The information must be given in writing and in electronic form email. Female civil servants are entitled to maternity leave for a period of days for their first two live born children.
According to the Maternity Benefit Act female workers are entitled to a maximum of 12 weeks 84 days of maternity leave. Out of these 12 weeks, six weeks leave is post-natal leave.
In case of miscarriage or medical termination of pregnancy, a worker is entitled to six weeks of paid maternity leave. Employees are also entitled to one additional month of paid leave in case of complications arising due to pregnancy, delivery, premature birth, miscarriage, medical termination or a tubectomy operation two weeks in this case.
Every woman employee, under a scheme established by the Maharashtra Employment Guarantees Act , who has worked for not less than days, is entitled to a medical leave of 30 days. The leave would be accompanied by a payment of the minimum wages prescribed. Workers with more than two years of employment must be granted paid maternity leaves. In case of workers with less than one year of service, extraordinary leave may be granted for maternity purposes.
The said maternal leaves may continue simultaneously with vacations. However, maternal leaves cannot be debited from other leave accounts. Employers will not knowingly employ a woman in any factory during the six weeks following the day of which she is delivered a child. Also, no woman will participate in any employment during the six weeks following the day of her delivery.
Unless specified by your employer, you can continue working right up until your due date if you wanted to. On the other hand, you could be finding pregnancy a breeze! Commuting to work can be stressful enough with busy and delayed trains or hours spent in traffic, but this is greatly intensified when you have a bump to think about too, not to mention exhausting. If you work in a particularly physically or emotionally draining job, you may find it hard to continue working until close to your due date, and prefer to take leave early.
It can be really helpful to talk to other friends and family about their maternity leave experience, especially if they work in a similar profession to you. You can change the date of your maternity leave but must give your employer 28 days notice. You might also be able to share your leave with your partner. The rules on giving notice and starting your leave stay the same:. You have different rules for maternity leave. Check your contract or speak to your employer to see what rights you have. Your employer should confirm the end date of your maternity leave.
Your employer can ask to see a medical certificate, such as your MATB1 form. This could be, for example, if you:. You can start your maternity leave any day from 11 weeks before your due date. Your maternity leave will start earlier than the date you pick if:. Your maternity leave will last for a year unless you tell your employer you want to return earlier.
The shortest maternity leave you can take is 2 weeks. Employees may also wish to access the University's confidential counselling service. Implementation of the Policy and Procedure will be monitored through reports from ResourceLink and notified to Equality and Diversity Committee. Human Resources Policies and guidance Attendance, leave and absence. Introduction Regardless of length of service or hours of work, expectant mothers are entitled to up to 52 weeks maternity leave. All pregnant employees, regardless of length of service or hours worked, must take a minimum of 2 weeks maternity leave immediately after the birth of their child.
She must follow the associated maternity procedure. The table below shows the criteria required for each category. SMP is based on an employee's earnings in the eight week period up to and including the 15th week before her baby is due 'the qualifying period'.
SMP, and consequently maternity leave, cannot start prior to the 11th week before the employee's EWC. SMP can start from any day of the week in accordance with the date the employee starts her maternity leave. SMP is payable irrespective of whether or not the employee intends to return to work after maternity leave. An employee on a career break will not be eligible for OMP. To qualify she must have been employed or self-employed for 26 weeks out of the 66 weeks before the EWC.
Notification of pregnancy - requirements for starting maternity leave The employee is advised to notify her manager of her pregnancy as soon as possible so that a health and safety risk assessment may be carried out. It is recommended that the employee and her manager meet to plan arrangements and to discuss any potential issues anticipated, or arising, due to the pregnancy. Maternity leave will start on whichever date is earliest: The employee's chosen start date ie any time after the beginning of the 11th week before the employee's EWC or The day after the employee gives birth, in the case of a Premature Birth; or The day after any day on which the employee is absent for a pregnancy related illness in the four weeks before the EWC Applying for Maternity Leave Form ML1: Application for Maternity Leave and Risk Assessment Form ML2: Risk Assessment for Pregnant and Breastfeeding Employees It is the employee's responsibility to complete forms ML1 and ML2: The ML1 must be completed by, at least, the 15th week before the expected week of childbirth EWC or as soon as is practicable thereafter confirming: that she is pregnant her EWC the date she intends to commence maternity leave The ML2 should be completed as soon as possible so that any risks can be identified and addressed.
The employee should pass the completed forms to her manager who is responsible for checking them and, where appropriate, adding comments to the ML2, before sending both forms to HR Services. If either the employee or her manager have concerns arising from the Risk Assessment and the demands of the job they may contact the Director of Health and Safety Ext or the Occupational Health Advisor Ext for advice and guidance. Confirming the details of maternity leave On receipt of the ML1 and ML2 forms HR Services will write to the employee, confirming details, including the date when her maternity leave will end.
Changing the start date of maternity leave An employee may bring forward, or postpone, her maternity leave start date providing she does so in writing, giving at least 28 days' notice of the new date or as soon as is reasonably practicable.
Notification should be sent to her manager, copied to HR Services. If the baby is born before the intended start of maternity leave, HR Services should be advised in writing of the baby's date of birth. This should be done, as soon as reasonably practicable, by the employee or someone acting on her behalf. Arrangements will then be made for maternity leave and pay to start from the day after the birth.
Arranging Maternity Cover The Manager should consider options for covering work during maternity leave and can contact their HR Advisor for assistance if required.
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