A PROJECT on

MATERNITY BENEFIT ACT, 1961

TABLE OF CONTENT

A PROJECT ON.................................................................................................................................................1 MATERNITY BENEFIT ACT, 1961..............................................................................................................1 BACKGROUND....................................................................................................................................................2 INTRODUCTION.................................................................................................................................................3 1. SHORT TITLE EXTENT AND COMMENCEMENT ..........................................................................................................6 2. APPLICATION OF ACT .......................................................................................................................................6 3. DEFINITIONS ....................................................................................................................................................6 4. EMPLOYMENT OF OR WORK BY WOMEN PROHIBITED DURING CERTAIN PERIODS ...........................................................8 5. RIGHT TO PAYMENT OF MATERNITY BENEFITS ........................................................................................................9 6. NOTICE OF CLAIM FOR MATERNITY BENEFIT AND PAYMENT THEREOF .......................................................................10 7. PAYMENT OF MATERNITY BENEFIT IN CASE OF DEATH OF A WOMAN ........................................................................11 8. PAYMENT OF MEDICAL BONUS ..........................................................................................................................11 9. LEAVE FOR MISCARRIAGE ETC. .........................................................................................................................11 10. LEAVE FOR ILLNESS ARISING OUT OF PREGNANCY DELIVERY PREMATURE BIRTH OF CHILD MISCARRIAGE MEDICAL TERMINATION OF PREGNANCY OR TUBECTOMY OPERATION .........................................................................................12 11. NURSING BREAKS .........................................................................................................................................12 12. DISMISSAL DURING ABSENCE OF PREGNANCY ....................................................................................................12 13. NO DEDUCTION OF WAGES IN CERTAIN CASES ....................................................................................................13 14. APPOINTMENT OF INSPECTORS ........................................................................................................................13 15. POWERS AND DUTIES OF INSPECTORS ...............................................................................................................13 16. INSPECTORS TO BE PUBLIC SERVANTS ...............................................................................................................14 17. POWER OF INSPECTOR TO DIRECT PAYMENTS TO BE MADE ...................................................................................14 18. FORFEITURE OF MATERNITY BENEFIT ................................................................................................................16 19. ABSTRACT OF ACT AND RULES THEREUNDER TO BE EXHIBITED ............................................................................16 20. REGISTERS ETC. ...........................................................................................................................................16 21. PENALTY FOR CONTRAVENTION OF ACT BY EMPLOYER .......................................................................................16 22. PENALTY FOR OBSTRUCTING INSPECTOR ...........................................................................................................17 23. COGNIZANCE OF OFFENCES ............................................................................................................................17 24. PROTECTION OF ACTION TAKEN IN GOOD FAITH .................................................................................................17 25. POWER OF CENTRAL GOVERNMENT TO GIVE DIRECTIONS ....................................................................................17 26. POWER TO EXEMPT ESTABLISHMENTS ...............................................................................................................17 27. EFFECT OF LAWS AND AGREEMENTS INCONSISTENT WITH THIS ACT .......................................................................18 28. POWER TO MAKE RULES ................................................................................................................................18 29. AMENDMENT OF ACT 69 OF 1951 .................................................................................................................19 30. REPEAL ......................................................................................................................................................19 SECTION 12, 13..................................................................................................................................................20 THE MATERNITY BENEFIT (AMENDMENT) BILL, 2007 ...................................................................22 STATEMENT OF OBJECTS AND REASONS...........................................................................................22 FINANCIAL MEMORANDUM...................................................................................................................23 MEMORANDUM REGARDING DELEGATED LEGISLATION.............................................................24 CASE STUDIES..................................................................................................................................................25

BACKGROUND
Economic dependence of women is what gives rise to their subordination in society today. Hence to remove such subordination and to lay the foundation of equality women too must be made economically independent

and must take an active role in all sectors of business today. To support such initiative the Government must provide some conditions which are suitable for the needs of women. Problems faced by women in the economic sphere of life are mostly relating to unequal wages and discrimination resulting from their biological role in nature of childbearing. To curb such problems and protect the economic rights of women the legislature introduced the Equal Remuneration Act 1976 and the Maternity Benefit Act of 1961. Maternity benefits were first recognized when the Maternity Protection Conference was held by the International Labour Organization in 1919. In a case in 1977, B. Shah v. P.O. It was held that women need to be withdrawn from the workforce during pregnancy and after the birth also they need the steady income for medical expenses etc. and therefore to preserve her health law should make provisions for maternity benefit so women can ensure their productivity as well as reproductivity. A maternity benefit is one that every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit, which is the amount payable to her at the rate of the average daily wage for the period of her actual absence. The Maternity Benefit Act aims to regulate of employment of women employees in certain establishments for certain periods before and after childbirth and provides for maternity and certain other benefits. The Maternity Benefit Act is applicable all across the whole Union of India and is pertinent to every factory, mine or plantation including those belonging to Government, irrespective of the number of employees, and to every shop or establishment wherein 10 or more persons are employed or were employed on any day of the preceding 12 months. Women can claim benefits under the act everywhere except in factories and other establishments where the Employees State Insurance Act is applicable. Sec.2 of this Act lays down its applicability where it states that this act must be followed in all Governmental establishments such as factories, mines, and other plantations where people are employed for the exhibition of equestrian and acrobatic skills. Also it applies to shops or any state owned stores or markets where at least ten people are employed and the person must have been working for at least 12 months to avail of the maternity benefits.

