{"id":1520,"date":"2025-08-13T11:36:21","date_gmt":"2025-08-13T11:36:21","guid":{"rendered":"https:\/\/www.digisme.in\/blog\/?p=1520"},"modified":"2026-09-08T14:25:11","modified_gmt":"2026-09-08T14:25:11","slug":"maternity-leave-in-india","status":"publish","type":"post","link":"https:\/\/www.digisme.in\/blog\/maternity-leave-in-india\/","title":{"rendered":"Maternity Leave in India: Rules, Policy, Eligibility and Benefits"},"content":{"rendered":"\n<div class=\"toc-card mt-3\">\n<div class=\"toc-header\">\n<figure><img decoding=\"async\" src=\"https:\/\/www.info-tech.com.sg\/blog\/wp-content\/uploads\/2026\/04\/tool-icon.png\"><\/figure><div class=\"icon-box\"><\/div>\n<h2 class=\"wp-block-heading\">In this article<\/h2>\n<\/div>\n<ul class=\"toc-list\">\n<li><a href=\"#section1\">1. What Is Maternity Leave in India?<\/a><\/li>\n<li><a href=\"#section2\">2. Who Is Eligible for Maternity Leave in India?<\/a><\/li>\n<li><a href=\"#section3\">3. What Are the Maternity Leave Rules in India?<\/a><\/li>\n<li><a href=\"#section4\">4. What Are the Maternity Leave Rules for Private Companies in India?\n<\/a><\/li>\n<li><a href=\"#section5\">5. What Are the Benefits of Maternity Leave in India?\n<\/a><\/li>\n<li><a href=\"#section6\">6. How Many Weeks of Maternity Leave Are Allowed?\n<\/a><\/li>\n<li><a href=\"#section7\">7. What Challenges Do Women Face When Taking Maternity Leave?\n<\/a><\/li>\n<li><a href=\"#section8\">8. Official Legal References for Maternity Leave Policy in India\n<\/a><\/li>\n<li><a href=\"#section9\">9. Maternity Leave Frequently Asked Questions\n<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n<p>\u202fMotherhood has to be a peaceful journey for every woman out there. \u202fIt is not only about bringing new life into the world but also providing mothers with the space, time and dignity they deserve during the pregnancy phase. Creating a good maternity leave policy will be the fundamental aspect in supporting, respecting and protecting before and after delivery.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"section1\"><strong>What Is Maternity Leave in India?<\/strong><\/h2>\n\n\n\n<p>Maternity leave is a legally protected absence from work granted to female employees during pregnancy and after childbirth. It allows them to recover, bond with their newborn, and return to work without the fear of losing their job or income.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"840\" height=\"560\" src=\"https:\/\/www.digisme.in\/blog\/wp-content\/uploads\/2025\/08\/Steps-to-Apply-for-Maternity-Leave.png\" alt=\"steps to apply for maternity leave\" class=\"wp-image-1522\"\/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"maternity-leave-policy-in-india\"><strong>Maternity Leave Policy in India&nbsp;<\/strong><\/h3>\n\n\n\n<p>In India, maternity leave is governed by the Maternity Benefit Act, which has undergone several amendments to stay relevant to evolving work cultures and societal needs. The policy not only protects a woman&#8217;s employment during maternity but also ensures she receives certain benefits during this period.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"section2\"><strong><strong>Who Is Eligible for Maternity Leave in India?<\/strong><\/strong><\/h3>\n\n\n\n<p>To apply for maternity leave in India, the female employee must meet the following criteria:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>She works in an establishment covered by the Maternity Benefit Act.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>She must have worked for at least 80 days in the 12 months preceding her expected delivery date.<\/li>\n<\/ul>\n\n\n\n<li>Her workplace is covered by the Act, generally including establishments with 10 or more employees.&nbsp;<\/li>\n\n\n<p><!-- \/wp:post-content --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Eligibility applies to all women, including those on contract (as long as the minimum workdays are met).\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Applicable to private\/public sector, factories, mines, shops, and other establishments.<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>If she is covered by ESI, different maternity benefit rules may apply.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading --><\/p>\n<h2 id=\"section3\" class=\"wp-block-heading\"><strong>What Are the Maternity Leave Rules in India?<\/strong><\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p id=\"-maternity-leave-rules-in-india\">Both employers and employees should understand the rules of maternity leave to ensure a smooth process in the organisation.\u00a0\u00a0<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"level\":4} --><\/p>\n<h4 class=\"wp-block-heading\"><strong>Leave Timing \u202f\u00a0<\/strong><\/h4>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>Staff can avail 8 weeks before the delivery date and remaining post-delivery date. \u202fThe leave timing is flexible and it depends on the staff&#8217;s needs. If a female employee requires more leaves post-delivery, it can be adjusted accordingly.\u00a0\u00a0<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading {\"level\":4} --><\/p>\n<h4 class=\"wp-block-heading\"><strong>\u202fMedical Certificate\u00a0<\/strong><\/h4>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>A doctor&#8217;s certificate confirming the pregnancy and expected delivery date is important to proceed with the maternity leave.