Nischala Maruvada , Prashaant Malaviya
February 8, 2024
The
Maternity Benefit Act, 1961 (“MB Act”) has been enacted by the Government of
India to effectively regulate the employment of women in establishments and
safeguard their employment during the period before and after childbirth. The
MB Act entitles a female employee undergoing pregnancy to avail comprehensive
maternity benefits including but not limited to medical bonus, paid leaves, and
nursing breaks, etc., from the employer.
This
article will be analyzing the scope of maternity benefit to be provided by the
employers to female employees employed on contractual basis for a fixed term
engagement. In consideration to the object of promoting sensitization towards
health and wellbeing of female workforce undergoing pregnancy, 3 (three) judge
bench of the Hon’ble Supreme Court of (“Apex Court”) in the matter of Dr.
Kavita Yadav Vs. The Secretary, Ministry of Health and Family Welfare
Department & Ors[1]., held that female
employees engaged on contract basis can claim maternity benefit despite the period
of benefit overshoots the contractual period.
Facts
In
the instant case, the appellant was a senior resident (pathology) in Janakpuri
Super Specialty Hospital. The appointment letter issued to her was purely
temporary and as per the residency scheme her period was extendable on a yearly
basis up to a maximum of 3 (three) years. Her last extension was for the period
of one year from June 12, 2016, to June 11, 2017.
On
May 27, 2017, she applied for maternity benefit from June 01, 2017, as per the
provisions under the MB Act. However, the employer informed her that only 11
(eleven) days of maternity benefits could be granted. As per the residency
scheme, her tenure was expiring on June 11, 2017, and no further extension was
allowed/permissible under the applicable rules. The appellant challenged the said
action of the employer before the Hon’ble Central Administrative Tribunal,
Principal Bench, New Delhi (“Tribunal”). The decision of the Tribunal
was ruled in favour of the employer which was further appealed before the Hon’ble
High Court of Delhi. However, the High Court upheld the ruling of the Tribunal.
Issue
The
issue presented before the Apex Court was whether a female employee appointed
on contractual basis is entitled to benefits enumerated under the MB Act provided
that the period for which she claims such benefits overshoots the contractual
period.
Various judicial
pronouncements of the Apex Court and High Court have extensively reiterated on
the overall objective of safeguarding the interests of female employees and the
fundamental rights of the woman opting to undertake motherhood along with their
employment. Further, the Indian courts have also reiterated on the proposition that
employers are required to provide maternity benefit to female employees
irrespective of their type of employment be it regular employee, contractual
employee, consultant, or a daily wage worker.
In the landmark case of
Municipal Corporation of Delhi Vs. Female Workers (Muster Roll) & Anr[2],
the Apex Court held that “the provisions of Maternity Benefit Act, 1961 entitles
maternity leave even to women engaged on casual basis or on muster roll as a daily
wage but not only for those in regular employment. It is further held that the
provisions of the Act in this regard are wholly in consonance with the
Directive Principles of the State Policy as contained in Articles 39, 42 and 43
of the Constitution of India”.
In the case of Deepika
Singh Vs. Central Administrative Tribunal and Others[3],
the Apex Court observed that “sub-section (1) and sub-section (3) of Section
5 of the MB Act have been made by Parliament to ensure that the absence of a
woman away from the place of work occasioned by the delivery of a child does
not hinder her entitlement to receive wages for that period or for that matter
for the period during which she should be granted leave in order to look after
her child after the birth takes place. Furthermore, the MB Act was enacted to
secure women's right to pregnancy and maternity leave and to afford women with
as much flexibility as possible to live an autonomous life, both as a mother
and as a worker, if they so desire”.
In the case of Dr.
Shikha Jain Vs. State of U.P.[4],
the High Court of Allahabad held that “The purpose of the maternity leave does
not change with the nature of employment. It is concerned with human rights of
the women. The employers and Courts are bound under the constitutional scheme,
guaranteeing right to life, including right to live with dignity and to protect
the health of both the mother and child to preserve these rights”.
Analysis
and Conclusion
The
present case highlights upon the commitment of the Indian judiciary to ensure
and avoid any discriminatory practices
followed in terms of addressing claims related to entitlements of maternity
benefit to women basis the nature of their employment. The Apex Court's
findings and observations, drawing upon previous judicial precedents, emphasize
that the entitlement to maternity leave benefits is a universal right for all
women employees, irrespective of their employment status, be it regular,
contractual, or a daily wager. It also recognizes the importance of reaffirming
the Constitution's principles on equality, dignity, and life by empowering and
supporting women to manage their roles as mothers and workers flexibly. In
essence, by promoting a workplace environment which respects and protects the
rights of women regardless of their contractual obligations, this judgment
serves as a beacon for justice and equality. Not only does this reinforce the
legislative intent of the MB Act, but also underlines the need to nurture a
society that values and prioritizes the well-being of mothers in the workplace.
[1]
Civil
Appeal NO (S). 5010/2023 decided on August 17, 2023.
[2] (2000) 3 SCC 224.
[3] 2022 7 SCR 557.
[4] Service Bench No. 1206 of 2012.
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