INTRODUCTION
The object of maternity leave and benefit is to protect the dignity of motherhood by providing for the full and healthy maintenance of women and her child when she is not working. With the advent of modern age, as the

number of women employees is growing, the maternity leave and other maternity benefits are becoming increasingly common. But there was no beneficial piece of legislation in the horizen which is intended to achieve the object of doing social justice to women workers employed in factories, mines and plantation.

ACT 53 OF 1961
With the object of providing maternity leave and benefit to women employee the Maternity Benefit Bill was passed by both the Houses of Parliament and subsequently it received the assent of President on 12th December, 1961 to become an Act under short title and numbers "THE MATERNITY BENEFIT ACT, 1961 (53 OF 1961)". An Act to regulate the employment of women in certain establishments for certain period before and after child-birth and to provide for maternity benefit and certain other benefits.

LIST OF AMENDING ACTS

1. The Central Labour Laws (Extension to Jammu and Kashmir) Act, 1970 (51 of 1970). 2. The Maternity Benefit (Amendment) Act, 1972 (21 of 1972).

3. The Maternity Benefit (Amendment) Act, 1973 (52 of 1973). 4. The Maternity Benefit (Amendment) Act, 1976 (53 of 1976). 5. The Maternity Benefit (Amendment) Act, 1988 (61 of 1988). 6. The Maternity Benefit (Amendment) Act, 1995 (29 of 1995).

MATERNITY BENEFIT ACT, 1961

1. Short title extent and commencement
(1) This Act may be called the Maternity Benefit Act 1961. (2) It extends to the whole of India. (3) It shall come into force on such date as may be notified in this behalf in the Official Gazette(a) in relation to mines and to any other establishment wherein persons are employed for the exhibition of equestrian acrobatic and other performances by the Central Government; and (b) in relation to other establishments in a State by the State Government.

2. Application of Act
(1) It applies in the first instance (a) to every establishment being a factory mine or plantation including any such establishment belonging to government and to every establishment wherein persons are employed for the exhibition of equestrian acrobatic and other performances; (b) to every shop or establishment within the meaning of any law for the time being in force in relation to shops and establishments in a State in which ten or more persons are employed or were employed on any day of the preceding twelve months : Provided that the State Government may with the approval of the Central Government after giving not less than two month's notice of its intention of so doing by notification in the Official Gazette declare that all or any of the provisions of this Act shall apply also to any other establishment or class of establishments industrial commercial agricultural or otherwise. (2) Save as otherwise provided in sections 5A and 5B nothing contained in this Act shall apply to any factory or other establishment to which the provisions of the Employees' State Insurance Act 1948 (34 of 1948) apply for the time being.

3. Definitions
3. In this Act unless the context otherwise requires -

(a) "appropriate government" means in relation to an establishment being a mine or an establishment wherein persons are employed for the exhibition of equestrian acrobatic and other performances the Central Government and in relation to any other establishment the State Government; (b) "Child" includes a still-born child; (c) "Delivery" means the birth of a child; (d) "Employer" means (i) in relation to an establishment which is under the control of the government a person or authority appointed by the government for the supervision and control of employees or where no person or authority is so appointed the head of the department; (ii) in relation to an establishment under any local authority the person appointed by such authority for the supervision and control of employees or where no person is so appointed the chief executive officer of the local authority; (iii) in any other case the person who or the authority which has the ultimate control over the affairs of the establishment and where the said affairs and entrusted to any other person whether called a manager managing director managing agent or by any other name such person; (e) "Establishment" means (i) a factory; (ii) a mine; (iii) a plantation; (iv) an establishment wherein persons are employed for the exhibition of equestrian acrobatic and other performance; (iva) a shop or establishment; or (v) an establishment to which the provisions of this Act have been declared under sub-section (1) of section 2 to be applicable; (f) "Factory" means a factory as defined in clause (m) of section 2 of the Factories Act 1948 (63 of 1948); (g) "Inspector" means an Inspector appointed under section 14; (h) "Maternity benefit" means the payment referred to in sub-section (1) of section 5;

(ha) "Medical termination of pregnancy" means the termination of pregnancy permissible under the provisions of Medical Termination of Pregnancy Act 1971; (i) "mine" means a mine as defined in clause (j) of section (2) of the Mines Act 1952 (35 of 1952); (j) "miscarriage" means expulsion of the contents of a pregnant uterus at any period prior to or during the twenty-sixth week of pregnancy but does not include any miscarriage the causing of which is punishable under the Indian Penal Code (45 of 1860); (k) "plantation" means a plantation as defined in clause (f) of section 2 of the Plantations Labour Act 1951 (69 of 1951); (l) "prescribed" means prescribed by rule made under this Act; (m) "State Government" in relation to a Union territory means the Administrator thereof; (n) "wages" means all remuneration paid or payable in cash to a woman if the terms of the contract of employment express or implied were fulfilled and includes (1) such cash allowances (including dearness allowance and house rent allowances) as a woman is for the time being entitled to (2) incentive bonus and (3) the money value of the concessional supply of foodgrains and other articles but does not include (i) any bonus other than incentive bonus; (ii) over-time earnings and any deduction or payment made on account of fines; (iii) any contribution paid or payable by the employer to any pension fund or provident fund or for the benefit of the woman under any law for the time being in force; and (iv) any gratuity payable on the termination of service; (o) "woman" means a woman employed whether directly or through any agency for wages in any establishment.

