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All-in-one HR platform · v2.0
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Paid leave and associated protections provided under the Maternity Benefit Act. Because it is a statutory entitlement rather than a company policy, it is tracked as its own leave type and does not draw down the ordinary leave pool.
When an employee informs HR of her pregnancy, the practical steps start well before the leave: confirming eligibility under the Maternity Benefit Act 1961 based on days worked in the preceding twelve months, recording the expected date, and planning the work handover with her manager.
During the leave, payroll continues to pay her the average daily wage for the leave days rather than marking them as LOP. Where she is covered by ESI, the benefit is paid by ESIC instead of the employer, so payroll must know which route applies before the first month of leave is processed.
Common mistakes include stopping salary and treating the period as unpaid, leaving her out of an increment cycle she would otherwise have been part of, and overlooking the creche or work-from-home provisions where applicable. Check the current provisions before finalising the policy.
Paid leave and associated protections under the Maternity Benefit Act.
No. It is a statutory entitlement.
No. It is tracked as its own leave type and does not draw on the ordinary leave pool.
The Maternity Benefit Act.
Yes, it provides paid leave.
Yes. The Act provides associated protections alongside paid leave.
As a separate leave type, since it is a statutory entitlement.
In HRMagix's Leave Management solution.
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