{"id":166974,"date":"2025-05-24T21:14:48","date_gmt":"2025-05-24T15:44:48","guid":{"rendered":"https:\/\/pwonlyias.com\/stage\/?post_type=current-affairs&p=166974"},"modified":"2025-05-24T21:14:48","modified_gmt":"2025-05-24T15:44:48","slug":"maternity-leave-part-of-reproductive-rights","status":"publish","type":"current-affairs","link":"https:\/\/pwonlyias.com\/stage\/current-affairs\/maternity-leave-part-of-reproductive-rights","title":{"rendered":"Maternity Leave Part of Reproductive Rights"},"content":{"rendered":"<p><b>The Supreme Court<\/b><span style=\"font-weight: 400;\"> setting aside a Madras High Court order <\/span><b>has recently ruled that maternity leave is a component of a woman\u2019s reproductive rights <\/b><span style=\"font-weight: 400;\">and is integral to maternity benefit<\/span><\/p>\n<h2><span style=\"font-size: 18pt;\"><b>About The Case (K. Umadevi v. Government of Tamil Nadu)<\/b><\/span><\/h2>\n<ul>\n<li><b>Petitioner: <\/b><span style=\"font-weight: 400;\">The petition was<\/span><b> filed by a government school teacher in Tamil Nadu, <\/b><span style=\"font-weight: 400;\">who was <\/span><b>denied maternity leave for her third child.<\/b><\/li>\n<li><b>State\u2019s Objection: T<\/b><span style=\"font-weight: 400;\">he maternity benefits were<\/span><b> denied as per the Tamil Nadu&#8217;s service Fundamental Rule 101(a),<\/b><span style=\"font-weight: 400;\"> which restricts maternity benefits to the first two surviving children.<\/span><\/li>\n<li><b>Madras High Court:<\/b>\n<ul>\n<li><b>Single Bench Order: <\/b><span style=\"font-weight: 400;\">Maternity Leave <\/span><b>was granted <\/b><span style=\"font-weight: 400;\">with the order <\/span><b>holding the TN state service rule in conflict with the Maternity Benefit Act, 1961 <\/b><span style=\"font-weight: 400;\">and therefore void under Article 254 of the Constitution (central law will prevails over conflicting state laws).<\/span><\/li>\n<li><b>Division Bench Order:<\/b><span style=\"font-weight: 400;\"> It reversed the judgement ruling that<\/span><b> maternity leave was a statutory right<\/b><span style=\"font-weight: 400;\"> and<\/span><b> central legislation does not apply to state government employees <\/b><span style=\"font-weight: 400;\">governed by their own service rules.<\/span><\/li>\n<\/ul>\n<\/li>\n<li><b>The Supreme Court\u2019s Order:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">It <\/span><b>reinstated the woman\u2019s right to maternity leave<\/b><span style=\"font-weight: 400;\">, placing it within the<\/span><b> ambit of reproductive rights\u00a0<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">The SC observed that Maternity leave <\/span><b>is integral to reproductive rights of a women and are now recognised as part of international human rights law <\/b><span style=\"font-weight: 400;\">like right to health.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2><span style=\"font-size: 18pt;\"><b>About The Maternity Leave Policy in India<\/b><\/span><\/h2>\n<ul>\n<li><span style=\"font-weight: 400;\">Maternity leave is a<\/span><b> type of mandatory long-term paid leave granted to a pregnant employee<\/b><span style=\"font-weight: 400;\"> in an organisation before or after their delivery.<\/span><\/li>\n<li><b>Constitutional Status: <\/b><span style=\"font-weight: 400;\">Maternity leave is<\/span><b> related to Directive Principles of State Policy (DPSP) through Article 42 <\/b><span style=\"font-weight: 400;\">of the Indian Constitution, which directs the<\/span><b> state to provide for just and humane conditions of work and for maternity relief<\/b><\/li>\n<li><b>Legal Provision: <\/b><span style=\"font-weight: 400;\">The Maternity Leave Policy in India <\/span><b>is defined under the Maternity Benefit Act of 1961 (revised in 2017)<\/b><\/li>\n<li><b>Objective: <\/b><span style=\"font-weight: 400;\">To provide<\/span><b> job security to female employees while<\/b><span style=\"font-weight: 400;\"> they are taking care of themselves and their newborn children.<\/span><\/li>\n<li><b>Eligibility:<\/b><span style=\"font-weight: 400;\"> The Maternity Leave Policy in India<\/span><b> is applicable to all women working in private as well as public sector organisations.