Tamil Nadu has extended maternity leave for women government employees from 12 weeks to 365 days for the birth of a third child. The announcement was made by Human Resources Management Minister D. Sarathkumar, bringing benefits for a third child on par with those available for the first two children. The move is aimed at supporting women employees and strengthening welfare measures.


Tamil Nadu extends maternity leave to 1 year for third child 

The Tamil Nadu government has introduced a landmark welfare measure, approving up to one year (365 days) of leave for female state government employees, a massive extension from the previous 12-week limit. This progressive policy overhaul aims to better support working mothers with childcare, maternity support, and family obligations, setting a new benchmark for labor welfare and employee retention across state public sectors in India.


Tamil Nadu clears 1-year leave for women staff; leave extended from 12 weeks to 365 days

Shoko Kawata, Japan's youngest female mayor, has made history by becoming the first sitting mayor in the country to take maternity leave. Elected in 2023 at the age of 33, Kawata's decision is being seen as a landmark moment in a nation where women continue to face significant workplace and political barriers. The move has sparked conversations about gender equality, work-life balance, and the challenges faced by working mothers in Japan. This report looks at why Kawata's decision is drawing national attention and what it could mean for the future of women in leadership.

Kawata Defies Traditional Norms: Becomes First Japanese Mayor To Avail Maternity Leave

Saudi Arabia's Public Investment Fund (PIF) is to finance a joint initiative with the WTA for paid maternity leave of "up to 12 months" for players on the women's tennis circuit, it was announced on Thursday.<o:p></o:p>
The PIF WTA Maternity Fund Program "will offer benefits to more than 320 eligible WTA players", the Women's Tennis Association said in a statement.<o:p></o:p>
Also read | <a href="https://www.wionews.com/sports/prosecutors-question-judges-impartiality-in-rubiales-forced-kiss-saga-demand-for-trial-re-run-8829411" rel="dofollow">Prosecutors question judge's impartiality in Rubiales forced kiss saga, demand for trial re-run</a>
"WTA players will for the first time receive paid maternity leave up to 12 months, and have access to grants for fertility treatments to build families, as well as other benefits," it read.<o:p></o:p>
Players will have to compete "in a certain number of WTA tournaments in a window of time" to benefit from the payments.<o:p></o:p>
Belinda Bencic, who won Olympic gold for Switzerland in Tokyo and has returned to the WTA tour after having daughter Bella last April, welcomed the development.<o:p></o:p>
"Absolutely it's the best news really," Bencic said after cruising past Germany's Tatjana Maria in the first round at Indian Wells in California. "I think we are very proud as players for the WTA (to be) the first sport in female sports to make this.<o:p></o:p>
"It's great for everyone who is considering to have a family and come back, especially also the lower-ranked players that have to survive somehow when they are not playing for a year and a half and then trying to come back."<o:p></o:p>
Bencic, who earned her first title since returning from her leave in Abu Dhabi in February, noted that her Thursday opponent Maria was a mother of two.<o:p></o:p>
"I'm really feeling like there are so many moms now on the tour, so we're trying to show everyone it's possible to have a baby and play professional tennis," she said.<o:p></o:p>
<h2>Support and flexibility<o:p></o:p></h2>
Two-time Grand Slam winner Victoria Azarenka, a WTA players' council representative, welcomed "the beginning of a meaningful shift in how we support women in tennis, making it easier for athletes to pursue both their careers and their aspirations of starting a family."<o:p></o:p>
"Ensuring that programs like this exist has been a personal mission of mine," the Belarusian former world number one, who gave birth to a son in 2016, was quoted in the statement as saying. <o:p></o:p>
For WTA CEO Portia Archer "this initiative will provide the current and next generation of players the support and flexibility to explore family life, in whatever form they choose."<o:p></o:p>
Several top players have taken a break from their careers to give birth, with varying degrees of impact on their subsequent careers. The WTA says 25 active players are mothers.<o:p></o:p>
Belgian Kim Clijsters won three majors -- the US Open in 2009 and 2010 and the Australian Open in 2011 -- after giving birth to her daughter in 2008, following in the footsteps of Australians Margaret Court and Evonne Goolagong, who triumphed at Grand Slams as mothers.<o:p></o:p>
However, 23-time Grand Slam winner Serena Williams did not win any after the birth of her first child in September 2017, even though the American reached four finals at Wimbledon and the US Open.<o:p></o:p>
Four-time Grand Slam winner and former world number one Naomi Osaka of Japan returned to the courts in early 2024 after giving birth to a daughter. <o:p></o:p>
Since then, the 27-year-old's best result has been a final at the modest Auckland tournament in January. <o:p></o:p>
Criticised by some tennis figures for its record on women's rights, Saudi Arabia has boosted its tennis investments in recent years, organising the season-ending WTA Finals for the first time in Riyadh last November.<o:p></o:p>
That came months after the WTA entered into a multi-year partnership with the PIF sovereign wealth fund, with the kingdom again set to host the WTA Finals in 2025 and 2026.
Disclaimer:&nbsp;This story has been published from a news agency feed with minimal edits to adhere to WION's style guide. The headline may have been changed to better reflect the content of the story or to make it more suitable for WION audience.

Sports, Tennis: The PIF WTA Maternity Fund Program "will offer benefits to more than 320 eligible WTA players", the Women's Tennis Association said in a statement.

Saudi Arabia's Public Investment Fund (PIF) is to finance a joint initiative with the WTA for paid maternity leave of "up to 12 months" for players on the women's tennis circuit, it was announced on Thursday. The PIF WTA Maternity Fund Program "will offer benefits to more than 320 eligible WTA players", the Women's Tennis Association said in a statement. Also read | Prosecutors question judge's impartiality in Rubiales forced kiss saga, demand for trial re-run "WTA players will for the first time receive paid maternity leave up to 12 months, and have access to grants for fertility treatments to build families, as well as other benefits," it read. Players will have to compete "in a certain number of WTA tournaments in a window of time" to benefit from the payments. Belinda Bencic, who won Olympic gold for Switzerland in Tokyo and has returned to the WTA tour after having daughter Bella last April, welcomed the development. "Absolutely it's the best news really," Bencic said after cruising past Germany's Tatjana Maria in the first round at Indian Wells in California. "I think we are very proud as players for the WTA (to be) the first sport in female sports to make this. "It's great for everyone who is considering to have a family and come back, especially also the lower-ranked players that have to survive somehow when they are not playing for a year and a half and then trying to come back." Bencic, who earned her first title since returning from her leave in Abu Dhabi in February, noted that her Thursday opponent Maria was a mother of two. "I'm really feeling like there are so many moms now on the tour, so we're trying to show everyone it's possible to have a baby and play professional tennis," she said. Support and flexibility Two-time Grand Slam winner Victoria Azarenka, a WTA players' council representative, welcomed "the beginning of a meaningful shift in how we support women in tennis, making it easier for athletes to pursue both their careers and their aspirations of starting a family." "Ensuring that programs like this exist has been a personal mission of mine," the Belarusian former world number one, who gave birth to a son in 2016, was quoted in the statement as saying. For WTA CEO Portia Archer "this initiative will provide the current and next generation of players the support and flexibility to explore family life, in whatever form they choose." Several top players have taken a break from their careers to give birth, with varying degrees of impact on their subsequent careers. The WTA says 25 active players are mothers. Belgian Kim Clijsters won three majors -- the US Open in 2009 and 2010 and the Australian Open in 2011 -- after giving birth to her daughter in 2008, following in the footsteps of Australians Margaret Court and Evonne Goolagong, who triumphed at Grand Slams as mothers. However, 23-time Grand Slam winner Serena Williams did not win any after the birth of her first child in September 2017, even though the American reached four finals at Wimbledon and the US Open. Four-time Grand Slam winner and former world number one Naomi Osaka of Japan returned to the courts in early 2024 after giving birth to a daughter. Since then, the 27-year-old's best result has been a final at the modest Auckland tournament in January. Criticised by some tennis figures for its record on women's rights, Saudi Arabia has boosted its tennis investments in recent years, organising the season-ending WTA Finals for the first time in Riyadh last November. That came months after the WTA entered into a multi-year partnership with the PIF sovereign wealth fund, with the kingdom again set to host the WTA Finals in 2025 and 2026. Disclaimer: This story has been published from a news agency feed with minimal edits to adhere to WION's style guide. The headline may have been changed to better reflect the content of the story or to make it more suitable for WION audience.

