{"id":3833,"date":"2025-01-08T15:18:52","date_gmt":"2025-01-08T09:48:52","guid":{"rendered":"https:\/\/indianlawsociety.com\/?p=3833"},"modified":"2025-01-14T09:36:14","modified_gmt":"2025-01-14T04:06:14","slug":"maternity-benefits-in-india-a-detailed-guide","status":"publish","type":"post","link":"https:\/\/karma.law\/insights\/civil-law-in-india\/labour-law\/maternity-benefits-in-india-a-detailed-guide\/","title":{"rendered":"Maternity Benefits in India: A Detailed Guide"},"content":{"rendered":"<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><span class=\"ng-star-inserted\"><a href=\"https:\/\/www.indiacode.nic.in\/bitstream\/123456789\/1681\/1\/A1961-53.pdf\" target=\"_blank\" rel=\"noopener\">The Maternity Benefit Act, 1961,<\/a> is a landmark legislation in India that aims to protect the employment rights of women during pregnancy and childbirth. It provides a range of benefits to ensure that women can balance their work and motherhood responsibilities. The Act has been amended over the years, most notably in 2017, to enhance these benefits and make them more comprehensive. This article provides a detailed overview of the maternity benefits available to women in India under this Act.<\/span><\/p>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Key Definitions (Section 3):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Appropriate Government:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0The Central Government for mines and establishments involved in equestrian, acrobatic, and other performances; the State Government for all other establishments.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Child:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0Includes a stillborn child.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Commissioning Mother:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0A biological mother who uses her egg to create an embryo implanted in another woman.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Delivery:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0The birth of a child.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employer:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0The person or authority responsible for the supervision and control of employees in an establishment.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Establishment:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0Includes factories, mines, plantations, establishments for equestrian, acrobatic, and other performances, shops, and other establishments as notified by the government.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Factory:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0As defined in the Factories Act, 1948.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Inspector:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0An officer appointed under Section 14 to oversee the implementation of the Act.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Maternity Benefit:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0The payment made to a woman under Section 5.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Medical Termination of Pregnancy:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0Termination of pregnancy permissible under the Medical Termination of Pregnancy Act, 1971.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Mine:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0As defined in the Mines Act, 1952.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Miscarriage:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0Expulsion of the contents of a pregnant uterus before the 26th week of pregnancy.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Plantation:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0As defined in the Plantations Labour Act, 1951.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Prescribed:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0As prescribed by rules made under the Act.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">State Government:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0Includes the Administrator for Union Territories.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Wages:<\/span><\/strong><span class=\"ng-star-inserted\">\u00a0All remuneration paid or payable in cash, including dearness allowance, house rent allowance, and incentive bonus.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Prohibition of Employment During Certain Periods (Section 4):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">An employer cannot knowingly employ a woman during the six weeks immediately following the day of her delivery, miscarriage, or medical termination of pregnancy.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman cannot work in any establishment during the six weeks immediately following the day of her delivery, miscarriage, or medical termination of pregnancy.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Pregnant women, upon request, cannot be required to perform arduous work or work that could interfere with their pregnancy or health during the period of one month before the six weeks preceding the expected delivery and during the six weeks following the delivery.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Right to Payment of Maternity Benefit (Section 5):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Every woman is entitled to maternity benefit at the rate of her average daily wage for the period of her actual absence, including the day of delivery.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The average daily wage is calculated based on the average of the woman&#8217;s wages for the three calendar months immediately preceding the date of absence due to maternity. The minimum wage under the Minimum Wages Act, 1948, or ten rupees, whichever is higher, is considered.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">To be eligible for maternity benefit, a woman must have worked for at least 80 days in the twelve months immediately preceding the date of her expected delivery. This condition does not apply to women who immigrated to Assam while pregnant.