[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-in\u002Fwork-in-india\u002Flabour-law\u002Ffamily-responsibilities":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":175,"in_subsite":56,"contact_page_url":7,"banner_message":176},1113,"family-responsibilities","Family Responsibilities",null,"","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffamily-responsibilities","labourlaw.labourlawpage","en_IN","2025-07-28T17:04:48.898436+00:00","2026-04-08T17:55:25.105819+00:00","\u002Fcms\u002Fpages\u002F1113\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"India","en-in",{"title":20,"slug":21},"Work in India","work-in-india",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Paternity Leave, Family Leave - India","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffamily-responsibilities\u002F","index, follow","website","summary_large_image","2025-07-28T19:04:48.898436+02:00","2026-04-08T19:55:25.268753+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Family Responsibilities\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-14\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Paternity Leave\u003C\u002Fh2>\n          \u003Ch3>\u003Cspan style=\"color: #339966;\">Note: Upcoming Labour Legislation in India\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>In 2020, the Indian Parliament combined 25 labour laws into three codes, i.e., the Social Security Code, the Code on Industrial Relations and the Code on Occupational Safety, Health and Working Conditions. Enacted in 2019, the Code on Wages also amalgamated four relevant labour laws.\u003C\u002Fp>\n\u003Cp>The four new Labour Codes were supposed to be effective from 01 April 2021. However, considering the rise in COVID cases and the potential impact of the new Codes on per-employee costs for enterprises, the Government delayed their implementation to a future date. The Central and State Governments have been working on rules under these Codes. The new legal provisions will be effective only once notified.\u003C\u002Fp>\n\u003Cp class=\"gmail_default\">__________________________________________\u003C\u002Fp>\n\n\u003Cp class=\"gmail_default\">\u003Cspan>\u003Cstrong>\u003Cspan style=\"color: #339966;\">Currently Applicable Provisions\u003C\u002Fspan> \u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>There is no provision on paternity leave in Indian labour law for private sector workers. The civil servants (Central Government) however are entitled to paternity leave. A male civil servant (including an apprentice, probationer) with less than two surviving children, may be granted Paternity Leave  for a period of 15 days before or up to six months from the date of delivery of the child. If paternity leave is not taken within 6 months of the birth of child, it is treated as lapsed. Workers on paternity leave are paid their leave salary equal to the pay drawn immediately before proceeding on leave. The paternity Leave may be combined with leave of any other kind. The paternity leave cannot be debited against the leave account. Paternity Leave cannot normally be refused under any circumstances. Similar provisions are applicable on the adoption of a child under the age of one year.\u003C\u002Fp>\n\u003Cp>Source: Rule 43-A & 43-AA of Central Civil Services (Leave) Rules, 1972\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Paternity Leave Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#PaternityLeaveAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveMaharashtra\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For everyone:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>A person employed under the scheme (established through the Maharashtra Employment Guarantee Act, 1977) may be provided with a maximum of 14 day paid leave in case of sterilization operation or any other operation or treatment for birth control and family planning.\u003C\u002Fp>\n\u003Cp>Source: Section 7(a), Maharashtra Employment Guarantee Act, 1977\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveKarnataka\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveUttarPradesh\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveRajasthan\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveTamilNadu\">\u003Cspan style=\"color: #800080;\">Paternity Leave in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveGujarat\">\u003Cspan style=\"color: #800080;\">Paternity leaves in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveWestBengal\">\u003Cspan style=\"color: #800080;\">Paternity leaves in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Parental Leave\u003C\u002Fh2>\n          \u003Cp>There is no provision for parental leave in Indian labour law. \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Parental Leave Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ParentalLeaveAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Parental Leave in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveMaharashtra\">\u003Cspan style=\"color: #800080;\">Parental Leave in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveKarnataka\">\u003Cspan style=\"color: #800080;\">Parental Leave in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveUttarPradesh\">\u003Cspan style=\"color: #800080;\">Parental Leave in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveRajasthan\">\u003Cspan style=\"color: #800080;\">Parental Leave in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveTamilNadu\">\u003Cspan style=\"color: #800080;\">Parental Leave in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveGujarat\">\u003Cspan style=\"color: #800080;\">Paternal Leave in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveWestBengal\">\u003Cspan style=\"color: #800080;\">Paternal Leaves in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n          \u003Cp>There was no provision for flexible work option for workers with minor children and other family responsibilities. However, under the Maternity Benefit (Amendment) Act 2017, after completion of maternity leave, an employer may permit a woman to work from home, if the nature of work assigned permits her to do so. However, this must be mutually agreed between the parties.