\u00a0\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading {\"level\":4} --><\/p>\n<h4 class=\"wp-block-heading\"><strong>Documents Required\u00a0<\/strong><\/h4>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Doctor&#8217;s certificate \u202f\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Maternity leave form\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Employee ID \/ Proof of Employment<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading {\"level\":4} --><\/p>\n<h4 class=\"wp-block-heading\"><strong>\u202fEmployee Compliance\u00a0<\/strong><\/h4>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>From the employee&#8217;s end, they should inform employers about the leave requirements in prior.\u00a0\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>The internal leave policy should be followed to stay compliant.\u00a0\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:paragraph {\"gradient\":\"very-light-gray-to-cyan-bluish-gray\"} --><\/p>\n<p class=\"has-very-light-gray-to-cyan-bluish-gray-gradient-background has-background\"><em>Priya Sharma, a Senior Marketing Executive at a IT firm, applied for maternity leave in her 7th month of pregnancy. She informed her HR department two months in advance, submitted her medical certificate, and opted for 8 weeks before and 18 weeks after delivery. The company not only approved her leave under the Maternity Benefit Act but also arranged flexible work-from-home options for her return phase. This helped her transition smoothly back into work without compromising on her health or bonding time with her baby.<\/em><\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading --><\/p>\n<h2 id=\"section4\" class=\"wp-block-heading\"><strong>What Are the Maternity Leave Rules for Private Companies in India?<\/strong><\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>If you work for a private company, the key thing to know is that your employer cannot simply set a shorter maternity leave period because it is a private organisation. If the establishment is covered by the maternity benefit provisions and you meet the eligibility conditions, you are entitled to the statutory maternity benefit.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>For eligible employees, the entitlement is up to 26 weeks for the first two surviving children and 12 weeks where the woman has two or more surviving children. The employee generally must have worked for at least 80 days in the 12 months before the expected delivery date.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>Your company&#8217;s maternity leave policy mainly needs to make the process clear\u2014when to apply, how to notify HR, what records are needed, how the leave is recorded, and how the employee returns to work. A company can offer additional benefits, but its policy should not reduce the statutory entitlement.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading --><\/p>\n<h2 id=\"section5\" class=\"wp-block-heading\"><strong>What Are the Benefits of Maternity Leave in India?<\/strong><\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>Maternity leave is a fundamental right of every woman. Here are the benefits:\u00a0<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Paid Leave: <\/strong>Eligible women receive maternity benefits for the approved leave period.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Job Protection: <\/strong>Employers generally cannot dismiss a woman or make her working conditions worse because she is on maternity leave.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Time to Recover: <\/strong>The leave gives women time to recover after childbirth and care for their newborn.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li><strong>Nursing Breaks:<\/strong> Women who return to work can take nursing breaks until their child reaches 15 months of age.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Cr\u00e8che Facility: <\/strong>Establishments with 50 or more employees must provide a cr\u00e8che facility as required under the Act.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Support for Other Situations:<\/strong> The law also provides specific leave for adoption, commissioning mothers, miscarriage, and tubectomy, subject to the applicable conditions.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 id=\"section6\" class=\"wp-block-heading\"><strong>How Long Is Maternity Leave in India?<\/strong><\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:table {\"className\":\"is-style-stripes\"} --><\/p>\n<figure class=\"wp-block-table is-style-stripes\">\n<table class=\"has-fixed-layout\">\n<tbody>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">First Child<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">26 weeks\u00a0\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Second Child<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">26 weeks\u00a0\u00a0\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Third Child Onwards<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">12 weeks\u00a0\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Adoption (child &lt;3 months)\u00a0<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">12 weeks (from adoption date)\u00a0\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Commissioning Mother (surrogacy)<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">12 weeks\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Miscarriage<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">6 weeks\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Tubectomy (after sterilisation surgery)<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">2 weeks\u00a0<\/td>\n<\/tr>\n<tr>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Prenatal Leave<\/td>\n<td class=\"has-text-align-center\" style=\"text-align: left;\" data-align=\"center\">Limit Up to 8 weeks before delivery\u00a0\u00a0<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n<p><!