<\/b>\n<ul>\n<li><span style=\"font-weight: 400;\">It <\/span><b>does not apply to self-employed women <\/b><span style=\"font-weight: 400;\">and those working <\/span><b>with a firm that has less than 10 employees.<\/b><\/li>\n<\/ul>\n<\/li>\n<li><b>Provisions:\u00a0\u00a0<\/b>\n<ul>\n<li><span style=\"font-weight: 400;\">All <\/span><b>pregnant female employees are entitled to a maternity leave of 26 weeks <\/b><span style=\"font-weight: 400;\">for their first and second child.\u00a0<\/span>\n<ul>\n<li><span style=\"font-weight: 400;\">Out of the total 26 weeks<\/span><b>, 8 weeks of leave can be taken for pre delivery period<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/li>\n<\/ul>\n<\/li>\n<li><b>3rd Child: <\/b><span style=\"font-weight: 400;\">For the third or subsequent pregnancy, expecting mothers are<\/span><b> eligible to take maternity leave of 12 weeks.<\/b><\/li>\n<li><b>Adoption: <\/b><span style=\"font-weight: 400;\">Maternity leave of <\/span><b>12-week are also allowed for adopting mothers <\/b><span style=\"font-weight: 400;\">which starts from the day their<\/span><b> newborn (below 3 months of age)\u00a0 i<\/b><span style=\"font-weight: 400;\">s handed over to them.<\/span><\/li>\n<li><b>Abortion\/Miscarriage:<\/b><span style=\"font-weight: 400;\"> In case of <\/span><b>medical termination or accidental miscarriage,<\/b><span style=\"font-weight: 400;\"> a woman employee <\/span><b>can take 12 weeks of maternity leave.<\/b><\/li>\n<li><b>Work-from-home Facility:<\/b><span style=\"font-weight: 400;\"> Work from home for pregnant mothers should be encouraged if remote work is possible during pregnancy.<\/span>\n<ul>\n<li><span style=\"font-weight: 400;\">The facility <\/span><b>can be extended post the end of maternity leave, s<\/b><span style=\"font-weight: 400;\">ubject to a mutual contract between the employee and the organisation.<\/span><\/li>\n<\/ul>\n<\/li>\n<li><b>Access to Cr\u00e8che Facilities:<\/b><span style=\"font-weight: 400;\"> Childcare facilities or<\/span><b> cr\u00e8ches should be available near an organisation with 50 or more employees. <\/b><span style=\"font-weight: 400;\">New mothers are allowed to <\/span><b>visit the childcare facility up to four times a day.<\/b><\/li>\n<li><b>Job Security: <\/b><span style=\"font-weight: 400;\">Employers <\/span><b>cannot terminate an employee during maternity leave, a<\/b><span style=\"font-weight: 400;\">nd they must be <\/span><b>reinstated to the same or an equivalent position after leave.<\/b><\/li>\n<\/ul>\n<\/li>\n<li><b>Need for Maternity Leaves:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Recovery: <\/b><span style=\"font-weight: 400;\">Pregnancy and childbirth can be physically and emotionally demanding, requiring time for the mother&#8217;s body to heal and recover.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Childcare and Caregiving: N<\/b><span style=\"font-weight: 400;\">ew Mothers can fully focus on her child caring responsibilities necessary for developing mother-child bond and a strong emotional connection.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Better Employee Retention: <\/b><span style=\"font-weight: 400;\">Providing adequate maternity leave<\/span><b> can improve employee retention, increase job satisfaction, and positively impact overall<\/b><span style=\"font-weight: 400;\"> employee health and well-being.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Job Security: <\/b><span style=\"font-weight: 400;\">Granting paid maternity leaves is important fo<\/span><b>r keeping women active in the workforce. <\/b><span style=\"font-weight: 400;\">Women participation in workforce has traditionally seen a decline after childbirth.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Promotes Healthy Work-life Balance: <\/b><span style=\"font-weight: 400;\">It promotes a healthy<\/span><b> balance between the personal and professional life of a female employee and allows them to per<\/b><span style=\"font-weight: 400;\">form their duties as professionals as well as caregivers\/mothers in a happy and healthy way.