\u003C\u002Fp>\n\u003Cp>Source: §5 of the Maternity Benefits Act 1961, amended in 2017\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#FlexibleWorkAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkMaharashtra\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For all factory workers: \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The law provides that as far as possible, factory workers of the same family may be allowed leaves on the same dates.\u003C\u002Fp>\n\u003Cp>\u003Cspan>\u003Cspan>\u003Cspan>Source: Section 111, Maharashtra Factories Rules, 1963\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkKarnataka\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Kranataka\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cspan>\u003Cspan>\u003Cspan>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkUttarPradesh\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkRajasthan\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkTamilNadu\">\u003Cspan style=\"color: #800080;\">Flexible Work Option for Parents \u002F Work-Life Balance in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For workers in Handlooms:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Handloom workers undergoing family planning operations should be permitted a rest leave of 6 days for male employees and 14 days for female employees. In case of discharge from service, during this period, the employer will pay all special cause wages due to the employee.\u003C\u002Fp>\n\u003Cp>Source: Tamil Nadu Handloom Workers (Conditions of Employment and Miscellaneous Provisions) Act, 1981\u003C\u002Fp>\n\u003Cp>\u003Cstrong>For workers in Beedi Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Female workers in Beedi establishments may, under special conditions and permissions, be allowed to undertake the wetting and wrapping process away from the company premise. This is applicable only on the said processes; all other processes are to be strictly carried out within the premises of the establishment.\u003C\u002Fp>\n\u003Cp>Source: The Tamil Nadu Beedi Industrial Premises (Regulation of Conditions of Work) Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkGujarat\">\u003Cspan style=\"color: #800080;\">Flexible Work Options for Parents\u002FWork Life Balance in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003Cspan style=\"font-size: 11.0pt; line-height: 115%; font-family: 'Times New Roman',serif; mso-fareast-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;\">\u003Cbr \u002F>\n\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkWestBengal\">\u003Cspan style=\"color: #800080;\">Flexible Work Options for Parents\u002FWork Life Balance in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For all factory workers: \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The law provides that as far as possible, factory workers of the same family may be allowed leaves on the same dates.\u003C\u002Fp>\n\u003Cp>Source: Section 92, West Bengal Factories Rules, 1958\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_leave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights on paternity leave and\u002For family leave in India – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-14\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paternity Leave\u003C\u002Fh2>\n\u003Ch3>\u003Cspan>Note: Upcoming Labour Legislation in India\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>In 2020, the Indian Parliament combined 25 labour laws into three codes, i.e., the Social Security Code, the Code on Industrial Relations and the Code on Occupational Safety, Health and Working Conditions. Enacted in 2019, the Code on Wages also amalgamated four relevant labour laws.\u003C\u002Fp>\n\u003Cp>The four new Labour Codes were supposed to be effective from 01 April 2021. However, considering the rise in COVID cases and the potential impact of the new Codes on per-employee costs for enterprises, the Government delayed their implementation to a future date. The Central and State Governments have been working on rules under these Codes. The new legal provisions will be effective only once notified.\u003C\u002Fp>\n\u003Cp>__________________________________________\u003C\u002Fp>\n\u003Cp>\u003Cspan>\u003Cstrong>\u003Cspan>Currently Applicable Provisions\u003C\u002Fspan> \u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>There is no provision on paternity leave in Indian labour law for private sector workers. The civil servants (Central Government) however are entitled to paternity leave. A male civil servant (including an apprentice, probationer) with less than two surviving children, may be granted Paternity Leave  for a period of 15 days before or up to six months from the date of delivery of the child. If paternity leave is not taken within 6 months of the birth of child, it is treated as lapsed. Workers on paternity leave are paid their leave salary equal to the pay drawn immediately before proceeding on leave. The paternity Leave may be combined with leave of any other kind. The paternity leave cannot be debited against the leave account. Paternity Leave cannot normally be refused under any circumstances. Similar provisions are applicable on the adoption of a child under the age of one year.