Tennis stars welcome Saudi PIF’s ‘up to 12 months maternity leave’ initiative

A tribunal made a company pay its former female employee a payout of more than £28,000 after they found that she was fired from her job because she got pregnant again at the end of her maternity leave.

An unfair dismissal claim was launched by Nikita Twitchen after her company First Grade Projects dismissed her from her job as an administrative assistant in Pontypridd in&nbsp;South Wales&nbsp;in April 2022.

The mother-of-two was preparing to come back from maternity leave when she was dismissed by First Grade Projects they found out she was again expecting a child.

The tribunal judgement said that Twitchen had a meeting with the managing director Jeremy Morgan in February 2023 which started on a positive note as he said that "the business was doing well” and informed her that they recently managed to get a contract with the NHS.

Also Read:&nbsp;<a href="https://www.wionews.com/entertainment/lifestyle/news-mothers-who-use-cannabis-when-pregnant-may-be-causing-genetic-changes-to-their-babies-study-763856">Mothers who use cannabis when pregnant may be causing genetic changes to their babies: Study</a>

Morgan had told her that he was looking forward to her comeback and even agreed on what would be her working hours.

<h2>Employee's second pregnancy&nbsp;“came as a shock” to boss</h2>

However as the meeting reached its end, Twitchen informed him that she was pregnant again which, according to the tribunal, “came as a shock” to her boss.

After the maternity leave came to an end in March, nobody from the company reached out to the woman to confirm her comeback.

The employee in April asked Morgan regarding her holiday allowance but he “failed to respond substantively”, as per the judgement.

Around a week later, Twitchen sent a follow-up message followed by another but received no response.&nbsp;

Also Read:&nbsp;<a href="https://www.wionews.com/entertainment/lifestyle/news-cough-medicine-can-help-women-get-pregnant-say-some-on-tiktok-experts-say-767570">Cough medicine can help women get pregnant, say some on TikTok. Experts say...</a>

Later, she was informed that she was made redundant because of the company's financial difficulties and the delay in payments to the firm.

The employee's role was also defunct because the company had installed a new software “which meant that the claimant’s role would no longer exist with her becoming redundant”.

First Grade was also criticised by the judge for not offering “any evidence of the alleged financial difficulties or of the new software” in court.

(With inputs from agencies)

A tribunal made a company pay its former female employee a payout of more than £28,000 after they found that she was fired from her job because she got pregnant again at the end of her maternity leave.

A tribunal made a company pay its former female employee a payout of more than £28,000 after they found that she was fired from her job because she got pregnant again at the end of her maternity leave. An unfair dismissal claim was launched by Nikita Twitchen after her company First Grade Projects dismissed her from her job as an administrative assistant in Pontypridd in South Wales in April 2022. The mother-of-two was preparing to come back from maternity leave when she was dismissed by First Grade Projects they found out she was again expecting a child. The tribunal judgement said that Twitchen had a meeting with the managing director Jeremy Morgan in February 2023 which started on a positive note as he said that "the business was doing well” and informed her that they recently managed to get a contract with the NHS. Also Read: Mothers who use cannabis when pregnant may be causing genetic changes to their babies: Study Morgan had told her that he was looking forward to her comeback and even agreed on what would be her working hours. Employee's second pregnancy “came as a shock” to boss However as the meeting reached its end, Twitchen informed him that she was pregnant again which, according to the tribunal, “came as a shock” to her boss. After the maternity leave came to an end in March, nobody from the company reached out to the woman to confirm her comeback. The employee in April asked Morgan regarding her holiday allowance but he “failed to respond substantively”, as per the judgement. Around a week later, Twitchen sent a follow-up message followed by another but received no response. Also Read: Cough medicine can help women get pregnant, say some on TikTok. Experts say... Later, she was informed that she was made redundant because of the company's financial difficulties and the delay in payments to the firm. The employee's role was also defunct because the company had installed a new software “which meant that the claimant’s role would no longer exist with her becoming redundant”. First Grade was also criticised by the judge for not offering “any evidence of the alleged financial difficulties or of the new software” in court. (With inputs from agencies)

Office sacks woman for coming back from maternity leave with another pregnancy

Raising children can be expensive, irrespective of which country you are residing or are a citizen of. However, as per a recent report from the YuWa Population Research Institute, China is one of the most expensive places to raise children. The report released on Wednesday says that the high costs have a disproportionate impact on women.

<h2>China and Children</h2>

China is facing a significant challenge with its declining birth rate. This problem has been exacerbated by the high cost of raising children in China.

As per the report by YuWa Population Research Institute, in China, on average, raising a child from birth to age 17 costs about $74,800. Furthermore, supporting an offspring through a bachelor's degree raises that cost to over $94,500.&nbsp;

Also read |&nbsp;<a href="https://www.wionews.com/world/china-aging-fast-births-fall-by-10-to-an-all-time-low-raising-economic-concerns-645830">China ageing fast: Births fall by 10% to an all-time low, raising economic concerns</a>

This expense is roughly 6.3 times higher than China's GDP per capita, claims the report. This high cost is only second to South Korea, which not only has the world's lowest fertility rate but also the highest child-rearing costs that come up to 7.79 times the GDP per capita.

In comparison, this cost in Australia is just 2.08 times the GDP per capita. In France it is 2.24 time, and in the United States it is 4.11 times.

<h2>The burden on women</h2>

Women taking a maternity leave continue to face "unfair treatment" at work. Furthermore, many companies avoid recruiting women of childbearing age. Citing research from multiple papers, it further reports that women who have children may see up to 12 per cent to 17 per cent drop in their wages.

While earlier women were willing to make the sacrifice, with many choosing to stay at home to take care of the children, now, to many of them,&nbsp;the sacrifice doesn't seem worth the payoff, states the report.

Not just at work, their family life also contributed to the reluctance. Research has shown that in China, women continue to bear the primary responsibility for household tasks like cooking, cleaning, shopping, and child-rearing, etc.

Also read |&nbsp;<a href="https://www.wionews.com/world/china-streamlines-marriage-registration-process-for-migrant-workers-amid-looming-population-crisis-594576">China eases marriage registration process for migrant workers to tackle population crisis</a>

According to the report, "Chinese people’s willingness to have children is almost the lowest in the world."

This, it says, is "Due to reasons such as the high cost of childbearing and the difficulty for women to balance family and work."

"It is no exaggeration to describe the current population situation as a collapse in the birth population."

<h2>China's population decline</h2>

For the past two years, China's population has been shrinking. In April 2023, this even led to India gaining the title of the world's most populous country.&nbsp;

In 2023, the nation recorded its lowest birth rate since the founding of Communist China in 1949, reports CNN.

Watch |&nbsp;Gravitas: China's demographic disaster: Is this the end of China's dream?

<iframe allowfullscreen="" autoplay="1" frameborder="0" height="350" src="https://www.wionews.com/videos/gravitas-chinas-demographic-disaster-is-this-the-end-of-chinas-dream-553606/embed" width="560"></iframe>

Despite efforts by the government to encourage more births, such as relaxing its stringent one-child birth policy and offering financial incentives, many women are still reluctant to have children.

"Because the current social environment in China is not conducive to women’s childbirth, the time cost and opportunity cost for women to have children are too high," it states.

The report warns that the falling birthrate could potentially impact economic growth, people's overall happiness and China’s global standing. It further urged the government to reduce the cost of childbirth "as soon as possible."

(With inputs from agencies)

Raising children can be expensive, irrespective of which country you are residing or are a citizen of. However, as per a recent report from the YuWa Population Research Institute, China is one of the most expensive places to raise children.

