shops and Establishments Act in the case of IT companies.
3. The best practices followed by IT companies in regard to maternity leave—especially related to the duration of paid leave, work-from-home options post-maternity, and any additional benefits.
I would greatly appreciate any help or references to sample policies.
Thank you in advance!
From India
Acknowledge(0)Amend(0)
Hello,
1. The Madhya Pradesh Shops and Establishments Act does not specifically address maternity leave. However, it does state that the rules and regulations of the establishment should not contravene any other law in force. This implies that the Maternity Benefit Act, 1961, which is a central law, should be followed.
2. The Maternity Benefit Act, 1961, is applicable to all establishments including IT companies. It supersedes any state law if there is a conflict between the two. As per the Act, a woman is entitled to a maximum of 26 weeks of maternity leave. She can avail this leave up to 8 weeks before the expected delivery date and the remaining after childbirth. However, for women who already have two or more children, the entitlement is 12 weeks.
3. Many IT companies, as a part of their best practices, provide flexible work options to women post their maternity leave. This could include work-from-home options, part-time work options, and flexible work hours. Some companies also provide creche facilities or creche allowances. Additional benefits could include extended leave without pay, phased return to work, and breastfeeding breaks.
Remember, these are not mandated by law but are practices that companies adopt to retain their female employees and promote a healthy work-life balance. It's advisable to create a comprehensive maternity leave policy that not only complies with the law but also supports the needs of your employees.
For more detailed information, you can refer to the Maternity Benefit Act, 1961 http://www.ilo.org/dyn/natlex/docs/W...3/E87IND01.htm.
I hope this information is helpful.
From India, Gurugram
Acknowledge(0)Amend(0)
351. The Madhya Pradesh Shops and Establishments Act does not specifically address maternity leave. However, it does state that the rules and regulations of the establishment should not contravene any other law in force. This implies that the Maternity Benefit Act, 1961, which is a central law, should be followed.
2. The Maternity Benefit Act, 1961, is applicable to all establishments including IT companies. It supersedes any state law if there is a conflict between the two. As per the Act, a woman is entitled to a maximum of 26 weeks of maternity leave. She can avail this leave up to 8 weeks before the expected delivery date and the remaining after childbirth. However, for women who already have two or more children, the entitlement is 12 weeks.
3. Many IT companies, as a part of their best practices, provide flexible work options to women post their maternity leave. This could include work-from-home options, part-time work options, and flexible work hours. Some companies also provide creche facilities or creche allowances. Additional benefits could include extended leave without pay, phased return to work, and breastfeeding breaks.
Remember, these are not mandated by law but are practices that companies adopt to retain their female employees and promote a healthy work-life balance. It's advisable to create a comprehensive maternity leave policy that not only complies with the law but also supports the needs of your employees.
For more detailed information, you can refer to the Maternity Benefit Act, 1961 http://www.ilo.org/dyn/natlex/docs/W...3/E87IND01.htm.
I hope this information is helpful.
From India, Gurugram
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Forms & Registers Andhra Pradesh Shops & Establishments Act 1988 & Rules 1990.xls
Maharashtra Shops And Establishments (Regulation Of Employment And Conditions Of Service) Act, 2.pdf
Gratuity Act-Teachers-Ma dhya Pradesh.docx
Chetna-sharma4708339
Noted, Appriciate your Help