Pravin Parmar’s Post

My dream is to give 6 months of paid leave to women in India. And 4 hours of workdays with a full salary for another 6 months after that. I discovered this system when I was in Germany and it is the thing that I admire most about the German culture. It becomes the collective responsibility of the office to support a woman in her decision. Giving birth is an important event in the life of a woman. The family and society prepare her for the big news and all the good things that come along with it. But they fail to prepare her for the small sacrifices that come along. Nobody prepares her for numerous sleepless nights in a row, the physical and mental traumas that she goes through, and a big break in her career that can take her years behind her colleagues. To make childbirth and its after-effects easy for a woman who has given at least 2 years to a company, I want to see these things implemented in India: 1️⃣ 6 months of paid leave so that a mother can afford quality healthcare services for herself and her child. 2️⃣ 6 months of half a day so that she does not suffer from post-partum depression because loneliness is the biggest cause of mental health issues. 3️⃣ 1 year of job security if the company has no 6-month paid leave policy. So that, a woman can join again when fully recovered. This 18-month process will help a woman complete her recovery after delivery. And, within families, I always say, that it should be the father who spends sleepless nights and the mother who takes deep sleep so that her body recovers completely. To see these policies implemented in Indian corporations will be a dream come true✨

Organizations must start thinking about this.

It's really helpful to calculate the Maternity benefit.

The Indian government mandates 26 weeks of paid maternity leave for employees expecting a child. This topic recently came up in our Compensation Class discussion about employee benefits, which include earned leave, social security benefits, sabbaticals, leave travel concessions, etc. During the discussion on social security benefits, I considered maternity leave policies in top economies of world. Initially, I assumed they might offer superior benefits. However, my research revealed some surprising findings. Expanding Parental Leave: Following this discovery, I became curious about mandated paternity leave policies around the world. It would be interesting to see similar support offered to new fathers in the near future. Open to discussion on this topic. Tagging for better reach : The HR Guys, HR Anexi, The HR Tribe, HR Professionals Network - HRPN, AIHR | Academy to Innovate HR, SHRM #linkedin #india #hrcommunity #hr #work #job

Leave Policy In Pakistan! Each Employee is entitled to the following Holidays/Leaves 1. Weekly Holidays 2. Causal Leaves 3. Sick leaves 4. Maternity leaves 5. Paternity leaves 6. Public Holidays 7. Annual leaves/ Annual Holidays 2.1-Casual leaves: Employees are entitled to 10 days of fully paid leave. It can be more than 10 days, depending on organizational internal policies 4.1-Maternity Leaves: Maternity and Paternity Leave Bill, 2023 to enact it as a law, allowing women employees up to 180 leaves during pregnancy. Avail maternity leave with full pay three times during service – 180 days for the first time, 120 days for the second time, and 90 days for the third time.” 5.1-Paternity leaves: A male employee expecting his wife to give birth to a child shall, at his option, be granted paternity leave on full pay not exceeding thirty days outside his leave account from the date of its commencement Such Paternity leave may not be granted for more than three times in the entire service of the male employee 7.1-Annual leaves: An employee is entitled to 14 calendar days paid annual leave, after completion of 12 months of continuous service. (Section 49-B of Factories Act 1934).  LEAVE ENCASHMENT. If a worker doesn't want to avail of annual leaves, then, he can get payment of leaves proportionate to his monthly wage within 24 months Special Leaves: Pilgrimage leave Those who proceed on pilgrimage i.e., Hajj, Umra, Ziarat, are granted special leave up to 60 days. Employers may grant it only once during employment and not combine it with other leave entitlements #laborlaws #laborlawsinPakistan #leavepolicy #leavpolicyinpaksitan #hrmanagement

Do you know that your policies need a review after a change in #UKemploymentlaws w.e.f 6th April? A quick recap of the session organised by CIPD HR-inform that need our attention to make changes to our employment handbook and training the staff are as follows: 💢Holiday Pay and Entitlement 💢Carer's Leave 💢Flexible working 💢Paternity Leave 💢Redundancy and Family-friendly policy ●If your Leave year starts the 1st of April, permanent #irregularhoursworkers and #partyearworkers accrue annual leave based on 12.07% of hours worked and not 5.6 weeks annual leave even though they don't work all year round. ●#Rolledupholiday pay allowed ●Up to one working week of unpaid leave for taking care of #carers. ●A #flexibleworkingrequest is a day one right instead of 26 week requirement, which requires to deal within two months. And a consultation is required before refusing the request. ●#Paternityleave can be taken up to 52 weeks of birth/adoption as two one-week blocks or one two-week blocks ●Extra protection during #redundancy applies when an employee tells their employer they are #pregnant through maternity leave and on their return to work until 18 months after the baby is born However, this will not only change updatupdatesolicies but ,our recorrecord-keepingments, budgeand ting practices will also be affected. Feel free to add your comments.