Raising children can be expensive, irrespective of which country you are residing or are a citizen of. However, as per a recent report from the YuWa Population Research Institute, China is one of the most expensive places to raise children. The report released on Wednesday says that the high costs have a disproportionate impact on women. China and Children China is facing a significant challenge with its declining birth rate. This problem has been exacerbated by the high cost of raising children in China. As per the report by YuWa Population Research Institute, in China, on average, raising a child from birth to age 17 costs about $74,800. Furthermore, supporting an offspring through a bachelor's degree raises that cost to over $94,500. Also read | China ageing fast: Births fall by 10% to an all-time low, raising economic concerns This expense is roughly 6.3 times higher than China's GDP per capita, claims the report. This high cost is only second to South Korea, which not only has the world's lowest fertility rate but also the highest child-rearing costs that come up to 7.79 times the GDP per capita. In comparison, this cost in Australia is just 2.08 times the GDP per capita. In France it is 2.24 time, and in the United States it is 4.11 times. The burden on women Women taking a maternity leave continue to face "unfair treatment" at work. Furthermore, many companies avoid recruiting women of childbearing age. Citing research from multiple papers, it further reports that women who have children may see up to 12 per cent to 17 per cent drop in their wages. While earlier women were willing to make the sacrifice, with many choosing to stay at home to take care of the children, now, to many of them, the sacrifice doesn't seem worth the payoff, states the report. Not just at work, their family life also contributed to the reluctance. Research has shown that in China, women continue to bear the primary responsibility for household tasks like cooking, cleaning, shopping, and child-rearing, etc. Also read | China eases marriage registration process for migrant workers to tackle population crisis According to the report, "Chinese people’s willingness to have children is almost the lowest in the world." This, it says, is "Due to reasons such as the high cost of childbearing and the difficulty for women to balance family and work." "It is no exaggeration to describe the current population situation as a collapse in the birth population." China's population decline For the past two years, China's population has been shrinking. In April 2023, this even led to India gaining the title of the world's most populous country. In 2023, the nation recorded its lowest birth rate since the founding of Communist China in 1949, reports CNN. Watch | Gravitas: China's demographic disaster: Is this the end of China's dream? Despite efforts by the government to encourage more births, such as relaxing its stringent one-child birth policy and offering financial incentives, many women are still reluctant to have children. "Because the current social environment in China is not conducive to women’s childbirth, the time cost and opportunity cost for women to have children are too high," it states. The report warns that the falling birthrate could potentially impact economic growth, people's overall happiness and China’s global standing. It further urged the government to reduce the cost of childbirth "as soon as possible." (With inputs from agencies)

The price of parenthood: China among the most expensive places to raise children, finds report

Google, which laid off around 6 per cent of its total workforce in January, is reportedly adopting more cost-cutting measures, like not making payment for maternity and medical leaves which it approved to its former employees.&nbsp;

As per a report published by CNBC, all the former employees of Google who were sacked while they were on their medical or maternity leave have claimed that the tech giant is not paying them for their approved leaves.&nbsp;

A group called "Laid off on Leave" has been joined by more than 100 former employees who are demanding the employer compensate them for the long-duration leaves which were approved by the company before the job cuts were announced in January.&nbsp;

ALSO READ | <a href="https://www.wionews.com/technology/google-to-see-fewer-promotions-to-senior-roles-this-year-report-569994">Google to see fewer promotions to senior roles this year: Report</a>

According to the report, the former employees have been told by the tech giant that the company will pay their salary only till their designated end date along with the standard severance.

Three letters have been sent by the group of former employees to executives, which includes CEO Sundar Pichai and Chief People Officer Fiona Cicconi, but no response has been received so far.&nbsp;

The group comprises people who were sanctioned or are currently on medical leave, baby bonding leave, personal leave, maternity leave and caregiver’s leave.&nbsp;

In January, Google announced mass layoffs which affected 12,000 employees or around 6 per cent of its total workforce due to the declining sales growth after extending its expansion period in the tech sector.&nbsp;

WATCH | Gravitas: Google loses anti-trust battle in India

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After the announcement that the company is planning to fire 12,000 employees, around 1,400 employees of Alphabet Inc, which is the parent company of Google, signed a petition demanding employees' better treatment during the layoff process.&nbsp;

Employees wrote an open letter to CEO Sundar Pichai in which they demanded prioritising voluntary redundancies over forced ones, giving laid-off workers priority on open vacancies, allowing workers to complete their approved leave periods, such as bereavement and parental leave and freezing new hires.

You can&nbsp;now write for wionews.com&nbsp;and be a part of the community. Share your stories and opinions with us&nbsp;<a href="https://www.wionews.com/content-contribution-registration-form">here</a>.

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Google, which laid off around 6 per cent of its total workforce in January, is reportedly adopting more cost-cutting measures, like not making payment for maternity and medical leaves which it approved to its former employees.

Google, which laid off around 6 per cent of its total workforce in January, is reportedly adopting more cost-cutting measures, like not making payment for maternity and medical leaves which it approved to its former employees. As per a report published by CNBC, all the former employees of Google who were sacked while they were on their medical or maternity leave have claimed that the tech giant is not paying them for their approved leaves. A group called "Laid off on Leave" has been joined by more than 100 former employees who are demanding the employer compensate them for the long-duration leaves which were approved by the company before the job cuts were announced in January. ALSO READ | Google to see fewer promotions to senior roles this year: Report According to the report, the former employees have been told by the tech giant that the company will pay their salary only till their designated end date along with the standard severance. Three letters have been sent by the group of former employees to executives, which includes CEO Sundar Pichai and Chief People Officer Fiona Cicconi, but no response has been received so far. The group comprises people who were sanctioned or are currently on medical leave, baby bonding leave, personal leave, maternity leave and caregiver’s leave. In January, Google announced mass layoffs which affected 12,000 employees or around 6 per cent of its total workforce due to the declining sales growth after extending its expansion period in the tech sector. WATCH | Gravitas: Google loses anti-trust battle in India After the announcement that the company is planning to fire 12,000 employees, around 1,400 employees of Alphabet Inc, which is the parent company of Google, signed a petition demanding employees' better treatment during the layoff process. Employees wrote an open letter to CEO Sundar Pichai in which they demanded prioritising voluntary redundancies over forced ones, giving laid-off workers priority on open vacancies, allowing workers to complete their approved leave periods, such as bereavement and parental leave and freezing new hires. You can now write for wionews.com and be a part of the community. Share your stories and opinions with us here. WATCH WION LIVE HERE

Google not paying for approved maternity leave, claims laid-off employees

China has very quickly shifted from one-child policy and forcing women to get abortions, to now mulling over giving an additional six months of maternity leave. Reason? China wants to be on par with other developed nations in Europe.<o:p></o:p>

A north-west province in China, Shaanxi, is now asking locals if the authorities should sanction additional six weeks of paid maternity leaves. As of now, employees are given six months of paid maternity leaves. However, now the authorities are seeking to make increase this duration to one year.<o:p></o:p>

Shaanxi is hoping that if locals are given an additional half a year’s paid maternity leaves in addition to the already existing 168 days, this will help put the province in the same league as some of the other developed European countries such as Norway and Germany.

<o:p>Also read |&nbsp;<a href="https://www.wionews.com/world/abortion-wombs-the-political-battleground-417992">Wombs: The political battleground</a></o:p>

In addition to this, the province is also thinking of extending the paternity leave to 30 days for the couples who plan on having a third child.<o:p></o:p>

This shift in policies has come as a shock for locals as well as rest of the world as there was once a time when China was alleged of forcing women to have abortions as couples were allowed to have only one child per household. <o:p></o:p>

At that time, this restriction was a result of China's fear of being over-populated and in order to control the population burst, the government had implemented the one-child policy and carried it on for many years.

<o:p><a href="https://www.wionews.com/videos/veil-of-secrecy-around-chinas-expansion-of-nuclear-warhead-stockpile-426397">WATCH |</a></o:p>

<div class="videoWrapper trancodeVideo"><iframe allowfullscreen="" autoplay="1" class="includeVideo" frameborder="0" height="350" src="https://www.wionews.com/videos/veil-of-secrecy-around-chinas-expansion-of-nuclear-warhead-stockpile-426397/embed" style="width:100%;max-width:560px;" width="560"></iframe></div>

However, in May 2021, the Chinese government had announced that married couples were now allowed to and motivated to birth up to three children. This decision was taken after experts observed that the officials data pointed out an alarming decline in birth rate of the once populous country.<o:p></o:p>

It’s not just Shaanxi, there are several other provinces where new couple-friendly rules are being formed or considered. Some provinces have also introduced "child-raising leave" for the couples who have children under the age of three. &nbsp;Another example is of southern island province of Hainan where couples are being given one hour free every day to help them raise their child.<o:p></o:p>

China has very quickly shifted from one-child policy and forcing women to get abortions, to now mulling over giving an additional six months of maternity leave. Reason?