4. Employment of or work by women prohibited during certain periods

(1) No employer shall knowingly employ a woman in any establishment during the six weeks immediately following the day of her delivery miscarriage or medical termination of pregnancy. (2) No women shall work in any establishment during the six weeks immediately following the day of her delivery miscarriage or medical termination or pregnancy. (3) Without prejudice to the provisions of section 6 no pregnant women shall on a request being made by her in this behalf be required by her employer to do during the period specified in sub-section (4) any work which is of an arduous nature or which involves long hours of standing or which in any way is likely to interfere with her pregnancy or the normal development of the foetus or is likely to cause her miscarriage or otherwise to adversely affect her health. (4) The period referred to in sub-section (3) shall be (a) the period of one months immediately preceding the period of six weeks before the date of her expected delivery; (b) any period during the said period of six weeks for which the pregnant woman does not avail of leave of absence under section 6.

5. Right to payment of maternity benefits

(1) Subject to the provisions of this Act every woman shall be entitled to and her employer shall be liable for the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence that is to say the period immediately preceding the day of her delivery the actual day of her delivery and any period immediately following that day. Explanation: For the purpose of this sub-section the average daily wage means the average of the woman's wages payable to her for the days on which she has worked during the period of three calendar months immediately preceding the date from which she absents herself on account of maternity the minimum rate of wage fixed or revised under the Minimum Wages Act 1948 (11 of 1948) or ten rupees whichever is the highest. (2) No woman shall be entitled to maternity benefit unless she has actually worked in an establishment of the employer from whom she claims maternity benefit for a period of not less than eighty days in the twelve months immediately preceding the date of her expected delivery : Provided that the qualifying period of eighty days aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. Explanation: For the purpose of calculating under the sub-section the days on which a woman has actually worked in the establishment the days for which

she has been laid off or was on holiday declared under any law for the time being in force to be holidays with wages during the period of twelve months immediately preceding the date of her expected delivery shall be taken into account. (3) The maximum period for which an woman shall be entitled to maternity benefit shall be twelve weeks of which not more than six weeks shall precede the date of her expected delivery: Provided that where a woman dies during this period the maternity benefit shall be payable only for the days up to and including the day of her death: Provided Further that where a woman having been delivered of a child dies during her delivery or during the period immediately following the date of her delivery for which she is entitled for the maternity benefit leaving behind in either case the child the employer shall be liable for the maternity benefit for that entire period but if the child also dies during the said period then for the days up to and including the date of the death of the child. 5A. Continuance of payment of maternity benefit in certain cases 5A. Every woman entitled to the payment of maternity benefit under this Act shall notwithstanding the application of the Employees' State Insurance Act 1948 (34 of 1948) to the factory or other establishment in which she is employed continue to be so entitled until she becomes qualified to claim maternity benefit under section 50 of that Act. 5B. Payment of maternity benefit in certain cases Every woman (a) who is employed in a factory or other establishment to which the provisions of the Employee's State Insurance Act 1948 (34 of 1948) apply; (b) whose wages (excluding remuneration for over-time work) for a month exceed the amount specified in sub-clause (b) of clause (9) of section 2 of that Act; and (c) who fulfils the conditions specified in sub-section (2) of section 5 shall be entitled to the payment of maternity benefit under this Act.

6. Notice of claim for maternity benefit and payment thereof

(1) Any woman employed in an establishment and entitled to maternity benefit under the provisions of this Act may give notice in writing in such form as may be prescribed to her employer stating that her maternity benefit and any other amount to which she may be entitled under this Act may be paid to her or to such person as she may nominate in the notice and that she will not work in any establishment during the period for which she receives maternity benefit.

(2) In the case of a woman who is pregnant such notice shall state the date from which she will be absent from work not being a date earlier than six weeks from the date of her expected delivery. (3) Any woman who has not given the notice when she was pregnant may give such notice as soon as possible after the delivery. (4) On receipt of the notice the employer shall permit such woman to absent herself from the establishment during the period for which she receives the maternity benefit. (5) The amount of maternity; benefit for the period preceding the date of her expected delivery shall be paid in advance by the employer to the woman on production of such proof as may be prescribed that the woman is pregnant and the amount due for the subsequent period shall be paid by the employer to the woman within forty-eight hours of production of such proof as may be prescribed that the woman has been delivered of a child. (6) The failure to give notice under this section shall not disentitle a woman to maternity benefit or any other amount under this Act if she is otherwise entitled to such benefit or amount and in any such case an Inspector may either of his own motion or on an application made to him by the woman order the payment of such benefit or amount within such period as may be specified in the order.