MATERNITY LEAVE (The Employment Code Act, 2019.Section 41 and 42) 1.Maternity Leave. A female employee who remains in continuous employment with the same employer for twenty four months immediately proceeding on maternity leave is entitled to full pay upon production of a medical certificate . (Section 41(1)(,3)). 2. What happens to those female employees who has not clocked 24months with the same employer? All female employees are entitled to Maternity Leave, however, if the female employee has not been in employment with the same employer for twenty four months, the female employee is not entitled to a paid maternity leave. 3. Can such female employees still get maternity leave and what happens to the salary? Yes they are entitled, but it will be unpaid for, meaning there will be no salaries at the end of the month until they resume work. 4. What is unpaid leave? Un paid leave means that an employee is given permission to go on leave but no salary shall be paid. 5. Miscarriage vs Maternity Leave A female employee who remains in continuous employment with the same employer for a period of twelve months and suffers a miscarriage  or bears a still born in the third trimester is entitled to full pay and is entitled to six(6) weeks leave (Section 41(6)) 6. Does a female employee on maternity leave accrue annual leave days? Yes , if the employee is on paid maternity leave and no if on unpaid leave 7.What happens to a female employee who gives birth to a premature child? A female employee who gives birth to a premature child is entitled to an extension of the maternity leave for a period that shall be recommended by a medical doctor. (Section 41(5)) 8. How long is maternity leave? It is 14 weeks (section41(1)) and can be extended for further four weeks in case of multiple birth (section 41 (1)(2)) 9. Can a female employee proceed to take annual leave after expiration of maternity leave? Yes , provided she still has accrued leave days. What is your take on maternity leave. Your humble servant Victor musonda #ECA #Knowyourrights #femaleemplyees

All You Need to Know About Maternity Leave in India! 🌟👩🍼 Hey Friends, Let’s break down some key facts about maternity leave under The Maternity Benefits Act, 1961 and The Maternity Benefits (Amendment) Act, 2016. 👩⚖️👶 💰 Do Women Get Full Salary During Maternity Leave? Absolutely YES! ✅ 📜 As per Section 5 of the Act, women on maternity leave are entitled to: 👉 Full salary = Basic pay + Allowances during the leave period. 💡 It’s calculated based on the average daily wage earned in the 3 months preceding the leave. 🤔 Are You Eligible for Maternity Benefits? To qualify for maternity leave: 📅 You must have worked at least 80 days in the 12 months prior to the expected delivery date. 👩👦👦 For adoption: Maternity leave is applicable, but the duration may differ. ✨ Pro Tip: If you switch jobs, ensure you complete the mandatory 80 days in the new organization before your delivery date. ⏳ How Much Leave Can You Take? The Act provides: 🍼 26 weeks (6 months) leave for the first and second child. 👶 12 weeks (3 months) leave for the third child. 💼 P.S.: This is PAID leave! 🔖 Quick Takeaways 📌 Maternity leave is a right, not a privilege. 📌 Understand your eligibility and benefits. 📌 Ensure your employer follows the law. 📢 Disclaimer: This post is for informational purposes only. Always refer to your organization’s HR policies for specifics. #MaternityBenefits #WorkingMoms #EmployeeRights #IndiaLaw #PaidLeave #WorkLifeBalance #HRPolicies #EmployeeWellBeing #maternity

The provisions for government leave under the Shop and Establishment Act vary slightly from state to state in India, as each state has its own version of the Act. However, the general framework for leave under this Act typically includes the following types: 1. Weekly Holidays:   - Every employee is entitled to at least one whole day of rest each week, which is often referred to as the "weekly off." 2. Annual Leave with Wages (Earned Leave/Privilege Leave):   - Employees who have worked for a period of 240 days or more in a calendar year are entitled to annual leave with wages.   -The number of days of leave usually amounts to one day for every 20 days worked for adults, and one day for every 15 days worked for young persons (under 18 years). Accumulation of leave is also permitted, typically up to a certain limit, which varies by state. 3. Casual Leave:   - Casual leave is granted for short-term, unforeseen absences such as personal emergencies.   - The duration and number of casual leave days vary by state. 4. Sick Leave:   - Employees are entitled to a certain number of days of sick leave with wages for periods of illness.   - The number of sick leave days varies by state. 5. Festival and National Holidays:   - Employees are entitled to paid leave on national holidays (such as Republic Day, Independence Day, and Gandhi Jayanti) and a certain number of festival holidays as declared by the state government.   - The number of festival holidays can vary but generally includes about 8 to 10 days per year. 6. Maternity Leave:   - Maternity benefits are provided in accordance with the Maternity Benefit Act, 1961. This includes paid maternity leave of 26 weeks for women employees, as well as provisions for maternity bonus and leave for miscarriage or medical termination of pregnancy. Key Points: - State-Specific Provisions: The specific details of leave entitlements under the Shop and Establishment Act can vary significantly from one state to another. Employers and employees should refer to the respective state's Act for precise regulations. - Accumulation and Carry Forward: Certain types of leave, especially annual leave, can often be accumulated and carried forward to the next year, subject to a maximum limit. - Leave Records: Employers are generally required to maintain accurate records of leave taken by employees and make these records available for inspection by labor authorities. #humanresource #leave

Top employers not only provide best-in-class benefits but also foster an environment of care and support. From paid leave to childcare, every detail is meticulously planned, ensuring that every employee feels secure and valued. About their well-being, they are providing a sense of reassurance and importance. Under the Indian Maternity Benefit (Amended) Act 2017, every female employee is entitled to 26 weeks of maternity leave regardless of their position or tenure. This can be utilized up to 8 weeks before delivery, depending on whether it's their first or subsequent child. This ensures maternity benefits, a sense of justice, and equal treatment. When it comes to honouring commitments, the Top 100 companies stand out. Mothers in these companies can rely on receiving paid leave 100% of the time, starkly contrasting the 88% in the bottom 100 companies. 87% of working parents in listed companies trust management's promises, a significantly higher percentage compared to 56% in typical firms. This high level of trust leads to employee thriving, providing a sense of security and reliability in the workplace. Managers significantly influence both employee experience and personal life. A competent manager's impact on mental well-being often surpasses that of a therapist or doctor, making their role crucial for employee welfare. Read here for more information on Health and Wellness: https://lnkd.in/dyNtkzHF HDFC ERGO General Insurance is our strategic partner in Making India a Healthy Place To Work For All #MakingIndiaAGreatPlaceToWorkForAll #BestWorkplaces #GPTW4ALL #Health #Wellness #Wellbeing