\u003C\u002Fp>\n\u003Cp>Source: Rule 43-A & 43-AA of Central Civil Services (Leave) Rules, 1972\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Paternity Leave Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#PaternityLeaveAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#PaternityLeaveWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveAndhraPradesh\">\u003Cspan>Paternity Leave in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveMaharashtra\">\u003Cspan>Paternity Leave in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For everyone:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>A person employed under the scheme (established through the Maharashtra Employment Guarantee Act, 1977) may be provided with a maximum of 14 day paid leave in case of sterilization operation or any other operation or treatment for birth control and family planning.\u003C\u002Fp>\n\u003Cp>Source: Section 7(a), Maharashtra Employment Guarantee Act, 1977\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveKarnataka\">\u003Cspan>Paternity Leave in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveUttarPradesh\">\u003Cspan>Paternity Leave in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveRajasthan\">\u003Cspan>Paternity Leave in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveTamilNadu\">\u003Cspan>Paternity Leave in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveGujarat\">\u003Cspan>Paternity leaves in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"PaternityLeaveWestBengal\">\u003Cspan>Paternity leaves in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Parental Leave\u003C\u002Fh2>\n\u003Cp>There is no provision for parental leave in Indian labour law. \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Parental Leave Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ParentalLeaveAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ParentalLeaveWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveAndhraPradesh\">\u003Cspan>Parental Leave in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveMaharashtra\">\u003Cspan>Parental Leave in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveKarnataka\">\u003Cspan>Parental Leave in Karnataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveUttarPradesh\">\u003Cspan>Parental Leave in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveRajasthan\">\u003Cspan>Parental Leave in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveTamilNadu\">\u003Cspan>Parental Leave in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveGujarat\">\u003Cspan>Paternal Leave in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ParentalLeaveWestBengal\">\u003Cspan>Paternal Leaves in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n\u003Cp>There was no provision for flexible work option for workers with minor children and other family responsibilities. However, under the Maternity Benefit (Amendment) Act 2017, after completion of maternity leave, an employer may permit a woman to work from home, if the nature of work assigned permits her to do so. However, this must be mutually agreed between the parties.\u003C\u002Fp>\n\u003Cp>Source: §5 of the Maternity Benefits Act 1961, amended in 2017\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#FlexibleWorkAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#FlexibleWorkWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkAndhraPradesh\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkMaharashtra\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For all factory workers: \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The law provides that as far as possible, factory workers of the same family may be allowed leaves on the same dates.\u003C\u002Fp>\n\u003Cp>\u003Cspan>\u003Cspan>\u003Cspan>Source: Section 111, Maharashtra Factories Rules, 1963\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkKarnataka\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Kranataka\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cspan>\u003Cspan>\u003Cspan>\u003Cspan>No State laws and provisions under this topic.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkUttarPradesh\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkRajasthan\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkTamilNadu\">\u003Cspan>Flexible Work Option for Parents \u002F Work-Life Balance in Tamil Nadu\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For workers in Handlooms:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Handloom workers undergoing family planning operations should be permitted a rest leave of 6 days for male employees and 14 days for female employees. In case of discharge from service, during this period, the employer will pay all special cause wages due to the employee.\u003C\u002Fp>\n\u003Cp>Source: Tamil Nadu Handloom Workers (Conditions of Employment and Miscellaneous Provisions) Act, 1981\u003C\u002Fp>\n\u003Cp>\u003Cstrong>For workers in Beedi Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Female workers in Beedi establishments may, under special conditions and permissions, be allowed to undertake the wetting and wrapping process away from the company premise. This is applicable only on the said processes; all other processes are to be strictly carried out within the premises of the establishment.