7. Payment of maternity benefit in case of death of a woman

If a woman entitled to maternity benefit or any other amount under this Act dies before receiving such maternity benefit or amount or where the employer is liable for maternity benefit under the second proviso to sub-section (3) of section 5 the employer shall pay such benefit or amount to the person nominated by the woman in the notice given under section 6 and in case there is no such nominee to her legal representative.

8. Payment of medical bonus

Every woman entitled to maternity benefit under this Act shall also be entitled to receive from her employer a medical bonus of two hundred and fifty rupees if no pre-natal confinement and post-natal care is provided for by the employer free of charge.

9. Leave for miscarriage etc.

In case of miscarriage or medical termination of pregnancy a woman shall on production of such proof as may be prescribed be entitled to leave with wages

at the rate of maternity benefit for a period of six weeks immediately following the day of her miscarriage or as the case may be her medical termination of pregnancy. 9A. Leave with wages for tubectomy operation In case of tubectomy operation a woman shall on production of such proof as may be prescribed be entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation.

10. Leave for illness arising out of pregnancy delivery premature birth of child miscarriage medical termination of pregnancy or tubectomy operation
A woman suffering from illness arising out of pregnancy delivery premature birth of child miscarriage medical termination of pregnancy or tubectomy operation shall on production of such proof as may be prescribed be entitled in addition to the period of absence allowed to her under section 6 or as the case may be under section 9 to leave with wages at the rate of maternity benefit for a maximum period of one month.

11. Nursing breaks

Every woman delivered of a child who returns to duty after such delivery shall in addition to the interval for rest allowed to her be allowed in the course of her daily work two breaks of the prescribed duration for nursing the child until the child attains the age of fifteen months.

12. Dismissal during absence of pregnancy

(1) When a woman absents herself from work in accordance with the provisions of this Act it shall be unlawful for her employer to discharge or dismiss her during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence or to vary to her disadvantage any of the conditions of her service. (2)(a) The discharge or dismissal of a woman at any time during her pregnancy if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus referred to in section 8 shall not have the effect of depriving her of the maternity benefit or medical bonus: Provided that where the dismissal is for any prescribed gross misconduct the employer may by order in writing communicated to the woman deprive her of the maternity benefit or medical bonus or both.

(b) Any woman deprived of maternity benefit or medical bonus or both or discharged or dismissed during or on account of her absence from work in accordance with the provisions of this Act may within sixty days from the date on which order of such deprivation on discharge or dismissal is communicated to her appeal to such authority as may be prescribed and the decision of that authority on such appeal whether the woman should or should not be deprived of maternity benefit or medical bonus or both or discharged or dismissed shall be final. (c) Nothing contained in this sub-section shall effect the provisions contained in sub-section (1).

13. No deduction of wages in certain cases

No deduction from the normal and usual daily wages of a woman entitled to maternity benefit under the provisions of this Act shall be made by reason only of (a) the nature of work assigned to her by virtue of the provisions contained in sub-section (3) of section 4; or (b) breaks for nursing the child allowed to her under the provisions of section 11.

14. Appointment of Inspectors

The appropriate government may by notification in the Official Gazette appoint such officers as it thinks fit to be Inspectors for the purposes of this Act and may define the local limits of the jurisdiction within which they shall exercise their functions under this Act.

15. Powers and duties of Inspectors

An Inspector may subject to such restrictions or conditions as may be prescribed exercise all or any of the following powers namely: (a) enter at all reasonable times with such assistants if any being person in the service of the government or any local or other public authority as he thinks fit any premises or place where woman are employed or work is given to them in an establishment for the purposes of examining any register records and

notices required to be kept or exhibited by or under this Act and require their production for inspection; (b) examine any person who he finds in any premises or place and who he has reasonable cause to believe is employed in the establishment; Provided that no person shall be compelled under this section to answer any question or give any evidence tending to incriminate himself; (c) require the employer to give information regarding the names and addresses of women employed payments made to them and applications or notices received from them under this Act; and (d) take copies of any registers and records or notices or any portions thereof.

16. Inspectors to be public servants

Every Inspector appointed under this Act shall be deemed to be a public servant within the meaning of section 21 of the Indian Penal Code (45 of 1860).

17. Power of Inspector to direct payments to be made

(1) Any woman claiming that (a) maternity benefit or any other amount to which she is entitled under this Act and any person claiming that payment due under section 7 has been improperly withheld; (b) her employer has discharged or dismissed her during or on account of her absence from work in accordance with the provisions of this Act may make a complaint to the Inspector. (2) The Inspector may of his own motion or on receipt of a complaint referred to in sub-section (1) make an inquiry or cause an inquiry to be made and if satisfied that (a) payment has been wrongfully withheld may direct the payment to be made in accordance with his orders; (b) she has been discharged or dismissed during or on account of her absence from work in accordance with the provisions of this Act may pass such orders as are just and proper according to the circumstances of the case. (3) Any person aggrieved by the decision of the Inspector under sub-section (2) may within thirty days from the date on which such decision is communicated to such person appeal to the prescribed authority.