China has very quickly shifted from one-child policy and forcing women to get abortions, to now mulling over giving an additional six months of maternity leave. Reason? China wants to be on par with other developed nations in Europe. A north-west province in China, Shaanxi, is now asking locals if the authorities should sanction additional six weeks of paid maternity leaves. As of now, employees are given six months of paid maternity leaves. However, now the authorities are seeking to make increase this duration to one year. Shaanxi is hoping that if locals are given an additional half a year’s paid maternity leaves in addition to the already existing 168 days, this will help put the province in the same league as some of the other developed European countries such as Norway and Germany. Also read | Wombs: The political battleground In addition to this, the province is also thinking of extending the paternity leave to 30 days for the couples who plan on having a third child. This shift in policies has come as a shock for locals as well as rest of the world as there was once a time when China was alleged of forcing women to have abortions as couples were allowed to have only one child per household. At that time, this restriction was a result of China's fear of being over-populated and in order to control the population burst, the government had implemented the one-child policy and carried it on for many years. WATCH | However, in May 2021, the Chinese government had announced that married couples were now allowed to and motivated to birth up to three children. This decision was taken after experts observed that the officials data pointed out an alarming decline in birth rate of the once populous country. It’s not just Shaanxi, there are several other provinces where new couple-friendly rules are being formed or considered. Some provinces have also introduced "child-raising leave" for the couples who have children under the age of three. Another example is of southern island province of Hainan where couples are being given one hour free every day to help them raise their child.

In need of more babies, this Chinese province is thinking of 1-year paid maternity leave

Congress is now considering four weeks of paid family and medical leave, down from the 12 weeks that were initially proposed in the Democrats’ spending plan. If the plan becomes law, the United States will no longer be one of six countries in the world — and the only rich country — without any form of national paid leave.

But it would still be an outlier. Of the 185 countries that offer paid leave for new mothers, only one, Eswatini (once called Swaziland), offers fewer than four weeks. Of the 174 countries that offer paid leave for a personal health problem, just 26 offer four weeks or fewer, according to data from the World Policy Analysis Center at UCLA.

Four weeks would also be significantly less than the 12 weeks of paid parental leave given to federal workers in the United States, and less than the leave that has been passed in nine states and the District of Columbia.

Paid leave is part of the Democrats’ giant budget proposal, which includes other family policies like child and elder care. They are trying to cut to an amount palatable to Sen. Joe Manchin of West Virginia and Sen. Kyrsten Sinema of Arizona, whose votes are needed to pass it. For paid leave, decreasing the number of weeks is a simple way to lower the price.

Some leave is better than none, researchers said, but evidence from around the world suggests that four weeks is too little to reap the full benefits.

“When you look at other countries, there is evidence of what people need and what’s feasible,” said Jody Heymann, founding director of the policy center and a UCLA distinguished professor of public health and public affairs. “And by both of those measures, 12 weeks is a modest amount, and anything less is grossly inadequate. The rest of the world, including low-income countries, have found a way to do this.”

Globally, the average paid maternity leave is 29 weeks, and the average paid paternity leave is 16 weeks, the center’s data shows.

There is one element of the paid leave proposal, however, that would put the United States at the forefront internationally: its very broad definition of family and caregiving. It would cover care for all types of loved ones, including in-laws, domestic partners and people who are the “equivalent” of family.

About half of countries allow caregiving leave for sick children. Thirty-nine per cent of nations allow it for adult relatives like spouses or parents. Among countries that have leave for family health needs, only 13 define family broadly, including grandparents or other loved ones. Even then, there are sometimes restrictions, like proving that the person needing care is dying.

Globally, 107 countries have parental leave available to fathers, which is more than half, and 47 offer more than four weeks. Many rich countries offer more than 12 weeks. Twenty, including Japan, Canada and Sweden, have options for more than a year.

For proponents of paid leave in the United States, the broad definition of caregiving for loved ones has been a key demand. “We have always fought for a family definition that reflects what American families really do look like, including chosen family,” said Lelaine Bigelow, vice president for congressional relations at the National Partnership for Women and Families. “This has been a big pillar of ours for a long time.”

Existing family leave policies in the United States already have a broad definition of caregiving, largely because the country came around to offering leave so late. Many countries started paid maternity leave in the 1920s. The American leave program — unpaid and for 12 weeks, for about half of workers — started in 1993. By that point, gender norms had evolved and it was common for mothers to work and men to care for children or relatives. The unpaid leave covers people caring for babies; sick spouses, parents or children; or their own medical conditions.

The pay is usually a percentage of the regular salary up to a certain maximum; paid leave is typically not fully paid anywhere. Around the world, paid leave is generally financed through social insurance, via taxes or contributions from employers and workers. The states with paid leave have a similar system.

The federal plan in Congress is limited by the rules of a budget process called reconciliation and would be paid for, along with other safety net spending, with general revenue, perhaps from a tax on billionaires.

Democrats are considering other options for making paid leave less expensive. These include making it expire after five years, hoping that it would be popular enough that lawmakers would renew it. Another idea is to make it permanent but with fewer than four weeks of leave. Also on the table is means testing: Low-wage workers would get paid leave but others would not.

Of people who take unpaid leave in the United States, just over half do so for their own health problems. The United States is one of 11 countries that do not offer paid leave for health problems. Of the countries that do, 132 offer three or more months, and 62 offer a year or more if needed.

Many people need more than four weeks. Recovery from major surgery typically takes at least six weeks; recovery from a heart attack can take several months; and cancer treatment often lasts half a year or more.

Short-term disability insurance pays for medical leave in some cases, but only about half of workers qualify. And women, workers of colour, and low-income Americans are less likely to have it.

Research on maternity leave suggests that between three and six months is ideal. For birth mothers, recovery typically takes at least six to eight weeks, and maternal health improves when fathers take leave, too. Research shows babies continue to benefit from being home with a parent for the first half year — for bonding; increasing immunization and breastfeeding rates; and decreasing hospitalizations from infectious diseases.

Besides the United States, the only other countries with no paid maternity leave are the Marshall Islands, Micronesia, Nauru, Palau, Papua New Guinea, Suriname and Tonga.

“Any leave is better than zero leave,” said Maya Rossin-Slater, an economist in the Stanford department of health policy who studies paid leave. “That being said, I think it’s also worth pointing out that some of the health benefits of leave are clearly occurring at higher durations.”

Congress is now considering four weeks of paid family and medical leave, down from the 12 weeks that were initially proposed in the Democrats’ spending plan. If the plan becomes law, the United States will no longer be one of six countries in the world — and the only rich country — without any form of national paid leave.