\u003C\u002Fp>\n\u003Cp>Source: The Tamil Nadu Beedi Industrial Premises (Regulation of Conditions of Work) Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkGujarat\">\u003Cspan>Flexible Work Options for Parents\u002FWork Life Balance in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003Cspan>\u003Cbr\u002F>\n\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"FlexibleWorkWestBengal\">\u003Cspan>Flexible Work Options for Parents\u002FWork Life Balance in West Bengal\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For all factory workers: \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The law provides that as far as possible, factory workers of the same family may be allowed leaves on the same dates.\u003C\u002Fp>\n\u003Cp>Source: Section 92, West Bengal Factories Rules, 1958\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays'>Annual Leave and Holidays\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,95,99,103,107,111,115,119,123,127,131,135,139,143,147,151,155,159,163,167,171],{"id":59,"short_title":7,"title":60,"url":61},1108,"Work and Wages","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},1109,"Compensation and Working Time","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},1110,"Annual Leave and Holidays","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},36552,"Provisions Relating to Sick Leave in India","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fprovisions-relating-to-sick-leave-in-india",{"id":75,"short_title":7,"title":76,"url":77},36553,"Earned & Casual Leave in India","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fearned-casual-leave-in-india",{"id":79,"short_title":7,"title":80,"url":81},36555,"National Holiday, Holiday and Weekly Off","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Fnational-holiday-holiday-and-weekly-off",{"id":83,"short_title":7,"title":84,"url":85},36556,"FAQ - Annual Leave Worldwide","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fannual-leave-and-holidays\u002Ffaq-annual-leave-worldwide",{"id":87,"short_title":7,"title":88,"url":89},1111,"Contracts and Dismissals","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":91,"short_title":7,"title":92,"url":93},1112,"Notice and Severance","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":4,"short_title":7,"title":6,"url":9},{"id":96,"short_title":7,"title":97,"url":98},1114,"Maternity and Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work",{"id":100,"short_title":7,"title":101,"url":102},1115,"Job Protection","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":104,"short_title":7,"title":105,"url":106},1116,"Breastfeeding","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":108,"short_title":7,"title":109,"url":110},1117,"Health and Safety","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fhealth-and-safety",{"id":112,"short_title":7,"title":113,"url":114},1118,"Sick Leave","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave",{"id":116,"short_title":7,"title":117,"url":118},1119,"Work Injury Benefits","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":120,"short_title":7,"title":121,"url":122},36561,"FAQ - Sickness and Injury Benefits Worldwide","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsick-leave\u002Ffaq-sickness-and-injury-benefits-worldwide",{"id":124,"short_title":7,"title":125,"url":126},1120,"Social Security","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsocial-security",{"id":128,"short_title":7,"title":129,"url":130},1121,"Unemployment Benefits","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":132,"short_title":7,"title":133,"url":134},1122,"Fair Treatment","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment",{"id":136,"short_title":7,"title":137,"url":138},1123,"Sexual Harassment","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":140,"short_title":7,"title":141,"url":142},1124,"Minors and Youth","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":144,"short_title":7,"title":145,"url":146},1125,"Forced Labour","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":148,"short_title":7,"title":149,"url":150},36558,"Child Labour","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fchild-labour",{"id":152,"short_title":7,"title":153,"url":154},36559,"Property Rights","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ffair-treatment\u002Fproperty-rights",{"id":156,"short_title":7,"title":157,"url":158},1126,"Trade Unions","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ftrade-unions",{"id":160,"short_title":7,"title":161,"url":162},36567,"Trade Union Information","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Ftrade-unions\u002Ftrade-union-information",{"id":164,"short_title":7,"title":165,"url":166},36557,"Domestic Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fdomestic-work",{"id":168,"short_title":7,"title":169,"url":170},36568,"Decent Work","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fdecent-work",{"id":172,"short_title":7,"title":173,"url":174},36569,"Labour Laws in Place, Compliance still lacking","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Flabour-laws-in-place-compliance-still-lacking",[],"\u003Cp>Paycheck.in is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]