Maternity leave is an essential employee benefit that allows women to take time off work before and after childbirth. It's a time for new mothers to recover physically, bond with their babies, and manage the demands of early parenthood. However, not all maternity leave policies are created equal, and certain key features should be included in every policy to ensure that employees receive adequate support.

Must Have Features in Maternity Leave Policy

Read ahead about some essential features that every maternity policy should have.

1. Adequate Duration of Leave

One of the most important aspects of any maternity leave policy is the duration of leave provided. It’s essential that the policy aligns with the legal requirements and provides ample time for recovery and bonding. In India, the maternity policy offers 26 weeks of leave for women working in organisations with 10 or more employees. However, many organisations opt to extend this duration to provide additional support, particularly for new mothers.

2. Paid vs. Unpaid Leave

Maternity leave can be either paid or unpaid, depending on the company's policy and the country's labour laws. In India, the Maternity Benefit Act mandates that women employees are entitled to paid leave, but many organisations go beyond this minimum requirement by offering additional paid leave to support new mothers.

Paid maternity leave allows employees to focus entirely on recovery and their newborn without the added worry of lost wages. Some organisations may also offer paid parental leave to the father or partner, promoting equality and shared responsibility for childcare. 

3. Flexibility in Leave Usage

While the duration of maternity leave is important, the flexibility of when and how the leave is taken also matters. Many women may not need the entire 26 weeks immediately after childbirth and may prefer to take a portion of the leave later on. A good leave policy should allow employees to use their leave in a way that best suits their needs.

4. Job Protection During Leave

One of the most critical features of any leave policy is job protection. Employees should feel confident that they will return to their previous role or a similar position once they return from maternity leave. This protects them from discrimination or unfair treatment based on their maternity status. A clear leave policy should outline that employees are entitled to return to their position or an equivalent one with the same salary, benefits, and working conditions. 

5. Health and Well-being Support

During maternity leave, it’s essential that employees have access to healthcare services. A maternity leave policy in India should include provisions that support the health and well-being of the new mother and baby. This may include coverage under the company’s group medical insurance plan for both prenatal and postnatal care. In addition, the policy could be extended to include medical check-ups and treatments, consultations with paediatricians, and support for any post-birth complications. 

6. Paid Leave for Pre-natal Appointments

Another feature that is becoming increasingly important is the inclusion of paid leave for pre-natal medical appointments. Many expectant mothers need to attend regular check-ups during pregnancy, and these appointments are critical for both the mother’s and the baby’s health. A good maternity policy should allow employees to take paid leave for these medical appointments without affecting their overall maternity leave entitlement. 

7. Clear Communication of Policy Details

To ensure transparency and minimise confusion, it is essential that the leave policy is communicated clearly to all employees. The policy should be easily accessible and explain all key aspects, including eligibility criteria, the process for applying for leave, and how leave can be utilised. Employees should know the steps they need to take in order to apply for maternity leave, the documentation required (such as a doctor’s note), and the timeline for submitting their application. 

8. Inclusion of Adoption and Surrogacy

In addition to the traditional maternity leave for childbirth, companies are increasingly recognising the need for inclusive policies that support employees who become parents through adoption or surrogacy. These employees may not need traditional maternity leave, but they still require time off to bond with and care for their children. A comprehensive maternity leave policy should extend its benefits to adoptive mothers and those using surrogacy, ensuring that they receive the same level of support as biological mothers. 

9. Return-to-Work Support

Returning to work after maternity leave can be a challenging transition for many new mothers. A good maternity leave policy should include provisions for return-to-work support to ease this process. This could include flexible working hours, the option to work from home, or part-time hours for a period after returning to work. Additionally, some companies provide breastfeeding rooms and facilities for new mothers, allowing them to express milk in privacy. 

10. Compliance with Maternity Leave Rules and Legal Standards

Finally, it is crucial that the maternity policy complies with the local laws and maternity leave rules. In India, the Maternity Benefit Act outlines the legal framework for maternity leave, and companies must ensure that their policies adhere to these regulations.

This includes offering the mandated 26 weeks of leave for women employees in organisations with 10 or more employees. It also involves adhering to other legal requirements, such as providing a safe working environment for pregnant employees, especially in roles that involve physical labour or exposure to hazardous conditions.

Conclusion

A well-structured maternity leave policy is a crucial element of employee benefits, providing the necessary support for new mothers during a critical time. By incorporating the features discussed above, such as adequate leave duration, paid leave, job protection, health support, and clear communication, organisations can foster a supportive and inclusive environment for all employees.

Moreover, complementing a leave policy with benefits such as group medical insurance from reliable providers like Niva Bupa Health Insurance enhances the overall employee experience and ensures that new mothers have the healthcare support they need. Niva Bupa’s well-designed maternity cover not only benefits employees but also contributes to higher satisfaction and retention, making it a win-win for both employees and employers.