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The maximum period for which a woman is entitled to maternity benefit is 26 weeks, with not more than 8 weeks preceding the expected delivery. For women with two or more surviving children, the benefit is limited to 12 weeks, with not more than 6 weeks preceding the expected delivery.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">If a woman dies during this period, the maternity benefit is payable only up to the date of her death. If the child also dies, the benefit is payable up to the date of the child\u2019s death. If the woman dies during delivery or immediately after, leaving behind a child, the employer is liable for the maternity benefit for the entire period.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman who legally adopts a child below three months or a commissioning mother is entitled to maternity benefit for 12 weeks from the date the child is handed over.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employers may allow women to work from home after availing of maternity benefit, based on mutual agreement.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Notice of Claim for Maternity Benefit (Section 6):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman must give written notice to her employer stating that she will be absent from work and that her maternity benefit should be paid to her or her nominee.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The notice should be given at least six weeks before the expected delivery date.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">If the notice is not given earlier, it can be given as soon as possible after the delivery.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The employer must allow the woman to be absent during the period she is entitled to maternity benefit.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The maternity benefit for the period before delivery must be paid in advance, and the remaining amount must be paid within 48 hours of the delivery.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Failure to give notice does not disentitle a woman to maternity benefit if she is otherwise eligible.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Payment of Maternity Benefit in Case of Death (Section 7):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">If a woman dies before receiving her maternity benefit, it must be paid to her nominee or legal representative.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Payment of Medical Bonus (Section 8):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Every woman entitled to maternity benefit is also entitled to a medical bonus of \u20b91,000 if the employer does not provide free pre-natal, confinement, and post-natal care.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The Central Government can increase the medical bonus up to a maximum of \u20b920,000 every three years.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Leave for Miscarriage, etc. (Section 9):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">In case of miscarriage or medical termination of pregnancy, a woman is entitled to leave with wages at the rate of maternity benefit for six weeks immediately following the day of her miscarriage or medical termination of pregnancy.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Leave with Wages for Tubectomy Operation (Section 9A):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman undergoing a tubectomy operation is 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.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Leave for Illness Arising out of Pregnancy, Delivery, etc. (Section 10):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman suffering from illness arising out of pregnancy, delivery, premature birth of a child, miscarriage, medical termination of pregnancy, or tubectomy operation is entitled to leave with wages at the rate of maternity benefit for a maximum period of one month, in addition to the period of absence allowed under Section 6 or 9.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Nursing Breaks (Section 11):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman who returns to duty after delivery is entitled to two nursing breaks of prescribed duration for nursing her child until the child attains the age of fifteen months.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Cr\u00e8che Facility (Section 11A):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Establishments with 50 or more employees must have a cr\u00e8che facility within a prescribed distance, either separately or with common facilities.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employers must allow four visits a day to the cr\u00e8che, including rest intervals.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Every establishment must inform women about all benefits available under the Act at the time of their initial appointment.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Dismissal During Absence of Pregnancy (Section 12):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">It is unlawful for an employer to discharge or dismiss a woman during or on account of her absence from work due to pregnancy.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A discharge or dismissal will not deprive her of maternity benefit or medical bonus, unless it is for prescribed gross misconduct.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Women can appeal against such dismissal within 60 days to a prescribed authority.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">No Deduction of Wages in Certain Cases (Section 13):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">No deduction from a woman&#8217;s normal wages can be made for the nature of work assigned to her or for nursing breaks.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Appointment of Inspectors (Section 14):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The appropriate Government may appoint officers as Inspectors to oversee the implementation of the Act.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Powers and Duties of Inspectors (Section 15):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Inspectors have the power to enter premises, examine records, and question employees.