An important piece of legislation designed to give maternity benefits to women employees in India is the Maternity Benefits Act, 1961. The law offers a number of benefits, such as paid maternity leave, health insurance, and other services to protect mothers’ and their children’s health and welfare. The Maternity Benefits Act of 1961 had an impact on women workers, their families, and society at large, according to the empirical evidence reviewed in the current research. The report also identifies research gaps and offers ideas for further research.
The Maternity Benefits Act, 1961 was passed with the intention of giving Indian women who work maternity benefits. The law offers a number of benefits, such as paid maternity leave, health insurance, and other services to protect mothers’ and their children’s health and welfare. The statute has undergone numerous revisions to better serve women employees and stay up with modern trends.
The objective of this paper is to review empirical data regarding the Maternity Benefits Act of 1961’s effects on women workers, their families, and society at large. Overview of the Act’s Provisions are mentioned as under-
The Maternity Benefits Act of 1961 gives working women the following advantages:
*Up to 12 weeks of paid maternity leave for female employees who put in at least 80 days of work in the 12 months prior.
*Benefits for women who work during pregnancy, labour, and the postpartum period in terms of health.
*No firing of a woman while she is expecting or on maternity leave.
*provide childcare services where there are more than 50 women working there.
*If the employer does not follow the act’s requirements, they could be fined.
Impact of the Act on Women employees: The Maternity Benefits Act, 1961’s effects on women employees have been the subject of numerous research. According to these research, the act has improved the health and happiness of female workers. For instance, Desai and Sinha’s study from 2007 indicated that the act’s implementation significantly decreased the rate of maternal mortality and morbidity. According to a different study by Mukherjee and Majumder (2015), the act significantly increased the number of women workers who used antenatal care services.
The measure has also improved the employment prospects for women employees. According to a research by Kabeer et al. (2012), the act significantly increased the retention of women in the workforce after giving birth. According to a different study by Gupta and Ghosh (2018), the act significantly increased the number of women employed in the formal sector.
Effect of the Act on Families: Families of women who work have benefited from the Maternity Benefits Act of 1961. According to a number of studies, the act has improved newborns’ health and happiness. For instance, a research conducted in 2007 by IIPS and Macro International revealed that the act’s implementation significantly decreased newborn mortality rates. Bhatnagar et al. conducted another study.
The Maternity Benefits Act, 1961 has had a significant impact on employers in India. The following section reviews the impact of the act on employers.
Financial Impact: The law requires firms to give women employees paid maternity leave and medical benefits throughout pregnancy and childbirth. Employers are affected financially by this clause since they must offer these benefits without reducing employee pay. For some employers, especially small and medium-sized businesses, this has been a major expense. But according to research, offering these advantages has significantly increased the number of women who continue working after giving birth, which can be advantageous for employers in the long run (Kabeer et al., 2012). Employers who have engaged in the training and development of their female employees have benefited especially from this.
Compliance Requirements: The legislation establishes compliance obligations on companies, such as the need to provide child care facilities in organisations with more than 50 percent female employees. Some employers have found this offer challenging, especially those who run small offices where it would be difficult to provide such services. But according to research, the availability of these facilities has significantly increased the number of women who continue working after giving birth (Kabeer et al., 2012). Employers with a sizable percentage of women employees have benefited the most from this.
Effective workforce planning and management may also be required of companies in order to provide paid maternity leave and other benefits under the act. Employers may be forced to find temporary substitutes for female employees who are on maternity leave or reassign work to other employees.
Positive Effect on Employer Branding: The Maternity Benefits Act may also positively affect employer branding. Employers who abide by the law and offer maternity benefits to their female workers may be seen as socially conscious and forward-thinking businesses. This can aid in luring in and keeping talent, particularly female workers, as well as improving the perception of the employer brand as a whole.
Employers in India must take the Maternity Benefits Act, 1961, into consideration. While it strives to promote the welfare of female employees, it also places some financial and compliance responsibilities on companies. On the other hand, according to the law can also enhance employer branding. While also guaranteeing the safety and wellbeing of their female employees, employers must carefully manage the costs, compliance requirements, and administrative hassles connected with the legislation. Employers can successfully handle the act’s effects on their organisations by properly managing their workforces and according to the law.
Overall, women workers in India have been significantly impacted by the Maternity Benefits Act, 1961. To safeguard the health and wellbeing of women and their infants, the legislation has offered a number of benefits, such as paid maternity leave, medical benefits, and other amenities. The act has also shielded female workers from unjust treatment because of pregnancy or causes connected to maternity. The availability of these benefits and protections has greatly improved the retention of female employees after giving birth and decreased the frequency of discrimination against female employees for pregnancy- or maternity-related causes.
Author Bio
