Here are 10 things every woman should know before going on maternity leave:

Pregnancy is one of the most exciting journeys in a woman's life-but navigating maternity leave policies at work? Not always so exciting. If you're a working woman planning to start or grow your family, understanding your company's maternity policy is essential.

1. Know Your Company's Policy Inside Out

• Before anything else, get your hands on your organization's official maternity leave policy. Find out how much time you're allowed off, whether the leave is paid or unpaid, and how to formally request it. The earlier you prepare, the smoother things will go.

2. Familiarize Yourself with Your Legal Rights

• Your rights as a pregnant employee are often protected by law, depending on where you live. Many countries have labour laws that safeguard your job, offer paid leave, or protect you from pregnancy-based discrimination. Knowing your rights helps you advocate for yourself confidently.

3. Understand the Pay Structure

• Not all maternity leave is created equal-some employers offer full pay, others partial, and some none at all. Understand what your compensation will look like during your leave and make a financial plan accordingly.

4. Check the Eligibility Criteria

• Some policies have conditions-like needing to be employed for a certain number of months before qualifying for maternity leave. Make sure you meet all the requirements well ahead of time.

5. Review What Medical Benefits Are Included

• Does your maternity leave include healthcare support? Some companies offer prenatal, delivery, and postnatal care as part of your benefits package. If you're not sure, ask HR or your healthcare provider.

6. Look Into Partner Leave Options

• Many companies now offer paternity or partner leave. If your partner also works, see if they're eligible-it can make a big difference during those first few weeks at home with your newborn.

7. Ask About Flexibility After Baby Arrives

• Returning to work after maternity leave can be overwhelming. Some companies offer flexible schedules, remote work, or part-time options to ease the transition. Don't be afraid to explore what's available.

8. Your Job Should Be Protected

• Maternity leave shouldn't mean risking your job. In many places, employers are required by law to reinstate you to your original position-or one that's equivalent-when you return.

9. Breastfeeding Support Matters

• If you plan to continue breastfeeding, check whether your workplace offers private spaces for pumping and allows break time to do so. It's more common than you think and legally required in some areas.

10. Talk to HR Early

• Once you're ready to share your pregnancy news, schedule time with HR. They'll help guide you through timelines, documentation, benefits, and more. Don't leave it till the last minute!

Final Thoughts

Maternity leave is more than just time off-it's about protecting your health, your baby, and your career. The more informed you are, the more empowered you'll feel during this major life event.

The Central Civil Services (Leave) Rules, 1972, offer special provisions to support women employees in balancing their professional and personal lives, especially regarding maternity, childcare, and family-related responsibilities. These rules ensure that women employees are granted adequate leave to manage health, childcare, and family obligations without compromising their careers.

Both the CCS Leave Rules and the Maternity Benefit Act deal with leave entitlements for employees in India, but they apply to different sectors and have some key differences.

1. CCS Leave Rules are specific to Central Government employees and offer a structured leave system (including maternity, paternity, earned, and other leaves).
2. The Maternity Benefits Act focuses purely on maternity rights for women in organised sectors outside of Central Government jobs.
3. Maternity leave duration is similar but not identical (26 weeks under the Maternity Act, 180 days under CCS rules).

Below are the key leave entitlements specifically designed for women Central Government employees:

1. Maternity Leave
   • Eligibility: Female employees with less than two surviving children.
   • Duration: 180 days for childbirth. 45 days for miscarriage or abortion (can be availed twice during service).
   • Full salary is paid during maternity leave.
   • Adoption: If adopting a child below one year of age, 180 days of leaves are granted.
   • Recent Update (2024): No further extension beyond 180 days for childbirth is permissible.
2. Child Care Leave (CCL)
   • Eligibility: Women employees with up to two children below 18 years of age.
   • Duration: 730 days (2 years) during the entire service period.
   • Purpose: For taking care of children during their exams, sickness, or any urgent requirement.
   • Salary: 100% pay for the first 365 days. 80% pay for the next 365 days.
   • Flexibility: Can be taken in multiple spells (minimum 5 days per spell).
   • Recent Update (2024): Extended to single male parents (widowers or unmarried men).
3. Paternity Leave (For Male Employees)
   • Eligibility: Male employees with less than two surviving children.
   • Duration: 15 days (can be availed within 6 months from the date of delivery/adoption).
4. Special Maternity Leave
   • Duration: 60 days.
   • Purpose: In case of death of a child soon after birth or stillbirth.
   • Eligibility: For women Central Government employees under service rules.
   • Salary: Full pay during this leave.
5. Miscarriage/Abortion Leave
   • Duration: 45 days (can be availed in total twice during service).
   • Salary: Full pay.
6. Adoption Leave
   • Eligibility: Female employees adopting a child below one year of age.
   • Duration: 180 days (same as maternity leave).
   • Conditions: Leave starts from the date of the adoption order.
7. Leave for Surrogacy (Child Adoption through Surrogacy)
   • Eligibility: Women commissioning mothers through surrogacy.
   • Duration: 180 days (treated similarly to adoption leave).
   • Note: The intended commissioning mother receives the same benefits as biological mothers.
8. Hospital Leave
   • Eligibility: Women employees engaged in hazardous occupations (Group C and D).
   • Purpose: For injury, illness, or exposure to health hazards during official duties.
   • Duration: As certified by an authorised medical officer.
9. Half Pay Leave (HPL) and Commuted Leave
   • Women employees can avail themselves of Half Pay Leave for medical needs.
   • Can be commuted to full pay in case of maternity or health issues (by using two HPL days as one Commuted Leave Day).
10. Extraordinary Leave (EOL)
    • Can be granted when no other leave is available.
    • This unpaid leave can be availed for extended maternity-related medical conditions or family care, subject to approval.
11. Leave Encashment
    • Maternity Leave and CCL periods are considered for Leave Encashment purposes at the time of retirement or LTC.