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<div class=\"vc_table_green\"><\/p>\n<table style=\"width: 99.7983%;\">\n<tbody>\n<tr>\n<th style=\"width: 100%; border-style: solid; border-color: #000000; background-color: rgba(184, 165, 217, 0.53); text-align: left; vertical-align: middle;\">\n<h2><span style=\"font-size: 18pt; color: #000000;\"><b>About Reproductive Rights<\/b><\/span><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"color: #000000;\"><span style=\"font-weight: 400;\">It <\/span><b>refers to a composite of human rights guaranteed to women<\/b><span style=\"font-weight: 400;\"> that can be applied to protect against the causes of ill health and promote sexual and reproductive well-being.\u00a0<\/span><\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"color: #000000;\"><span style=\"font-weight: 400;\">It <\/span><b>comprises the legal right to contraception,<\/b> <b>abortion, fertility treatment,<\/b><span style=\"font-weight: 400;\"> reproductive health, and access to information about one&#8217;s reproductive body.<\/span><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"color: #000000;\"><b>Classification:<\/b><span style=\"font-weight: 400;\"> These rights may be broadly divided into three categories,<\/span><\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"color: #000000;\"><span style=\"font-weight: 400;\">Rights to <\/span><b>reproductive self-determination<\/b><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"color: #000000;\"><b>Rights to sexual and reproductive health services<\/b><span style=\"font-weight: 400;\">, information, and education<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"color: #000000;\"><b>Rights to equality <\/b><span style=\"font-weight: 400;\">and nondiscrimination.<\/span><\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/th>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/div>\n<span class=\"vc_button\"><b>Additional Reading<\/b><span style=\"font-weight: 400;\">: <\/span><a href=\"https:\/\/pwonlyias.com\/stage\/current-affairs\/child-care-leave-in-india\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Women Child Care Leave<\/span><\/a><\/span>\n<div class=\"vc_table_green\"><\/p>\n<table style=\"width: 99.6375%;\">\n<tbody>\n<tr>\n<td style=\"width: 111.19%; text-align: center;\" colspan=\"2\"><span style=\"font-size: 18pt;\"><b>Also Read<\/b><\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 49.797%; text-align: center;\"><a href=\"https:\/\/pwonlyias.com\/stage\/editorial-analysis\/\" target=\"_blank\" rel=\"noopener\"><b>UPSC Daily Editorials<\/b><\/a><\/td>\n<td style=\"width: 61.393%; text-align: center;\"><a href=\"https:\/\/pwonlyias.com\/stage\/daily-current-affairs\/\" target=\"_blank\" rel=\"noopener\"><b>UPSC Daily Current Affairs<\/b><\/a><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 49.797%; text-align: center;\"><a href=\"https:\/\/pwonlyias.com\/stage\/quiz\/\" target=\"_blank\" rel=\"noopener\"><b>Daily Current Affairs Quiz<\/b><\/a><\/td>\n<td style=\"width: 61.393%; text-align: center;\"><a href=\"https:\/\/pwonlyias.com\/stage\/mains-answer-writing\/\" target=\"_blank\" 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benefit<\/p>\n","protected":false},"author":11,"featured_media":166192,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","format":"standard","meta":{"rank_math_lock_modified_date":false,"footnotes":""},"tags":[],"paper-wise":[2084],"subject":[2124],"acf":[],"_links":{"self":[{"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/current-affairs\/166974"}],"collection":[{"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/current-affairs"}],"about":[{"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/types\/current-affairs"}],"author":[{"embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/comments?post=166974"}],"version-history":[{"count":1,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/current-affairs\/166974\/revisions"}],"predecessor-version":[{"id":166994,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/current-affairs\/166974\/revisions\/166994"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/media\/166192"}],"wp:attachment":[{"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/media?parent=166974"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/tags?post=166974"},{"taxonomy":"paper-wise","embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/paper-wise?post=166974"},{"taxonomy":"subject","embeddable":true,"href":"https:\/\/pwonlyias.com\/stage\/wp-json\/wp\/v2\/subject?post=166974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}