(4) The decision of the prescribed authority where an appeal has been preferred to it under sub-section (3) or of the Inspector where no such appeal has been preferred shall be final. (5) Any amount payable under this section shall be recoverable by the Collector on a certificate issued for that amount by the Inspector as an arrear of land revenue.

18. Forfeiture of maternity benefit

If a woman works in any establishment after she has been permitted by her employer to absent herself under the provisions of section 6 for any period during such authorised absence she shall forfeit her claim to the maternity benefit for such period.

19. Abstract of Act and rules thereunder to be exhibited

An abstract of the provisions of this Act and the rules made thereunder in the language or languages of the locality shall be exhibited in a conspicuous place by the employer in every part of the establishment in which women are employed.

20. Registers etc.

Every employer shall prepare and maintain such registers records and musterrolls and in such manner as may be prescribed.

21. Penalty for contravention of Act by employer

(1) If any employer fails to pay any amount of maternity benefit to a woman entitled under this Act or discharges or dismisses such woman during or on account of her absence from work in accordance with the provisions of this Act he shall be punishable with imprisonment which shall not be less than three months but which may extend to one year and with fine which shall not be less than two thousand rupees but which may extend to five thousand rupees: Provided that the court may for sufficient reasons to be recorded in writing impose a sentence of imprisonment for a lesser term or fine only in lieu of imprisonment. (2) If any employer contravenes the provisions of this Act or the rules made thereunder he shall if no other penalty is elsewhere provided by or under this Act for such contravention be punishable with imprisonment which may extend to one year or with fine which may extend to five thousand rupees or with both : Provided that where the contraventions is of any provision regarding maternity benefit or regarding payment of any other amount and such maternity benefit or amount has not already been recovered the court shall in addition recover such maternity benefit or amount as if it were a fine and pay the same to the person entitled thereto.

22. Penalty for obstructing Inspector

Whoever fails to produce on demand by the Inspector any register or document in his custody kept in pursuance of this Act or the rules made thereunder or conceals or prevents any person from appearing before or being examined by an Inspector shall be punishable with imprisonment which may extent to one year or with fine which may extend to five thousand rupees or with both.

23. Cognizance of offences

(1) Any aggrieved woman an office bearer of a trade union registered under the Trade Unions Act 1926 (16 of 1926) of which such woman is a member or a voluntary organisation registered under the Societies Registration Act 1860 (21 of 1860) or an Inspector may file a complaint regarding the commission of an offence under this Act in any court of competent jurisdiction and no such complaint shall be filed after the expiry of one year from the date on which the offence is alleged to have been committed. (2) No court inferior to that of a Metropolitan Magistrate or a Magistrate of the first class shall try any offence under this Act.

24. Protection of action taken in good faith

No suit prosecution or other legal proceedings shall lie against any person for anything which is in good faith done or intended to be done in pursuance of this Act or of any rule or order made thereunder.

25. Power of Central Government to give directions

The Central Government may give such directions as it may deem necessary to a State Government regarding the carrying into execution of the provisions of this Act and the State Government shall comply with such directions.

26. Power to exempt establishments

If the appropriate government is satisfied that having regard to an establishment or a class of establishments providing for the grant of benefits which are not less favourable than those provided in this Act it is necessary so to do it may by notification in the Official Gazette exempt subject to such conditions and restrictions if any as may be specified in the notification the establishment or class of establishments from the operation of all or any of the provisions of this Act or of any rule made thereunder.

27. Effect of laws and agreements inconsistent with this Act

(1) The provisions of this Act shall have effect notwithstanding anything inconsistent therewith contained in any other law or in the terms of any award agreement or contract of service whether made before or after the coming into force of this Act: Provided that where under any such award agreement contract of service or otherwise a woman is entitled to benefits in respect of any matter which are more favourable to her than those to which she would be entitled under this Act the woman shall continue to be entitled to the more favourable benefits in respect of that matter notwithstanding that she is entitled to receive benefits in respect of other matters under this Act. (2) Nothing contained in this Act shall be construed to preclude a woman from entering into an agreement with her employer for granting her rights or privileges in respect of any matter which are more favourable to her than those to which she would be entitled under this Act.

28. Power to make rules

(1) The appropriate government may subject to the condition of previous publication and by notification in the Official Gazette make rules for carrying out the purpose of this Act. (2) In particular and without prejudice to the generality of the foregoing power such rules may provide for (a) the preparation and maintenance of registers records and muster-rolls; (b) the exercise of powers (including the inspection of establishments) and the performance of duties by Inspectors for the purposes of this Act; (c) the method of payment of maternity benefit and other benefits under this Act insofar as provision has not been made therefor in this Act; (d) the form of notices under section 6; (e) the nature of proof required under the provisions of this Act; (f) the duration of nursing breaks referred to in section 11; (g) acts which may constitute gross misconduct for purposes of section 12; (h) the authority to which an appeal under clause (b) of sub-section (2) of section 12 shall lie; the form and manner in which such appeal may be made and the procedure to be followed in disposal thereof;

(i) the authority to which an appeal shall lie against the decision of the Inspector under section 17; the form and manner in which such appeal may be made and the procedure to be followed in disposal thereof; (j) the form and manner in which complaints may be made to Inspectors under sub-section (1) of section 17 and the procedure to be followed by them when making inquiries or causing inquiries to be made under sub-section (2) of that section; (k) any other matter which is to be or may be prescribed. (3) Every rule made by the Central Government under this section shall be laid as soon as may be after it is made before each House of Parliament while it is in session for a total period of thirty days which may be comprised in one session or in two or more successive sessions and if before the expiry of the session immediately following the session or the successive sessions aforesaid both House agree in making any modification in the rule or both Houses agree that the rule should not be made the rule shall thereafter have effect only in such modified form or be of no effect as the case may be; so however that any such modification or annulment shall be without prejudice to the validity of anything previously done under that rule.

