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Maternity Leave Policy

The Maternity Leave Policy provides eligible female employees with paid maternity leave to bond with their child, with specific guidelines on eligibility, duration, and benefits. Employees are entitled to up to 26 weeks of leave for their first or second child and 12 weeks for subsequent children, with provisions for adoptive and commissioning mothers. The policy outlines the process for applying for leave, maintaining benefits during the leave, and consequences for non-compliance.

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172 views4 pages

Maternity Leave Policy

The Maternity Leave Policy provides eligible female employees with paid maternity leave to bond with their child, with specific guidelines on eligibility, duration, and benefits. Employees are entitled to up to 26 weeks of leave for their first or second child and 12 weeks for subsequent children, with provisions for adoptive and commissioning mothers. The policy outlines the process for applying for leave, maintaining benefits during the leave, and consequences for non-compliance.

Uploaded by

sgoe
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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(Name of the Organisation)

MATERNITY LEAVE POLICY


________is taking progressive steps to assist employees during significant life events through
company-paid time for maternity leaves. These leave benefits are intended to allow employees
paid time off to bond with their child before returning to work. This policy is available to all the
eligible employees.

1. ELIGIBILITY
Regular female employee who has worked for a minimum period of not less than 80 days in
12 months:
a) delivers a baby (i.e. birth mother), or
b) legally adopts a child below the age of one year (i.e. adoptive mother), or
c) Is a commissioning mother. Commission mother means a biological mother who uses her egg
to create an embryo implanted in any other woman.

2. GENERAL GUIDELINES
a) You will be paid at 100% of Annual Fixed Salary that you received pre leave application.
b) The Maternity Leave is inclusive of rest days, off days and public holidays.
c) Maternity Leave generally begins on the date requested by an eligible employee and must be
taken continuously upon the birth or adoption of the child.
d) To minimize business disruption, after availing the Maternity leave, employee cannot take
any additional time off immediately.
e) If employee wishes to take any leave before the Maternity leave, please contact company HR
to discuss your specific situation.
f) While on a Maternity Leave, you will maintain the same benefits coverage you have as an
active employee (subject to plan provisions), for the full duration of the leave. If you do not
return from a leave, these benefits will cease as of the last of day of your leave.
g) Additional documentation and certification may be required for verification purposes.
(Name of the Organisation)

h) Employees who fail to return within three days of the specified return to work date, accept
other employment (including self-employment) for compensation while on leave, or are
found to have falsified any information about the leave, including dates and reasons for the
leave, will be considered grounds for termination.

3. PERIOD OF MATERNITY BENEFIT


a) Woman having 1st or 2nd child
The Maternity leave shall be of maximum 26 weeks, out of which not more than 8 weeks
shall precede the expected date of her delivery. Once a woman employee joins back services
after delivery, she is entitled to two breaks for nursing the child, until the child is one and a
half years old.

b) Woman having 2 or more children:


The Maternity leave shall be 12 weeks, out of which not more than 6 weeks shall precede the
date of her expected delivery. Once a woman employee joins back services after delivery, she
is entitled to two breaks for nursing the child, until the child is one and a half years old.

c) Maternity leave Law for adoptive mothers


A woman who legally adopts a child below the age of three months shall be entitled to
maternity benefit for a period of 12 weeks from the date the child is handed over to the
adopting mother

d) Maternity law for commissioning mothers


The advent of technology has brought relief and joy to many families who were unable to
conceive naturally. The maternity leave law here states a 12 week leave to the biological
mother who imparts her egg to create an embryo which is then planted in another woman.
(Name of the Organisation)

e) Tubectomy during pregnancy


In the case of tubectomy, a woman on the production of the prescribed papers can opt for two
weeks’ leave, immediately from the date of the tubectomy operation.

4. LEAVE FOR MISCARRIAGE, OR MEDICAL TERMINATION OF PREGNANCY


In case of miscarriage, or medical termination of pregnancy, a woman shall, on production of
such proof as may be appropriate, be entitled to leave with wages at the rate of maternity
benefit, for a period of 6 weeks immediately following the day of her miscarriage or, as the
case may be, her medical termination of pregnancy.

5. PAYMENT OF MATERNITY BENEFIT IN CASE OF DEATH OF A WOMAN


In case of death of a woman before receiving such maternity benefit or amount the employer
shall pay such benefit or amount to the person nominated by the woman in the given notice
and in case there is no such nominee, to her legal representative.

6. CRITICAL ILLNESS POST-MATERNITY


A woman suffering from illness arising out of pregnancy, delivery, premature birth of child,
miscarriage or medical termination of pregnancy shall, on production of such proof as may
be appropriate, be entitled, in addition to the period of absence allowed to her or, as the case
may be, to leave with wages at the rate of maternity benefit for a maximum period of one
month.

7. FORFEITURE OF MATERNITY BENEFIT


A woman who works for remuneration with some other organization during the period she
has been permitted by an employer to absent herself for availing the maternity benefits
provided shall not be entitled to receive maternity benefit for such period.
(Name of the Organisation)

8. INITIATING MATERNITY LEAVE, AND RETURNING TO WORK


a) You can submit your application for maternity leave to the company HR along with your
doctor’s certification of the expected date of delivery or relevant document for adoption at
least 30 days before starting your maternity leave. You should provide as much notice as
possible to give your manager more time to plan for your absence.
b) You should contact your manager and company HR no later than 5 working days prior to the
scheduled end date of your leave to confirm your return to work date. If there are any
changes to the scheduled date, you must notify your manager and company HR of the new
return to work date as soon as possible. Additional documentation and certification may be
required.

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