-- \/wp:table --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 id=\"section7\" class=\"wp-block-heading\"><strong><strong>What Challenges Do Women Face When Taking Maternity Leave?<\/strong><\/strong><\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>Though the maternity leave policy is provided, implementing it in the real world is still a hurdle.\u00a0\u00a0<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Lack of awareness about rights among women employees\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Workplace bias or fear of being replaced during the absence\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Lack of flexibility post-return (e.g., no WFH options)\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li>Cr\u00e8che non-compliance by smaller organisations\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- wp:list-item --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\">\n<li>Cultural stigma, especially in male-dominated industries<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 id=\"section8\" class=\"wp-block-heading\"><strong>Official Legal References for Maternity Leave Policy in India<\/strong><\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>D\u200cefinition\u200d of M\u200daterni\u200dty\u200c Leave<\/strong> : As per Section 5(2) of the Maternity Benefi\u200dt Act, 1961 (Official Text), e\u200cvery w\u200boma\u200cn sha\u200cll be entitle\u2060d\u2060 to maternity benefit at th\u200de\u2060 rate o\u200bf the average daily wage for the perio\u200cd\u200c of her actual a\u200bbsence.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Eligibility Criteria<\/strong> : Sec\u2060tion 5(\u200c2) c\u200clearly states th\u200bat\u200b t\u2060o be el\u200di\u2060gib\u200ble, a w\u200coman must ha\u200bve\u200d wor\u200dked for\u200d at least 80 days i\u200bn the 12 months immediately\u200b precedin\u200cg her ex\u200bpected delivery\u200c date.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Leave Duration<\/strong> : Under th\u200be Maternity Benef\u2060it (Ame\u2060nd\u200cment) Act, 2017, the leave entitleme\u200dn\u200ct was inc\u200drea\u200csed from 1\u200c2 weeks to 26 weeks for the fir\u200cst two survivin\u200cg children (Section 5(3), O\u200bfficial Gazet\u200dte)\u200d.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Adoptive &amp; Commissioning Mothers<\/strong>: As per Section 5(4)\u200d, a\u2060doptive mothers (with a chil\u200dd below 3 months)\u200c and commission\u2060ing m\u200dothers are entitl\u2060ed to 12 week\u2060s of leave fro\u200cm\u200d the d\u2060ate the chi\u200cl\u200cd i\u200cs handed over. In <a href=\"https:\/\/api.sci.gov.in\/supremecourt\/2021\/18032\/18032_2021_7_1502_69584_Judgement_17-Mar-2026.pdf\">Ma\u200brch 2026<\/a>, the Supreme Court\u200b re\u200cmoved the three-month age\u2060 limit for adoptive\u200b childr\u2060en, al\u200clowing el\u200digible ad\u2060optive mothers to c\u200bl\u200baim the 1\u200b2-week maternity b\u200dene\u200df\u200bit regardl\u200dess o\u2060f th\u2060e child\u2019s age.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Cr\u00e8che Facility Requirement<\/strong>: Section 11A, inserted by the 2017 Amendment, ma\u200dndates that e\u200dvery establ\u2060i\u2060sh\u200cment with 50 or mor\u200ce employees mus\u200dt pro\u200dvide a cr\u200c\u00e8che fac\u200cil\u200bity, with four\u200d vi\u200dsits per day allowed to the mother.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:list --><\/p>\n<ul class=\"wp-block-list\">\n<li style=\"list-style-type: none;\">\n<ul class=\"wp-block-list\"><!-- wp:list-item -->\n<li><strong>Work From Home Option<\/strong>: Section 5(5) allo\u200dws employers to permit work-f\u200crom-ho\u200bme arrang\u2060emen\u200dts after materni\u2060ty leave\u200c, depe\u2060nding on the na\u200bt\u200bure of work and mutual\u2060 agreeme\u2060nt.\n<div class=\"elementor-element elementor-element-0a6a3e4 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no wpr-column-slider-no wpr-equal-height-no e-con e-child\" data-id=\"0a6a3e4\" data-element_type=\"container\" data-e-type=\"container\">\n<div class=\"elementor-element elementor-element-66dcf57 elementor-widget elementor-widget-shortcode\" data-id=\"66dcf57\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n<div class=\"elementor-widget-container\">\n<div class=\"elementor-shortcode\"><ins class=\"adsbygoogle\" data-ad-client=\"ca-pub-9839468324492322\" data-ad-slot=\"3500922382\" data-ad-format=\"auto\" data-full-width-responsive=\"true\" data-adsbygoogle-status=\"done\" data-ad-status=\"unfill-optimized\">\n<div id=\"aswift_2_host\">\n<div class=\"google-aiuf\" data-google-ad-efd=\"true\">\n<div class=\"goog-rentries\">\n<div>\u00a0<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/ins><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><!-- \/wp:list-item --><\/p>\n<p><!