29. Amendment of Act 69 of 1951

In Section 32 of the Plantations Labour Act 1951 (a) in sub-section (1) the letter and brackets "(a)" before the words "in the case of sickness" the word "and" after the words sickness allowances and clause (b) shall be omitted; (b) in sub-section (2) the words "or maternity" shall be omitted.

30. Repeal
On the application of this Act (i) to mines the Mines Maternity Benefit Act 1941 (19 of 1941); and (ii) to factories situate in the Union territory of Delhi Bombay Maternity Benefit Act 1929 (Bombay Act VII of 1929); as in force in that territory shall stand repealed.

SECTION 12, 13
Appeal under section 12.-(1) An appeal under clause (b) of sub-section (2) of section 12 shall be preferred to the Competent Authority in Form 'G'. (2) The appeal may be made in writing and either handed over personally or sent under a registered cover to the Competent Authority. (3) When an appeal is received, the Competent Authority shall furnish a copy of the memorandum of appeal to the employer, call for his reply thereto and also ask him to produce documents connected with the issue of the appeal by a fixed date. The Competent Authority may ascertain further details, if necessary, from the employer as well as from the woman. On considering the facts presented to him and ascertained by him the Competent Authority shall give his decision. In case the employer fails to submit his reply or produce the required documents within the specified period, the Competent Authority may give his decision exparte Complaint under section 17.-(1) A complaint under sub-section (1) of section 17 shall be made in writing in Form 'H', or 'I' as the case may be. (2) When a complaint referred to in section 17 is received by an Inspector, he shall examine the relevant records maintained by the employer in this behalf, examine any person employed in 1[the mine or circus] and take down necessary statement for the purpose of the, enquiry and if he is satisfied that the maternity benefit or the amount has been improperly withheld, he shall direct the employer to make the payment to the woman or to the person claiming the payment under section 7, as the case may be, immediately or within a specified period. Appeal under section 17.-(1) An appeal against the decision of the Inspector under sub-section (2) of section 17, shall lie to the Competent Authority . (2) The aggrieved person shall prefer an appeal in writing to the Competent Authority in Form 'J' and file other supporting documents. (3) When an appeal is received, the Competent Authority shall call from the Inspector before a fixed date, the record of the case. The Competent Authority shall, if necessary, also record the statements of the aggrieved person, and of the Inspector and seek clarification if any is required. (4) Taking into account the documents, the evidence produced before him and the facts presented to him or ascertained by him, the Competent Authority shall give his decision. Supply of forms:- The employer shall supply to every woman employed by him at her request free of cost copies of Forms 'B', 'C', 'D', 'E', 'F', 'G', 'H' and 'I'. Non-submission of notices, appeals or complaints in the prescribed

forms.- Nothing in rules 5,9 and 10 shall affect the right of a woman entitled to receive maternity benefit or any other amount due under the Act if she fails to submit a notice, appeal or complaint under the said rules, as the case may be, in a prescribed form: Provided that where a notice, appeal or complaint under the said rules has been submitted by a woman entitled to receive maternity benefit or any other amount due under the Act in a form other than the prescribed form, the authority concerned may, within 15 days of the receipt of such notice, appeal or complaint require the woman to submit the notice, appeal or complaint, as the case may be, in the prescribed form. Records.-Records kept under the provisions of the Act and these Rules shall be preserved for a period of two years from the date of their preparation. Abstract.- The abstract of the provisions of the Act and these rules required to be exhibited under section 19 shall be in Form 'K' and shall be exhibited in such manner as the Competent Authority may require. Annual returns.-(1) The employer of 1[every mine or circus] shall on or before the 21st day of January in each year submit to the Competent Authority a return in each of the Forms 'L', 'M', 'N' and 'O' giving information as to the particulars specified in respect of the preceding year. (2) If the employer of 1[a mine or circus] to which the Act applies sells, abandons or discontinues the working of 1[the mine or circus] he shall, within one month of the date of sale or abandonment or four months of the date of discontinuance, as the case may be, submit to the Competent Authority a further return in each of the said forms in respect of the period between the end of the preceding year and the date of sale, abandonment or discontinuance.