Congress is now considering four weeks of paid family and medical leave, down from the 12 weeks that were initially proposed in the Democrats’ spending plan. If the plan becomes law, the United States will no longer be one of six countries in the world — and the only rich country — without any form of national paid leave. But it would still be an outlier. Of the 185 countries that offer paid leave for new mothers, only one, Eswatini (once called Swaziland), offers fewer than four weeks. Of the 174 countries that offer paid leave for a personal health problem, just 26 offer four weeks or fewer, according to data from the World Policy Analysis Center at UCLA. Four weeks would also be significantly less than the 12 weeks of paid parental leave given to federal workers in the United States, and less than the leave that has been passed in nine states and the District of Columbia. Paid leave is part of the Democrats’ giant budget proposal, which includes other family policies like child and elder care. They are trying to cut to an amount palatable to Sen. Joe Manchin of West Virginia and Sen. Kyrsten Sinema of Arizona, whose votes are needed to pass it. For paid leave, decreasing the number of weeks is a simple way to lower the price. Some leave is better than none, researchers said, but evidence from around the world suggests that four weeks is too little to reap the full benefits. “When you look at other countries, there is evidence of what people need and what’s feasible,” said Jody Heymann, founding director of the policy center and a UCLA distinguished professor of public health and public affairs. “And by both of those measures, 12 weeks is a modest amount, and anything less is grossly inadequate. The rest of the world, including low-income countries, have found a way to do this.” Globally, the average paid maternity leave is 29 weeks, and the average paid paternity leave is 16 weeks, the center’s data shows. There is one element of the paid leave proposal, however, that would put the United States at the forefront internationally: its very broad definition of family and caregiving. It would cover care for all types of loved ones, including in-laws, domestic partners and people who are the “equivalent” of family. About half of countries allow caregiving leave for sick children. Thirty-nine per cent of nations allow it for adult relatives like spouses or parents. Among countries that have leave for family health needs, only 13 define family broadly, including grandparents or other loved ones. Even then, there are sometimes restrictions, like proving that the person needing care is dying. Globally, 107 countries have parental leave available to fathers, which is more than half, and 47 offer more than four weeks. Many rich countries offer more than 12 weeks. Twenty, including Japan, Canada and Sweden, have options for more than a year. For proponents of paid leave in the United States, the broad definition of caregiving for loved ones has been a key demand. “We have always fought for a family definition that reflects what American families really do look like, including chosen family,” said Lelaine Bigelow, vice president for congressional relations at the National Partnership for Women and Families. “This has been a big pillar of ours for a long time.” Existing family leave policies in the United States already have a broad definition of caregiving, largely because the country came around to offering leave so late. Many countries started paid maternity leave in the 1920s. The American leave program — unpaid and for 12 weeks, for about half of workers — started in 1993. By that point, gender norms had evolved and it was common for mothers to work and men to care for children or relatives. The unpaid leave covers people caring for babies; sick spouses, parents or children; or their own medical conditions. The pay is usually a percentage of the regular salary up to a certain maximum; paid leave is typically not fully paid anywhere. Around the world, paid leave is generally financed through social insurance, via taxes or contributions from employers and workers. The states with paid leave have a similar system. The federal plan in Congress is limited by the rules of a budget process called reconciliation and would be paid for, along with other safety net spending, with general revenue, perhaps from a tax on billionaires. Democrats are considering other options for making paid leave less expensive. These include making it expire after five years, hoping that it would be popular enough that lawmakers would renew it. Another idea is to make it permanent but with fewer than four weeks of leave. Also on the table is means testing: Low-wage workers would get paid leave but others would not. Of people who take unpaid leave in the United States, just over half do so for their own health problems. The United States is one of 11 countries that do not offer paid leave for health problems. Of the countries that do, 132 offer three or more months, and 62 offer a year or more if needed. Many people need more than four weeks. Recovery from major surgery typically takes at least six weeks; recovery from a heart attack can take several months; and cancer treatment often lasts half a year or more. Short-term disability insurance pays for medical leave in some cases, but only about half of workers qualify. And women, workers of colour, and low-income Americans are less likely to have it. Research on maternity leave suggests that between three and six months is ideal. For birth mothers, recovery typically takes at least six to eight weeks, and maternal health improves when fathers take leave, too. Research shows babies continue to benefit from being home with a parent for the first half year — for bonding; increasing immunization and breastfeeding rates; and decreasing hospitalizations from infectious diseases. Besides the United States, the only other countries with no paid maternity leave are the Marshall Islands, Micronesia, Nauru, Palau, Papua New Guinea, Suriname and Tonga. “Any leave is better than zero leave,” said Maya Rossin-Slater, an economist in the Stanford department of health policy who studies paid leave. “That being said, I think it’s also worth pointing out that some of the health benefits of leave are clearly occurring at higher durations.”

The world ‘has found a way to do this’: The US lags on paid leave

<a href="https://www.wionews.com/world/finlands-pm-sanna-marin-wants-four-day-work-week-with-six-hour-days-272651">Finland </a>has announced plans to offer men and women equal paid parental leave as well as an extension of the total family allowance from 11.5 months to just over 14 months.

Finland's women-led government has been setting new benchmarks repeatedly.&nbsp;The move is seen as a way to boost birth rates in the northern European country.

Also read:&nbsp;<a href="https://www.wionews.com/world/finlands-pm-sanna-marin-wants-four-day-work-week-with-six-hour-days-272651">Finland's PM Sanna Marin wants four-day work week with six-hour days</a>

The news policy announced by its 34-year-old Prime Minister <a href="https://www.wionews.com/world/finlands-pm-sanna-marin-wants-four-day-work-week-with-six-hour-days-272651">Sanna Marin</a>'s will grant nearly seven months paid leave to each parent, for a total of 14 months of paid leave.

Parents would be allowed to transfer up to 69 of their own days to the other parent, if they so desired and for single parents the country is giving all 328 days to the parent.

The new policy allows one month of pregnancy allowance to a pregnant mother even before the parental leave starts.

Also read: <a href="https://www.wionews.com/world/finlands-christmas-tourism-boom-creates-headwinds-for-environment-270036">Finland's Christmas tourism boom creates headwinds for environment</a>

The new policy is a significant step up from the current rules which allow about four months for maternity leave&nbsp;and about two months for fathers.&nbsp;The changed policy is set to be effective from the latter part of next year.

<a href="https://www.wionews.com/world/finlands-christmas-tourism-boom-creates-headwinds-for-environment-270036">Finland's </a>birth rate has been on the decline since 1990&nbsp;when the average woman had 1.9 children which has&nbsp;fallen to 1.4.&nbsp;

Last year <a href="https://www.wionews.com/world/finlands-christmas-tourism-boom-creates-headwinds-for-environment-270036">Finland's </a>total fertility rate was the lowest ever recorded in the Nordic countries.

Finland has announced plans to offer men and women equal paid parental leave as well as an extension of the total family allowance from 11.5 months to just over 14 months.

Finland has announced plans to offer men and women equal paid parental leave as well as an extension of the total family allowance from 11.5 months to just over 14 months. Finland's women-led government has been setting new benchmarks repeatedly. The move is seen as a way to boost birth rates in the northern European country. Also read: Finland's PM Sanna Marin wants four-day work week with six-hour days The news policy announced by its 34-year-old Prime Minister Sanna Marin's will grant nearly seven months paid leave to each parent, for a total of 14 months of paid leave. Parents would be allowed to transfer up to 69 of their own days to the other parent, if they so desired and for single parents the country is giving all 328 days to the parent. The new policy allows one month of pregnancy allowance to a pregnant mother even before the parental leave starts. Also read: Finland's Christmas tourism boom creates headwinds for environment The new policy is a significant step up from the current rules which allow about four months for maternity leave and about two months for fathers. The changed policy is set to be effective from the latter part of next year. Finland's birth rate has been on the decline since 1990 when the average woman had 1.9 children which has fallen to 1.4. Last year Finland's total fertility rate was the lowest ever recorded in the Nordic countries.

Finland to offer equal paid parental leave to mothers and fathers

Two male employees in Japan sued their employers for alleged harassment after taking paternity leave, a case that again shone a spotlight on the country's ruthless work culture.

Among the complainants, one is a Japanese national and a Canadian national working in Japan; both allege that their employers sidelined them from their main responsibilities after they resumed work post paternity leave.

The Japanese government allows both men and women to take one year off after childbirth. During the paternity leave, employees are eligible for government benefits, however, they are not guaranteed pay from their employer.

Despite such strong legal systems, why do Japanese workers feel so overworked? from the 1950s onwards, post-war Japan set a benchmark for hard work for the world over. In its golden age of growth, Japan’s corporations offered lifelong job security and high wages in return for the long working hours, loyalty and service.

In japan death by overwork claimed 191 people in 2016 and, according to a government report, over a fifth of Japanese employees are at risk through working more than 80 hours of overtime a month which is usually unpaid work, a Ranconteur report said.&nbsp;

One in ten Japanese workers clock over 100 &nbsp;hours of overtime each month, the report also said.

Not just this, convenience stores in Japan sell clean shirts for workers who haven’t had a chance to go home, In Japan, there is a genre of literature, kodoku which romanticises the loneliness of Japanese workers who have little time or inclination to see friends or find a partner.

And not just men, even Japanese women face outright discrimination in offices because they could become mothers someday.

If women prioritise their home life over their company by leaving early or at a normal time to pick up their children from daycare, they find themselves being passed over for promotions and raises.

Even though Prime Minister Shinzo abe spent six years encouraging women to join the workforce, still 70 per cent Japanese women leave their jobs after the first child.

But what about the rest of the world?

According to a report, 90 countries don’t offer paternity leave time at all – including the US.

South Korea offers the most, at 52 weeks, with Sweden, Slovenia and Iceland offering 12 weeks each. Finland 11 weeks which is then followed by Spain offering 8 weeks.&nbsp;

India and France both offer two weeks of paternity leave.

Two male employees in Japan sued their employers for alleged harassment after taking paternity leave, a case that again shone a spotlight on the country's ruthless work culture.

