Maternity Leave Is Not A Vacation

President Barack Obama, in his weekly address at The White House on June 21, 2014, stated “Family leave. Childcare. Flexibility. These aren’t frills--they’re basic needs. They shouldn’t be bonuses--they should be the bottom line. “

Meanwhile, India ratified The Maternity Benefit (Amendment) Bill, 2016 by amending the Maternity Benefit Act, 1961.

“The Act regulates the employment of women during the period of child birth, and provides maternity benefits. And it entitles every woman to 26 weeks of paid leave.  The Bill introduces a provision that states that an employer may permit a woman to work from home.  This would apply if the nature of work assigned to the woman permits her to work from home.  This option can be availed of, after the period of maternity leave, for a duration that is mutually decided by the employer and the woman. The Bill introduces a provision which requires every establishment with 50 or more employees to provide crèche facilities within a prescribed distance.  The woman will be allowed four visits to the crèche in a day.  This will include her interval for rest. The Bill introduces a provision which requires every establishment to intimate a woman at the time of her appointment of the maternity benefits available to her.  Such communication must be in writing and electronically.”

This move has been welcomed by most, but there is an also a section from the industry which worries about misuse of the policy.

Will employees club leaves together? Will it affect appraisals/promotions when the employee is away? Will if affect pay scales?  There are developed nations which have set a bar in this arena, and we can learn from them how to technically implement it. Actually, dwelling on it from such a standpoint, how difficult it is to make this work? That is a completely redundant discussion.

The primary driving point is the colossal significance and positive impact this Act will have on women’s lives. This is a changemaking policy for women in the Indian workforce.

Social Health: Allows larger women participation in the workforce

According to a research study by Oxfam,

“The example of India demonstrates that fast growth does not automatically lead to gains in gender equality, women’s rights, or economic empowerment. A recent ILO study found that, while economic growth has been rapid, India is one of the few countries where women’s participation in the formal labour force has declined, and drastically so – from 37 percent in 2004–05 to 29 percent by 2009–10. 97 This reality cuts, across all age groups, across all education levels and in both urban and rural areas. Within the G20, women’s labor force participation in India and Turkey tie for the second lowest, above only Saudi Arabia, a country in which there are severe constraints on women’s mobility.”?

A paid maternity leave of 26 weeks makes it feasible, easier and practically possible for women to get back to work and not give it all up when they have a baby. The participation of Indian women at the workplace is pitiful even though Indian economy is foreseeably growing. Childbirth and care are two key factors responsible for women still being a minority at the workforce. This number, rather than increasing, has seen a dip due to such constraints. Our patriarchal and misogynistic society will only see a change when women wield more power at the workplace and become major contributors to the economy.

Mental Health: Maternity leave helps the mental health of the infant and the mother

?In his study, The Effects of Parental Employment and Parental Leave on Child Health and Development, Dr Christopher J. Ruhm explains: “Parental presence during the early years constitutes a significant investment in child development. For example, maternal employment during a child’s first year appeared to negatively affect subsequent cognitive test scores and was associated with increases in behavioural problems. These findings appeared to indicate that there were significant potential benefits to parental leave rights following childbirth.”

Physical proximity between a mother and a child during infancy is a crucial aspect of motherhood and child rearing. A mother goes through physical, psychological and emotional changes. Sometimes, there is a large amount of post-partum stress, trauma and depression.

An infant requires physical care and connect with the mother for complete cognitive growth. This new Act allows working women to not get torn between work and home. It is extremely reassuring to know that she can focus on her infant, her own healing, and then go back to work, without having to fret about it.  

Economic Health: It benefits low-income families

Families with lower incomes don’t have a support system; they can’t afford nannies, house-helps and child care. This makes it impossible for women from such families to get back to work after childbirth.

Girl child mortality is a looming issue in our country, even though girl child education has been a focus. Unless she gets to get into workforce, this whole issue will continue to plague us.

A double income family, with a woman earning member, gives her formidable power and leverage.  

Shalini Chopra, 32, a receptionist (real name withheld) says, “I had to leave my job when my first child was born and take care of him. It was a very difficult time for us financially, as my husband became the only earning member for a family of four. My in-laws live with us; they are both very sick and old. I came back to work as we had a lot of debt. But I had to send my child to my mother’s homeas there was no one to care for him at home. I was depressed. Now I am expecting my second child and this gives me a sense of relief that my family can take this on, I can take care of my children and it will not be a financial burden for us.”

Women don’t need to be the sacrificial goat at the altar anymore, thanks to this Act.

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