THE MATERNITY BENEFIT (AMENDMENT) BILL, 2007

A BILL further to amend the Maternity Benefit Act, 1961. BE it enacted by Parliament in the Fifty-eighth Year of the Republic of India as follows: 1. (1) This Act may be called the Maternity Benefit (Amendment) Act, 2007. (2) It shall come into force on such date as the Central Government may, by notification in the Official Gazette, appoint. 2. In the Maternity Benefit Act, 1961, for section 8, the following section shall be substituted, namely: 8. (1) Every woman entitled to maternity benefit under this Act shall also be entitled to receive from her employer a medical bonus of one thousand rupees, if no pre-natal confinement and post-natal care is provided for by the employer free of charge. (2) The Central Government may from time to time, by notification in the Official Gazette, increase the amount of medical bonus subject to the maximum of twenty thousand rupees..

STATEMENT OF OBJECTS AND REASONS

The Maternity Benefit Act, 1961 regulates the employment of women in factories, mines, the circus industry, plantations and shops or establishments employing 10 or more persons except the employees who are covered under the Employees' State Insurance (ESI) for certain periods before and after child-birth and provides for maternity and other benefits. 2. With the gradual extension of coverage under the Employees' State Insurance Act, 1948 (ESI Act) which also provides for maternity and certain other benefits, the area of applicati on of the Maternity Benefit Act, 1961 has shrunk to some extent. The coverage under the ESI Act is, however, at present restricted to factories and certain other specified categories of establishments located in specified areas. The Act is, therefore, still applicable to women employees employed in establishments which are not covered by the ESI Act, as also to women employees, employed in establishments covered by the ESI Act, but who are out of its coverage because of the wage-limit.

3. Under the Maternity Benefit Act, 1961, women employees are entitled to maternity benefit at the rate of average daily wage for the period of their actual absence up to 12 weeks due to the delivery. In cases of illness arising due to pregnancy, etc., they are entitled to additional leave with wages for a period of one month. They are also entitled to six weeks maternity benefit in case of miscarriage. The Maternity Benefit Act, 1961 also makes certain other provisions to safeguard the interest of pregnant women workers. 4. Section 8 of the Maternity Benefit Act, 1961 provides that every woman entitled to maternity benefit shall also be entitled to receive from her employer medical bonus of Rs. 250, if no pre-natal confinement and post-natal care is provided for by the employer free of charge. 5. In the present economic scenario, it is felt that the medical bonus, which is presently Rs. 250/-, is inadequate. Therefore, it is proposed (i) to raise the medical bonus payable under the Maternity Benefit Act, 1961 from Rs. 250/- to Rs. 1000/-; and (ii) to give powers to the Central Government to revise medical bonus from time to time subject to a maximum of Rs. 20,000/-. 6. The Bill seeks to achieve the above objects.

FINANCIAL MEMORANDUM
The Maternity Benefit Act, 1961 regulates the employment of women in factories, mines, the circus industry, plantations and shops or establishments employing 10 or more persons except the employees who are covered under the Employees' State Insurance (ESI) for certain periods before and after child-birth and provides for maternity and other benefits. 2. Section 8 of the Maternity Benefit Act, 1961 provides that every woman entitled to maternity benefit shall also be entitled to receive from her employer medical bonus of Rs. 250 if no pre-natal confinement and post-natal care is provided for by the employer free of charge. Clause 2 of the Bill seeks (i) to raise the Medical Bonus payable under the Maternity Benefit Act, 1961 from Rs. 250 to Rs. 1000; and

(ii) to give powers to the Central Government to revise medical bonus from time to time subject to a maximum of Rs. 20,000. The proposed provisions will ensure payment of medical bonus on comparatively higher rates than existing rates. 3. The above-mentioned proposals in their application to the women employed in factories, mines, the circus industry, plantations and shops or establishments will involve increased expenditure on employers by way of payment of medical bonus. Every woman entitled to maternity benefit shall also be entitled to receive from her employer the enhanced medical bonus, if no pre-natal confinement and post-natal care is provided for by the employer free of charge. 4. The Bill does not involve any expenditure, whether recurring or nonrecurring.

MEMORANDUM REGARDING DELEGATED LEGISLATION

The Maternity Benefit Act, 1961 regulates the employment of women in factories, mines, the circus industry, plantations and shops or establishments employing 10 or more persons except the employees who are covered under the Employees' State Insurance for certain periods before and after child-birth and provides for maternity and other benefits. Section 8 of the said Act is being amended to enhance medical bonus from Rs. 250 to Rs. 1000. Further, the Central Government is also being empowered to increase the said medical bonus from time to time, by notification in the Official Gazette, subject to the maximum of Rs. 20,000. The delegation of legislative power is of a normal character. Right to payment of maternity benefits.1[(1) Subject to the provisions of this Act, every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence, that is to say, the period immediately preceding the day of her delivery, the actual day of her delivery and any period immediately following that day.] Explanation.- For the purpose of this sub-section, the average daily wage means the average of the woman's wages payable to her for the days on which she has worked during the period of three calendar months immediately preceding the date from which she absents herself on account of maternity, 1[the minimum rate of wage fixed or revised under the Minimum Wages Act, 1948 (11 of 194 or ten rupees, whichever is the highest]. (2) No woman shall be entitled to Maternity benefit unless she has actually worked in an establishment of the employer from whom she claims maternity benefit, for a period of not less than 2[eighty days] in the twelve months

