SDG 5 Policy: Maternity Leave Policy

Background and Principles

Amrita Vishwa Vidyapeetham is committed to promoting gender equality and creating a supportive and inclusive workplace where women can thrive professionally while fulfilling their maternal responsibilities. Recognizing that pregnancy, childbirth, and early motherhood can present unique challenges for women’s continued participation and career progression, the University seeks to ensure that maternity-related responsibilities do not become barriers to women’s professional growth and opportunities.

Through its Maternity Leave Policy, the University aims to safeguard the health and well-being of mothers, support their work-life balance, and facilitate their continued participation and career development. By providing maternity leave benefits and fostering an enabling work environment, Amrita reaffirms its commitment to women’s empowerment, equal opportunities, and a workplace culture that values and supports motherhood.

This standalone policy brings together the maternity leave provisions previously included in the University’s broader leave policy, recognizing their importance in advancing gender equality and women’s participation in the workforce.

The following are excerpts from Amrita Vishwa Vidyapeetham overall Leave Policy and Procedures (DeanAdmin/Nn/2/2022 of July 15, 2022) accessible by all faculty and employees at AMRITA University:

Maternity Leave (MaL)

1. The woman employee applying for MaL must have worked for AVV for at least 182 days in the 12 months preceding the date of her expected delivery to avail benefits under The Maternity Benefit Act, 1961. The 182 days include the weekly offs, declared holidays and days she was laid off.
2. If a woman employee is covered under Employee State Insurance Act, 1948 she will get her maternity benefits from Employee State Insurance Corporation. In view of the fact that not all Districts are fully notified, if a Campus location is not in the list of ESI notified areas, then benefits mentioned in this policy will apply but from the day a location is notified in the list ESI covered areas this benefit will cease to be provided by AVV.
3. Eligible employee should make an application online on prescribed form for grant of maternity benefits enclosing requisite medical certificate. The employee should also give an undertaking that she will not work for any other organisation for compensation or honorarium or pro bono during the period in which she receives maternity benefits.
4. In order to avail maternity benefit, the woman is required to submit an application to the Principal and HR (through their HOD and AVV Medical Officer) along with supporting medical documents – with details of expected date of delivery and the date on which Maternity Leave is to commence. Original medical documents with contact details of the hospital and the Doctor will be provided.
5. In case the female employee works in any establishment after she has been granted Maternity Leave for any period, she shall forfeit her claim to the maternity Leave.
6. MaternityLeave, for up-to 2 surviving children (first 2 child birth/delivery), can be availed up to a maximum of 26 weeks of which not more than 8 weeks shall be preceding the expected date of her delivery.
7. All intervening holidays / weekly offs will be counted as a part of the Maternity Leave. Maternity Leave may be combined with any other kind of leave except Casual Leave, if the request is supported by a Medical Certificate.
8. Women on maternity leave will be paid full salary (average pay for the last 3 calendar months preceding the date from which the woman avails her maternity leave) along with statutory benefits such as PF/ ESI etc.
9. Approving any request for further extension of Maternity Leave will be at the discretion of the Management, and if granted it will be without pay and will not exceed 06 (six) months from the date maternity benefit under the statute was exhausted
10. In case of the new-born being ill, the employee will be allowed to apply for EL (not more than 30 days) in continuation of maternity leave on production of medical proof.
11. Leave for miscarriage (under MB Act) – In case of miscarriage or medical termination of pregnancy, a woman employee shall, on production of such medical proof as may be prescribed, be entitled to leave with full wages, for a period of 06 (six) weeks immediately following the day of her miscarriage or, as the case may be, her medical termination of pregnancy.
12. Leave with wages for tubectomy operation (under MB Act) – In case of tubectomy operation, a woman employee shall, on production of such medical proof, be entitled to leave with wages at full wages for a period of 02 (two) weeks immediately following the day of her tubectomy operation.
13. Any woman who legally adopts a child up to the age of 3 (three) months and the commissioning mothers are entitled to 12 (twelve) weeks of Maternity Leave from the date of the child is handed over to such mothers. Commissioning Mother (under MB Act) – Commissioning mother means a biological mother who uses her egg to create an embryo implanted in any other woman.
14. Disciplinary Action – A woman, just for the reason of being and reporting pregnant, cannot be dismissed, discharged or terminated. Disciplinary action, however, can be taken against a pregnant woman employee for gross misconduct – and the standard of discipline/ norms of behaviour expected is not diluted because of a woman’s pregnancy.

AMRITA University conducts periodic reviews of this Policy to assess its effectiveness and make necessary updates to address evolving challenges and opportunities.