Two male employees in Japan sued their employers for alleged harassment after taking paternity leave, a case that again shone a spotlight on the country's ruthless work culture. Among the complainants, one is a Japanese national and a Canadian national working in Japan; both allege that their employers sidelined them from their main responsibilities after they resumed work post paternity leave. The Japanese government allows both men and women to take one year off after childbirth. During the paternity leave, employees are eligible for government benefits, however, they are not guaranteed pay from their employer. Despite such strong legal systems, why do Japanese workers feel so overworked? from the 1950s onwards, post-war Japan set a benchmark for hard work for the world over. In its golden age of growth, Japan’s corporations offered lifelong job security and high wages in return for the long working hours, loyalty and service. In japan death by overwork claimed 191 people in 2016 and, according to a government report, over a fifth of Japanese employees are at risk through working more than 80 hours of overtime a month which is usually unpaid work, a Ranconteur report said. One in ten Japanese workers clock over 100 hours of overtime each month, the report also said. Not just this, convenience stores in Japan sell clean shirts for workers who haven’t had a chance to go home, In Japan, there is a genre of literature, kodoku which romanticises the loneliness of Japanese workers who have little time or inclination to see friends or find a partner. And not just men, even Japanese women face outright discrimination in offices because they could become mothers someday. If women prioritise their home life over their company by leaving early or at a normal time to pick up their children from daycare, they find themselves being passed over for promotions and raises. Even though Prime Minister Shinzo abe spent six years encouraging women to join the workforce, still 70 per cent Japanese women leave their jobs after the first child. But what about the rest of the world? According to a report, 90 countries don’t offer paternity leave time at all – including the US. South Korea offers the most, at 52 weeks, with Sweden, Slovenia and Iceland offering 12 weeks each. Finland 11 weeks which is then followed by Spain offering 8 weeks. India and France both offer two weeks of paternity leave.

Japan parental leave case puts spotlight on workers' rights

The captain of the New Zealand women's cricket team Amy Satterthwaite will become the first player to benefit from new contract conditions that guarantee her core salary while on maternity leave, the country's governing body (NZC) said.

The 32-year-old, who is married to teammate Lea Tahuhu, is due early next year and will miss the women's World Twenty20 tournament in Australia that runs from Feb. 21-March 8.

New Zealand Cricket said Satterthwaite would take a leave of absence and, under the terms of a recently agreed new collective agreement, she would be named as a centrally contracted player and receive her full annual retainer.

"She will be the first player to benefit from the new pregnancy leave provisions included in the new agreement," NZC Chief Executive David White said.

"This means she'll be paid her full retainer throughout and, although possibly fulfilling some off-field contractual obligations, will not be required to train or play."

Like their male counterparts, the White Ferns are guaranteed an annual retainer based on a sliding scale and can earn between NZ$44,000 and NZ$64,000, with match fees of up to NZ$16,000 ($10,283) on top.

As captain, Satterthwaite is likely to be at the top end of the pay scale.

Satterthwaite said she and Tahuhu were excited to start a new chapter and that she was aiming to return to the field for the 2021 womens' World Cup.

"I am very lucky to have great support from NZC with regard to taking a break from the game to have a family," Satterthwaite said in an NZC statement on Tuesday.

"I feel I still have a lot to give to the game and look forward to working my way back with an eye on the 2021 ICC Women's World Cup held in New Zealand."

The captain of the New Zealand women's cricket team Amy Satterthwaite will become the first player to benefit from new contract conditions that guarantee her core salary while on maternity leave, the country's governing body (NZC) said.

The captain of the New Zealand women's cricket team Amy Satterthwaite will become the first player to benefit from new contract conditions that guarantee her core salary while on maternity leave, the country's governing body (NZC) said. The 32-year-old, who is married to teammate Lea Tahuhu, is due early next year and will miss the women's World Twenty20 tournament in Australia that runs from Feb. 21-March 8. New Zealand Cricket said Satterthwaite would take a leave of absence and, under the terms of a recently agreed new collective agreement, she would be named as a centrally contracted player and receive her full annual retainer. "She will be the first player to benefit from the new pregnancy leave provisions included in the new agreement," NZC Chief Executive David White said. "This means she'll be paid her full retainer throughout and, although possibly fulfilling some off-field contractual obligations, will not be required to train or play." Like their male counterparts, the White Ferns are guaranteed an annual retainer based on a sliding scale and can earn between NZ$44,000 and NZ$64,000, with match fees of up to NZ$16,000 ($10,283) on top. As captain, Satterthwaite is likely to be at the top end of the pay scale. Satterthwaite said she and Tahuhu were excited to start a new chapter and that she was aiming to return to the field for the 2021 womens' World Cup. "I am very lucky to have great support from NZC with regard to taking a break from the game to have a family," Satterthwaite said in an NZC statement on Tuesday. "I feel I still have a lot to give to the game and look forward to working my way back with an eye on the 2021 ICC Women's World Cup held in New Zealand."

New Zealand captain first to benefit from new maternity provisions

The Ministry of Labour and Employment on Friday clarified that there is a proposal to pay employers for extended maternity benefit from government budget and not from any labour welfare cess.

"The Ministry of Labour and Employment is in the process of obtaining necessary budgetary grant and approvals of Competent Authorities. The reports that it will be funded from Labour Welfare Cess, is also incorrect, as no such cess exists under this Ministry," read an official statement.

Furthermore, the Ministry informed that it is working on an incentive scheme wherein seven weeks'&nbsp;wages would be reimbursed to employers who employ women workers with wage ceiling up to Rs. 15000 and provide maternity benefit of 26 weeks'&nbsp;paid leave.

Around Rs 400 crores would be the financial implication for the Labour Ministry for implementing the proposed incentive scheme, the statement further noted.

The Ministry said that if approved and implemented, the proposed scheme shall ensure that women in this country gain equal access to employment and other approved benefits along with adequate safety and security.

Also, women shall continue to bear the major share of household work as well as childcare. The workplaces will be more and more responsive to the family needs of the working women, it added.

The ministry said that the proposal has been made as it was noted that the 26 weeks` maternity leave provision is good in Public Sector, but not good in Private Sector and in contract jobs.

The Maternity Benefit Act, 1961 regulates the employment of women in certain establishments for certain period before and after childbirth and to provide maternity and other benefits.

The Act was amended through the Maternity Benefit (Amendment) Act, 2017 which, inter alia, has increased the paid maternity leave to women employees from 12 weeks to 26 weeks.

The Ministry of Labour and Employment on Friday clarified that there is a proposal to pay employers for extended maternity benefit from government budget and not from any labour welfare cess.

The Ministry of Labour and Employment on Friday clarified that there is a proposal to pay employers for extended maternity benefit from government budget and not from any labour welfare cess. "The Ministry of Labour and Employment is in the process of obtaining necessary budgetary grant and approvals of Competent Authorities. The reports that it will be funded from Labour Welfare Cess, is also incorrect, as no such cess exists under this Ministry," read an official statement. Furthermore, the Ministry informed that it is working on an incentive scheme wherein seven weeks' wages would be reimbursed to employers who employ women workers with wage ceiling up to Rs. 15000 and provide maternity benefit of 26 weeks' paid leave. Around Rs 400 crores would be the financial implication for the Labour Ministry for implementing the proposed incentive scheme, the statement further noted. The Ministry said that if approved and implemented, the proposed scheme shall ensure that women in this country gain equal access to employment and other approved benefits along with adequate safety and security. Also, women shall continue to bear the major share of household work as well as childcare. The workplaces will be more and more responsive to the family needs of the working women, it added. The ministry said that the proposal has been made as it was noted that the 26 weeks` maternity leave provision is good in Public Sector, but not good in Private Sector and in contract jobs. The Maternity Benefit Act, 1961 regulates the employment of women in certain establishments for certain period before and after childbirth and to provide maternity and other benefits. The Act was amended through the Maternity Benefit (Amendment) Act, 2017 which, inter alia, has increased the paid maternity leave to women employees from 12 weeks to 26 weeks.

Maternity leave pay to be reimbursed from government budget

Women employees of the central government who have a child through surrogacy will be entitled to maternity leave, according to an official order of the personnel ministry.

They can get paid maternity leave of 26 weeks (about 180 days).

The ministry has written to all central government departments about a Delhi High Court order of 2015 on the issue.

&quot;All ministries/departments are advised to give wide publicity of its contents to the concerned officers,&quot; the personnel ministry said in its latest directive to all the ministries and enclosed a copy of the court&#39;s order with it.

The court verdict had come on a plea by a Kendriya Vidyalaya teacher who had twins through a surrogate mother but was denied maternity leave as she was not the biological mother.

&quot;A female employee, who is the commissioning mother, would be entitled to apply for maternity leave,&quot; the court had held.

Based on the material placed before it, the competent authority would decide on the timing and the period for which maternity leave ought to be granted to a commissioning mother who adopts the surrogacy route, the court said.

The scrutiny would be keener and detailed, when leave is sought by a female employee, who is the commissioning mother, at the pre-natal stage, it said.