-- \/wp:list --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<h2><strong>Wrapping Up\u00a0\u00a0<\/strong><\/h2>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p>Maternity is a temporary pause in a woman&#8217;s career. It&#8217;s time employers not only comply with laws but also embrace the human side of HR. A respectful and smooth maternity experience isn&#8217;t just about ticking boxes but also honouring life, health, and motherhood.\u00a0<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<p><!-- wp:heading --><\/p>\n<h2 id=\"section9\" class=\"wp-block-heading\"><strong>Maternity Leave Frequently Asked Questions<\/strong><\/h2>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:html --><\/p>\n<div class=\"container\">\n<div class=\"mi-faq\">\n<div id=\"accordionExample\" class=\"accordion\">\n<div class=\"card\">\n<div id=\"headingOne\" class=\"card-head\">\n<div class=\"acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapseOne\" aria-expanded=\"true\" aria-controls=\"collapseOne\">\n<h4 class=\"Positionheader\">Is Maternity Leave Paid in India?<\/h4>\n<\/div>\n<\/div>\n<div id=\"collapseOne\" class=\"collapse show\" aria-labelledby=\"headingOne\" data-parent=\"#accordionExample\">\n<div class=\"card-body\">\n<p>Yes. Eligible employees are entitled to paid maternity benefit during their maternity leave. The payment is generally based on the employee\u2019s average daily wage, as provided under the applicable law.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"card\">\n<div id=\"headingtwo\" class=\"card-head\">\n<div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsetwo\" aria-expanded=\"false\" aria-controls=\"collapsetwo\">\n<h4 class=\"Positionheader\">Do adoptive mothers receive maternity leave?\u00a0<\/h4>\n<\/div>\n<\/div>\n<div id=\"collapsetwo\" class=\"collapse\" aria-labelledby=\"headingtwo\" data-parent=\"#accordionExample\">\n<div class=\"card-body\">\n<p>Yes, if the adopted child is less than 3 months old. They are entitled to 12 weeks of leave from the adoption date.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"card\">\n<div id=\"headingthree\" class=\"card-head\">\n<div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsethree\" aria-expanded=\"false\" aria-controls=\"collapsethree\">\n<h4 class=\"Positionheader\">Is maternity leave 180 days or 182 days?<\/h4>\n<\/div>\n<\/div>\n<div id=\"collapsethree\" class=\"collapse\" aria-labelledby=\"headingthree\" data-parent=\"#accordionExample\">\n<div class=\"card-body\">\n<p>26 weeks of maternity leave equals 182 days. However, the law defines maternity leave in weeks, not days.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"card\">\n<div id=\"headingfour\" class=\"card-head\">\n<div class=\"collapsed acc-arrow\" data-toggle=\"collapse\" data-target=\"#collapsefour\" aria-expanded=\"false\" aria-controls=\"collapsefour\">\n<h4 class=\"Positionheader\">Are women eligible for maternity leave during probation?\u00a0<\/h4>\n<\/div>\n<\/div>\n<div id=\"collapsefour\" class=\"collapse\" aria-labelledby=\"headingfour\" data-parent=\"#accordionExample\">\n<div class=\"card-body\">\n<p>Yes, provided she meets the 80-day rule within the 12 months preceding her expected delivery date.\u00a0<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<p><!-- \/wp:html --><\/p>\n<p><!-- wp:heading {\"level\":3} --><\/p>\n<h3 class=\"wp-block-heading\">\u00a0<\/h3>\n<p><!-- \/wp:heading --><\/p>\n<p><!-- wp:paragraph --><\/p>\n<p><!-- \/wp:paragraph --><\/p>\n<\/div>\n\n<!-- wp:paragraph -->\n<p><\/p>\n<!-- \/wp:paragraph -->","protected":false},"excerpt":{"rendered":"<p>In this article 1. What Is Maternity Leave in India? 2. Who Is[&#8230;]<\/p>\n","protected":false},"author":7,"featured_media":1533,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[66],"tags":[131,132],"ppma_author":[61],"class_list":["post-1520","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leave-management","tag-maternity-leave","tag-maternity-leave-policy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Maternity Leave in India 2026: Rules &amp; Eligibility<\/title>\n<meta name=\"description\" content=\"Learn who can get maternity leave in India, how long the leave lasts, whether it is paid, and what employers need to provide.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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She pens down her thoughts after exploring a topic inside out. \u00a0She closely listens to the challenges HR teams face and tries to make their everyday processes feel a little lighter by blending human experience and AI\u2019s intelligence.<\/span>\r\n\r\nWhen she\u2019s not writing, she\u2019s making memories\u2014some of which quietly make their way back into her work as heartfelt articulations."}],"_links":{"self":[{"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/posts\/1520","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/comments?post=1520"}],"version-history":[{"count":30,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/posts\/1520\/revisions"}],"predecessor-version":[{"id":2883,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/posts\/1520\/revisions\/2883"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/media\/1533"}],"wp:attachment":[{"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/media?parent=1520"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/categories?post=1520"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/tags?post=1520"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.digisme.in\/blog\/wp-json\/wp\/v2\/ppma_author?post=1520"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}