Important Notes:

1. Maternity Leave and CCL are not debited from the Earned Leave account.
2. The maximum continuous leave (including all types) should not exceed five years at a stretch.
3. These leave provisions ensure job protection during and after maternity-related leaves.

Motherhood is not defined by pregnancy alone. In today's evolving world, many women are embracing surrogacy and adoption to build families, and Indian law is beginning to recognise the need for equal maternity benefits in these journeys.

Whether you're an adoptive or commissioning mother, it's crucial to understand your legal entitlements under Indian law. Here's what you need to know:

Legal Framework: Maternity Benefit (Amendment) Act, 2017

The Maternity Benefit Act, 1961, governs paid maternity leave for women in India. It was amended in 2017 to include two important categories:

• Adoptive mothers
• Commissioning mothers (i.e., mothers who opt for surrogacy)

This landmark amendment extended maternity leave rights beyond just biological pregnancy.

Definition of a Commissioning Mother

As per the Act:

• A commissioning mother is a biological mother who uses her egg to create an embryo implanted in another woman (the surrogate), and the child is biologically hers.

Leave Entitlement: 12 weeks of paid maternity leave

Starts from: The date the child is handed over to the commissioning mother

Definition of an Adoptive Mother

An adoptive mother is a woman who legally adopts a child.

Leave Entitlement: 12 weeks of paid maternity leave

Starts from: The date the child is handed over to her

Condition: The adopted child must be less than 3 months old.

This means if the child is older than 3 months, the adoptive mother is not eligible for paid maternity leave under the Act-a gap many legal experts and parents are urging lawmakers to address.

Eligibility Conditions Under the Law

To claim maternity benefits under the Act:

• You must be a female employee working in an organization that is covered by the Maternity Benefit Act (i.e., at least 10 employees).
• You should have worked for at least 80 days in the 12 months prior to the date of expected leave.

What Documents May Be Required

Employers may request certain documents to process your maternity leave, including:

• Adoption deed (for adoptive mothers)
• Surrogacy agreement or hospital documents (for commissioning mothers)
• Child handover or custody proof

Each workplace may have specific requirements-always confirm with your HR department.

What if You're Not Covered Under the Act?

If your company doesn't fall under the Maternity Benefit Act (like certain small private setups or unorganized sectors), you can still:

• Request unpaid leave
• Use earned or casual leave
• Ask for flexible work options or remote work
• Negotiate leave directly with HR on humanitarian grounds

Also, some progressive companies voluntarily extend maternity benefits to adoptive and commissioning mothers even when not legally required.

Other Legal Protections

No termination during maternity leave: Employers cannot dismiss or discriminate against a woman for taking leave under the Act.

Right to return to work: You are entitled to resume your position or an equivalent role after your maternity leave.

What's Still Missing in the Law?

While the 2017 amendment was a positive step, there are still some gaps:

• No maternity leave for adoptive mothers of children over 3 months
• No clear mention of same-sex couples or single fathers
• Limited clarity on multiple adoptions or surrogacies

Final Thoughts

Adoption and surrogacy are meaningful, loving paths to parenthood-and women who choose them should receive equal respect and support at the workplace.

If you're planning to adopt or become a mother via surrogacy, know your rights, gather your documents, and speak with HR early. Your journey to motherhood may be different, but your need for time, bonding, and care is the same.