In case maternity leave is declined at the pre-natal stage, the competent authority would pass a reasoned order having regard to the material, if any, placed before it, by the female employee, who seeks to avail maternity leave, the court order said.

In a situation where both the commissioning mother and the surrogate mother are employees, who are otherwise eligible for leave (one on the ground that she is a commissioning mother and the other on the ground that she is the pregnant women), suitable adjustment would be made by the competent authority, it said.

They will get maternity leave of 26 weeks (about 180 days)

Women employees of the central government who have a child through surrogacy will be entitled to maternity leave, according to an official order of the personnel ministry. They can get paid maternity leave of 26 weeks (about 180 days). The ministry has written to all central government departments about a Delhi High Court order of 2015 on the issue. "All ministries/departments are advised to give wide publicity of its contents to the concerned officers," the personnel ministry said in its latest directive to all the ministries and enclosed a copy of the court's order with it. The court verdict had come on a plea by a Kendriya Vidyalaya teacher who had twins through a surrogate mother but was denied maternity leave as she was not the biological mother. "A female employee, who is the commissioning mother, would be entitled to apply for maternity leave," the court had held. Based on the material placed before it, the competent authority would decide on the timing and the period for which maternity leave ought to be granted to a commissioning mother who adopts the surrogacy route, the court said. The scrutiny would be keener and detailed, when leave is sought by a female employee, who is the commissioning mother, at the pre-natal stage, it said. In case maternity leave is declined at the pre-natal stage, the competent authority would pass a reasoned order having regard to the material, if any, placed before it, by the female employee, who seeks to avail maternity leave, the court order said. In a situation where both the commissioning mother and the surrogate mother are employees, who are otherwise eligible for leave (one on the ground that she is a commissioning mother and the other on the ground that she is the pregnant women), suitable adjustment would be made by the competent authority, it said.

Women govt employees who have surrogate children to get paid maternity leave

&nbsp;

Employment makes a woman financially independent and also empowers her. At least, ideally, that is how it should be. More often than not, her income becomes meaningful for the family as she allots the resources for more productive uses.&nbsp;

&nbsp;

Women&#39;s employment is not simply about the work but involves the workplace too. Various conventions and legislations both at the international level and the national level intend to provide enabling work environment for the women employees. The resolute efforts of the International Labour Organisation (ILO) towards providing the benchmark of &lsquo;decent work&rsquo; and various other crucial labour welfare directives are commendable. In consonance with the global standard, India has ratified several ILO conventions and the government&#39;s efforts to translate them into action are reflected in various labour welfare legislations.

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<h5>Besides education and skill, age, fertility, cultural and normative practices regulate women&rsquo;s decision to participate in the labour market</h5>
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The factors affecting female participation in the labour market are more diverse and complex than her male counterpart. Besides education and skill, age, fertility, cultural and normative practices regulate women&rsquo;s decision to participate in the labour market.&nbsp;

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In the Middle East, North Africa and South Asia, less than one-third of the women participate in the labour market. This is in contrast to the global average of 52 per cent. A number of South Asian countries show a perplexing trend of female labour force participation. For instance, while in India there has been gradual decline (except 2004 -05) in the women&rsquo;s labour force participation, Bangladesh has performed reasonably well, as have Nepal (79.4 per cent) and Maldives (54 per cent). Even Pakistan and Sri Lanka has shown a steady increase.&nbsp;

&nbsp;

Female Work Participation (FWPR) rate in India has declined from 28.5 per cent in 1987-88 to 21.9 per cent in (2011-12). Though 2004-05 witnessed a significant rise in FWPR (marginally less than 30 per cent), the growth has&nbsp;not been sustainable. Scholars indicate, globalisation is a major factor behind increasing female participation which prompts the question: why is female work participation declining despite overall economic growth?&nbsp;

&nbsp;

Some scholars attribute proliferation of educational opportunities to be the&nbsp;reason behind females missing from employment. But this only partially explains declining FWPR because the decline in work participation has been witnessed across all age categories. The recession in 2008 could be a probable reason for the declining FWPR too. However, this fact falls short as an explanation if we include the performance of other South Asian countries. &nbsp;

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<h5>Women with elementary education seem to be particularly missing from the labour force as they mostly perform the duties of unpaid caregivers</h5>
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Women with elementary education seem to be particularly missing from the labour force as they mostly perform the duties of unpaid caregivers. Apart from the care economy, a substantial proportion of the female workers contribute as unpaid family labour in domestic enterprises, more so in rural India. Perceptions about paid labour and unpaid household work are also undergoing profound changes and ceaseless efforts are being made to assess the value of care economy and at least give some recognition to the traditional caregivers of the society.

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Manufacturing and construction sectors have emerged as two important sectors of employment generation. Feminisation of the low skill jobs in these two sectors has become a regular feature. Most of these workers are informally employed. Even in globalised giants like the garment export sector, majority of the artisans and tailors are informally employed. Tweaking of various labour welfare legislations and gross misappropriation of data has become a dominant feature. Within the garment industries in the National Capital Region, informal forms of employment are thriving. It is believed that globalisation puts a premium on skill. However, a closer look at the labour market arrangements and work conditions do not resonate this faith.

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In the garment export sector, majority of the artisans and tailors are informally employed (WION)
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The government needs to be sensitive about the implementation of various schemes and policies. The &lsquo;Sumangali&rsquo; scheme in Tamil Nadu, which have been traditionally employing girl child in the textile industry, glaringly testifies the gap between the rhetoric and the reality. Various export lanes (SEZs) across the country are replete with such bondage situations.&nbsp;

&nbsp;

A case study of 90 women workers in Delhi-NCR revealed that only 3 female workers among&nbsp;them got maternity benefits. Maternity benefits form a crucial part of female employment as the most productive years of a woman worker is also her reproductive years. The recent amendments to the Maternity Benefit Act, 1961, though laudable, has limited coverage as it keeps the remaining 95 per cent of the population who are engaged in the informal sector outside the safety net.

&nbsp;

The informal economy represents a huge sector in our country&rsquo;s employment scenario supporting around 95 per cent of the jobs created. Besides earning less, informal workers are also more vulnerable to violations of basic human rights, particularly those related to reasonable working conditions and work safety. With little job security and limited access to safety nets, most of the informally employed remain extremely vulnerable to setbacks, such as illnesses and loss of income.&nbsp;

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Not surprisingly, a strong correlation exists between informality and poverty in India. Evidence strongly suggests women have the poorest access and control over resources. Though the wage gaps between male and female workers are declining, other improvements at work also need to be ensured to realise the potential of the nation. ILO&rsquo;s decent work directives, and even the best of various central and state legislations, are of little use if the workers are unaware of their rights and role in the economy. Therefore, knowledge about legal rights is a crucial step towards facilitating the environment for &lsquo;decent&rsquo; work. Participation of various stakeholders like civil society, trade unions and NGOs would prove to be beneficial in this respect. A nation can never flourish with half of her labour force remaining unnourished and underutilised.

Tweaking of various labour welfare legislations and gross misappropriation of data has become a dominant feature in India