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">They can require employers to provide information and take copies of records.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Power of Inspector to Direct Payments (Section 17):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Inspectors can inquire into complaints of wrongful withholding of maternity benefits and direct payment.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">They can also inquire into cases of wrongful discharge or dismissal and pass appropriate orders.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Forfeiture of Maternity Benefit (Section 18):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">A woman forfeits her maternity benefit if she works in any establishment during her authorized absence.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Abstract of Act and Rules (Section 19):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employers must exhibit an abstract of the Act and rules in a conspicuous place in the local language.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Registers, etc. (Section 20):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employers must maintain registers, records, and muster rolls as prescribed.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Penalty for Contravention of Act (Section 21):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Employers who fail to pay maternity benefits or discharge\/dismiss a woman unlawfully are punishable with imprisonment and fine.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Contravention of other provisions of the Act is also punishable with imprisonment or fine.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Penalty for Obstructing Inspector (Section 22):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Obstructing an Inspector is punishable with imprisonment or fine.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Cognizance of Offences (Section 23):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Aggrieved women, trade union office bearers, voluntary organizations, or Inspectors can file complaints.<\/span><\/p>\n<\/li>\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Complaints must be filed within one year of the alleged offense.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Protection of Action Taken in Good Faith (Section 24):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">No legal action can be taken against anyone acting in good faith under the Act.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Power of Central Government to Give Directions (Section 25):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The Central Government can give directions to State Governments for the execution of the Act.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Power to Exempt Establishments (Section 26):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The appropriate Government can exempt establishments providing benefits not less favorable than those under the Act.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Effect of Laws and Agreements Inconsistent with this Act (Section 27):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The provisions of the Act override any inconsistent laws or agreements.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Power to Make Rules (Section 28):<\/span><\/strong><\/p>\n<ul class=\"ng-star-inserted\" style=\"text-align: justify;\">\n<li class=\"ng-star-inserted\">\n<p class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">The appropriate Government is empowered to make rules to carry out the purposes of the Act.<\/span><\/p>\n<\/li>\n<\/ul>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><strong class=\"ng-star-inserted\"><span class=\"ng-star-inserted\">Conclusion:<\/span><\/strong><\/p>\n<p class=\"ng-star-inserted\" style=\"text-align: justify;\"><span class=\"ng-star-inserted\">The Maternity Benefit Act, 1961, as amended in 2017, provides comprehensive protection and benefits to women during pregnancy and childbirth. It ensures that women can balance their work and motherhood responsibilities without facing discrimination or financial hardship. The Act is a significant step towards gender equality and the protection of women&#8217;s rights in the workplace.<\/span><\/p>\n\n\n<div data-wp-interactive=\"core\/file\" class=\"wp-block-file\"><object data-wp-bind--hidden=\"!state.hasPdfPreview\" hidden class=\"wp-block-file__embed\" data=\"https:\/\/karma.law\/insights\/wp-content\/uploads\/2025\/01\/THE-MATERNITY-BENEFIT-ACT-1961.pdf\" type=\"application\/pdf\" style=\"width:100%;height:600px\" aria-label=\"Embed of THE MATERNITY BENEFIT ACT, 1961.\"><\/object><a id=\"wp-block-file--media-83ba451d-efbf-4ffe-ab4e-addfbf014d6d\" href=\"https:\/\/karma.law\/insights\/wp-content\/uploads\/2025\/01\/THE-MATERNITY-BENEFIT-ACT-1961.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">THE MATERNITY BENEFIT ACT, 1961<\/a><a href=\"https:\/\/karma.law\/insights\/wp-content\/uploads\/2025\/01\/THE-MATERNITY-BENEFIT-ACT-1961.pdf\" class=\"wp-block-file__button wp-element-button\" download 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balance.","protected":false},"author":1,"featured_media":5687,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"csco_display_header_overlay":false,"csco_singular_sidebar":"","csco_page_header_type":"","csco_page_load_nextpost":"","csco_post_video_location":[],"csco_post_video_location_hash":"","csco_post_video_url":"","csco_post_video_bg_start_time":0,"csco_post_video_bg_end_time":0,"footnotes":""},"categories":[2727,31],"tags":[557,552,554,556,550,555,549,553,551],"class_list":{"0":"post-3833","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-civil-law-in-india","8":"category-labour-law","9":"tag-indian-labour-law","10":"tag-maternity-benefit-act","11":"tag-maternity-benefit-act-1961","12":"tag-maternity-benefit-amendment-act-2017","13":"tag-maternity-benefits","14":"tag-maternity-leave","15":"tag-maternity-rights","16":"tag-medical-bonus","17":"tag-nursing-breaks","18":"cs-entry","19":"cs-video-wrap"},"yoast_head":"<!-- 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