immediately preceding the date of her expected delivery: Provided that the qualifying period of 2[eighty days] aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. Explanation.-For the purpose of calculating under the sub-section the days on which a woman has actually worked in the establishment 3[the days for which she has been laid off or was on holidays declared under any law for the time being in force to be holidays with wages] during the period of twelve months immediately preceding the date of her expected delivery shall be taken into account. 3[(3) The maximum period for which any woman shall be entitled to maternity benefit shall be twelve weeks of which not more than six weeks shall precede the date of her ex delivery:] Provided that where a woman dies during this period, the maternity benefit shall be payable only for the days up to and including the day of her death: 3[provided further that where a woman, having been delivered of a child, dies during her delivery or during the period immediately following the date of her delivery for which she is entitled for the maternity benefit, leaving behind in either case the child, the employer shall be liable for the maternity benefit for that entire period but if the child also dies during the said period, then, for the days up to and including the date of the death of the child.]

CASE STUDIES
Case 1:
One of the female experienced candidate has joined co. as Marketing Manager 10 days back, yesterday she has disclosed that she is on her family way (4th Month Pregnant), she is on probation period, Is the co. Liable for Maternity benefit for that woman employee. ANSWER No she is not eligible for maternity benefit as qualifying period for availing same is 80 day.

Case 2: Ive just discovered Im pregnant and Im working full time. What maternity benefits am I entitled to at work?

Motherhood is a truly special experience and organisations are waking up to the need of providing necessary support as well as medical benefits to their women employees. As more and more women join the workforce, such benefits are but a step to ensure that a woman employee does not have to sacrifice her career to fulfill her role as a mother.

Larger public sector undertakings (PSUs), public and private sector banks, the IT/ITES sector, and other multinational companies are generally sensitive to the needs of their female staff especially when they are pregnant. Such organisations have provisions for maternity leave which may vary from three to six months.

Some even allow young mothers to extend their maternity leave to a year (without pay of course) depending on how long the employee has been associated with the organisation. Some organisations, especially in the IT sector, allow their women employees to work from home for a limited period of time. They also provide day care facilities for the young children of employees as well.

A good HR policy for the women employees will ensure that they receive maternity as well as other health benefits including group medical insurance cover. Check with the HR department of your organisation to find out more about your company policy on maternity leave.

Case 3: What am I entitled to under maternity benefits?

Individual maternity benefits may vary from organisation to organisation and will primarily depend on a particular organisations HR policy. However, most organisations follow a three-month maternity leave pattern. The government is currently considering a six-month maternity leave policy.

Under the provisions of the Maternity Benefits Act, you are entitled to maternity benefits at an average daily wage for a period of six weeks from a day before your delivery to six weeks following that day.

The average daily wage is calculated on the basis of your daily wages during the period of three calendar months immediately preceding the date you absented yourself on account of maternity, or the minimum wage rate, whichever is higher.

To be eligible you should have worked for not less than 160 days in the 12 months immediately prior to the date of your expected delivery.

You are entitled to a maximum period of 12 weeks as maternity benefit. In the unfortunate event of a miscarriage, you must provide relevant proof of the miscarriage to avail the medical benefits.

Another important provision under the Maternity Benefits Act is that if you are ill on account of your pregnancy or if you have delivered prematurely, you are entitled to a maximum period of one month in addition to your maternity leave.

Case 4: Can my employer dismiss me from service on account of pregnancy?

Most organisations have policies which do not discriminate against women when they are pregnant. However, there have been numerous instances of subtle discrimination where situations may be created which may cause women to give up work. It is, therefore, prudent to know that it is unlawful for your employer to dismiss you from work on account of your pregnancy or any illness during pregnancy.

Your employer cannot alter any conditions of service to your disadvantage. In

the unlikely event of your being discharged or dismissed from service you are still entitled to medical bonus.

If medical benefits have been denied you may, within sixty days from the date of which the order was communicated, appeal to a relevant authority.

However, you must remember that if you report back to work during the period when you are entitled to maternity benefit you automatically forfeit your claim to maternity benefit during that period.

An employer who violates the provisions of the Maternity Benefits Act is liable to imprisonment up to three months or fine up to Rs.5000/- (five thousand) or both.

Case 5: How do I give a notice or application to claim maternity benefit?

The procedure again depends on the HR policy of your organisation. However, to claim the benefit you need to give your employer a notice in writing stating that the maternity benefit should be given to you or your nominee and that you will not be working during the period in which you receive the benefit. The notice must start from the date of your absence provided that date is not earlier than six weeks prior to the expected date of delivery.

Case 6: What other benefits am I entitled to?

Many organisations offer health insurance benefits and other medical allowances as well. It would be worthwhile to discuss these in detail with your HR department.

Case 7: What is maternity insurance?

Since maternity is not an unexpected risk, most insurance companies dont cover pregnancy. However, maternity insurance is covered under a group insurance policy. Most group insurance policies cover all hospitalisation charges and pre and post delivery hospital stay for 60 days. Some insurance companies also cover the pre and post-delivery charges. However, insurance companies do not cover routine monthly checkups and medical termination of pregnancy within 12 weeks of pregnancy. You can avail maternity insurance only after a minimum coverage period of nine months under the group insurance scheme.