Employment makes a woman financially independent and also empowers her. At least, ideally, that is how it should be. More often than not, her income becomes meaningful for the family as she allots the resources for more productive uses. Women's employment is not simply about the work but involves the workplace too. Various conventions and legislations both at the international level and the national level intend to provide enabling work environment for the women employees. The resolute efforts of the International Labour Organisation (ILO) towards providing the benchmark of ‘decent work’ and various other crucial labour welfare directives are commendable. In consonance with the global standard, India has ratified several ILO conventions and the government's efforts to translate them into action are reflected in various labour welfare legislations. Besides education and skill, age, fertility, cultural and normative practices regulate women’s decision to participate in the labour market × The factors affecting female participation in the labour market are more diverse and complex than her male counterpart. Besides education and skill, age, fertility, cultural and normative practices regulate women’s decision to participate in the labour market. In the Middle East, North Africa and South Asia, less than one-third of the women participate in the labour market. This is in contrast to the global average of 52 per cent. A number of South Asian countries show a perplexing trend of female labour force participation. For instance, while in India there has been gradual decline (except 2004 -05) in the women’s labour force participation, Bangladesh has performed reasonably well, as have Nepal (79.4 per cent) and Maldives (54 per cent). Even Pakistan and Sri Lanka has shown a steady increase. Female Work Participation (FWPR) rate in India has declined from 28.5 per cent in 1987-88 to 21.9 per cent in (2011-12). Though 2004-05 witnessed a significant rise in FWPR (marginally less than 30 per cent), the growth has not been sustainable. Scholars indicate, globalisation is a major factor behind increasing female participation which prompts the question: why is female work participation declining despite overall economic growth? Some scholars attribute proliferation of educational opportunities to be the reason behind females missing from employment. But this only partially explains declining FWPR because the decline in work participation has been witnessed across all age categories. The recession in 2008 could be a probable reason for the declining FWPR too. However, this fact falls short as an explanation if we include the performance of other South Asian countries. Women with elementary education seem to be particularly missing from the labour force as they mostly perform the duties of unpaid caregivers × Women with elementary education seem to be particularly missing from the labour force as they mostly perform the duties of unpaid caregivers. Apart from the care economy, a substantial proportion of the female workers contribute as unpaid family labour in domestic enterprises, more so in rural India. Perceptions about paid labour and unpaid household work are also undergoing profound changes and ceaseless efforts are being made to assess the value of care economy and at least give some recognition to the traditional caregivers of the society. Manufacturing and construction sectors have emerged as two important sectors of employment generation. Feminisation of the low skill jobs in these two sectors has become a regular feature. Most of these workers are informally employed. Even in globalised giants like the garment export sector, majority of the artisans and tailors are informally employed. Tweaking of various labour welfare legislations and gross misappropriation of data has become a dominant feature. Within the garment industries in the National Capital Region, informal forms of employment are thriving. It is believed that globalisation puts a premium on skill. However, a closer look at the labour market arrangements and work conditions do not resonate this faith. In the garment export sector, majority of the artisans and tailors are informally employed (WION) × The government needs to be sensitive about the implementation of various schemes and policies. The ‘Sumangali’ scheme in Tamil Nadu, which have been traditionally employing girl child in the textile industry, glaringly testifies the gap between the rhetoric and the reality. Various export lanes (SEZs) across the country are replete with such bondage situations. A case study of 90 women workers in Delhi-NCR revealed that only 3 female workers among them got maternity benefits. Maternity benefits form a crucial part of female employment as the most productive years of a woman worker is also her reproductive years. The recent amendments to the Maternity Benefit Act, 1961, though laudable, has limited coverage as it keeps the remaining 95 per cent of the population who are engaged in the informal sector outside the safety net. The informal economy represents a huge sector in our country’s employment scenario supporting around 95 per cent of the jobs created. Besides earning less, informal workers are also more vulnerable to violations of basic human rights, particularly those related to reasonable working conditions and work safety. With little job security and limited access to safety nets, most of the informally employed remain extremely vulnerable to setbacks, such as illnesses and loss of income. Not surprisingly, a strong correlation exists between informality and poverty in India. Evidence strongly suggests women have the poorest access and control over resources. Though the wage gaps between male and female workers are declining, other improvements at work also need to be ensured to realise the potential of the nation. ILO’s decent work directives, and even the best of various central and state legislations, are of little use if the workers are unaware of their rights and role in the economy. Therefore, knowledge about legal rights is a crucial step towards facilitating the environment for ‘decent’ work. Participation of various stakeholders like civil society, trade unions and NGOs would prove to be beneficial in this respect. A nation can never flourish with half of her labour force remaining unnourished and underutilised.

International Women's Day: The female workers in the nation's garment factories

A bill to improve maternity benefits was passed in the Rajya Sabha, the Upper House of the Indian parliament, on Thursday. The Maternity Benefit (Amendment) Bill, 2016 increases the maternity leave that Indian women are entitled to from 12 weeks to 26 weeks. 
 
The bill which now has to be passed by the Lok Sabha, the Lower House of the Indian parliament, before it becomes law, also allows maternity leave for, in the language of the bill, &nbsp;&ldquo;commissioning mothers&rdquo; i.e, women who have their fertilised eggs implanted in surrogates.&nbsp; 
 
There is also a provision in the bill that requires companies with more than 50 employees to have creches and allow female employees to visit the cr?che at least four times a day, according to an analysis by the Delhi-based organisation PRS Legislative Research. 
 
The original Maternity Benefit Act in India, which was introduced in 1961, has gone through amendments several times over the past 55 years including in 1976, 1988, 1995 and 2008. The 12-week maternity-leave provision had survived all those amendments, but it seems the Indian parliament might finally be bringing maternity leave benefits in line with the rest of the world.&nbsp; 
 
Considering just the countries in South Asia, if the proposed bill comes into law, India will have the most maternity leave granted to mothers, according to the 2014 International Labour Organization report &ldquo;Maternity and Paternity at work&rdquo;. Paternity leave though has been left untouched by the bill at 0 days, leaving India behind Bangladesh which legally allows fathers 10 days of paternity leave. 
 
<img alt="" class="img-responsive" src="http://s.wionews.com/photos/1_maternity%20leaves%20in%20sa-20160815120002.jpg" /> 
 
 
<img alt="" class="img-responsive" src="http://s.wionews.com/photos/2_paternity%20leave%20in%20sa-20160815120150.jpg" />
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The move from 12 to 26 weeks would actually leave India 13th in the list of countries with the most generous maternity leave periods. The list is led by Balkan countries such as Croatia, Bosnia and Herzegovina and Montenegro, which all offer at least 52 weeks or a year as maternity leave. When it comes to paternity leave though, the Nordic countries lead the way with Iceland offering 90 and Finland offering 54 days of paternity leave. 
 
<img alt="" class="img-responsive" src="http://s.wionews.com/photos/3_countries%20with%20the%20most%20maternity%20leaves-20160815120417.jpg" />
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<img alt="" class="img-responsive" src="http://s.wionews.com/photos/4_countries%20with%20the%20most%20paternity%20leavepsd-20160815120539.jpg" />
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Countries in the Persian Gulf are the most regressive when it comes to maternity leave with the United Arab Emirates offering just six weeks, Qatar and Oman seven weeks. 
 
 
<img alt="" class="img-responsive" src="http://s.wionews.com/photos/5_countries%20with%20the%20least%20maternity%20leaves-20160815120730.jpg" />

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There are several offenders when it comes to paternity leave around the world, with India just one of 105 countries to offer no paternity leave at all. After this blow struck for maternal rights, it seems like legislation recognising the rights of Indian fathers is long overdue too. 
 
(Graphics: Simranjeet Singh)
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The Maternity Benefit (Amendment) Bill 2016 increases maternity leave from 12 to 26 weeks (explained by infographics)

A bill to improve maternity benefits was passed in the Rajya Sabha, the Upper House of the Indian parliament, on Thursday. The Maternity Benefit (Amendment) Bill, 2016 increases the maternity leave that Indian women are entitled to from 12 weeks to 26 weeks. The bill which now has to be passed by the Lok Sabha, the Lower House of the Indian parliament, before it becomes law, also allows maternity leave for, in the language of the bill, “commissioning mothers” i.e, women who have their fertilised eggs implanted in surrogates. There is also a provision in the bill that requires companies with more than 50 employees to have creches and allow female employees to visit the cr?che at least four times a day, according to an analysis by the Delhi-based organisation PRS Legislative Research. The original Maternity Benefit Act in India, which was introduced in 1961, has gone through amendments several times over the past 55 years including in 1976, 1988, 1995 and 2008. The 12-week maternity-leave provision had survived all those amendments, but it seems the Indian parliament might finally be bringing maternity leave benefits in line with the rest of the world. Considering just the countries in South Asia, if the proposed bill comes into law, India will have the most maternity leave granted to mothers, according to the 2014 International Labour Organization report “Maternity and Paternity at work”. Paternity leave though has been left untouched by the bill at 0 days, leaving India behind Bangladesh which legally allows fathers 10 days of paternity leave. The move from 12 to 26 weeks would actually leave India 13th in the list of countries with the most generous maternity leave periods. The list is led by Balkan countries such as Croatia, Bosnia and Herzegovina and Montenegro, which all offer at least 52 weeks or a year as maternity leave. When it comes to paternity leave though, the Nordic countries lead the way with Iceland offering 90 and Finland offering 54 days of paternity leave. Countries in the Persian Gulf are the most regressive when it comes to maternity leave with the United Arab Emirates offering just six weeks, Qatar and Oman seven weeks. There are several offenders when it comes to paternity leave around the world, with India just one of 105 countries to offer no paternity leave at all. After this blow struck for maternal rights, it seems like legislation recognising the rights of Indian fathers is long overdue too. (Graphics: Simranjeet Singh)

Mothers could get longer maternity leaves in India

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