[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection":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":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"related_pages":59,"related_sites":60,"in_subsite":61,"contact_page_url":7,"banner_message":62},1115,"job-protection","Job Protection",null,"","\u002Fen-in\u002Fwork-in-india\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection","labourlaw.labourlawpage","en_IN","2025-07-28T17:04:49.999750+00:00","2025-07-28T17:11:49.333287+00:00","\u002Fcms\u002Fpages\u002F1115\u002Fedit\u002F",[16,19,22,25,28],{"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":26,"slug":27},"Maternity and Work","maternity-and-work",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"Maternity Work Safety, Pregnancy Rights - 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\u002Fmaternity-and-work\u002Fjob-protection\u002F","index, follow","website","summary_large_image","2025-07-28T19:04:49.999750+02:00","2025-07-28T19:11:49.662315+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Job Protection\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>No Harmful Work\u003C\u002Fh2>\n          \u003Cp>In accordance with the Maternity Benefits Act, a pregnant woman cannot, on a request made by her in this behalf, be required by her employer to assign any work (during 10 weeks before her expected delivery) which is of an arduous nature or which involves long hours of standing, or which in any way is likely to interfere with her pregnancy or the normal development of the fetus, or is likely to cause her miscarriage or otherwise to adversely affect her health. An employer is also obliged not to employ a woman during the six weeks following the day of her delivery, miscarriage or medical termination of pregnancy.\u003C\u002Fp>\n\u003Cp>Source: §4 of the Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">No Harmful Work Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#HarmfulWorkAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkAndhraPradesh\">\u003Cspan style=\"color: #800080;\">No Harmful Work in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Ch3>\u003Cspan>\u003Cstrong>For Contract Labourers:\u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Licenses granted to contractors are subject to the following conditions: (a) in every establishment where twenty or more women are ordinarily employed as contract labour, there should be provided two rooms of reasonable dimensions for the use of their children under the age of six years;(b) one of such rooms should be used as a playroom for the children and the other as a bedroom for the children; (c) the contractor should supply an adequate number of toys and games in the playroom and a sufficient number of cots and beddings in the sleeping room;(d) the standard of construction and maintenance of the crèches should be such as may be specified on this behalf by the Commissioner of Labour, Andhra Pradesh, Hyderabad.\u003C\u002Fp>\n\u003Cp>No female contract labour can be employed by the contractor before 6.00 A.M. or after 7.00 P.M.\u003C\u002Fp>\n\u003Cp>Source: Section 25(vi) (a), \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FAP\u002FAP158.HTM#0\">Andhra Pradesh Contract Labour (Regulation and Abolition) Rules, 1971\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkMaharastra\">\u003Cspan style=\"color: #800080;\">No Harmful Work in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic. \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkKarnataka\">\u003Cspan style=\"color: #800080;\">No Harmful Work 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=\"HarmfulWorkUttarPradesh\">\u003Cspan style=\"color: #800080;\">No Harmful Work in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Licenses granted to contractors will be subject to the following conditions: (a) in every establishment where twenty or more women are ordinarily employed as contract labour, there should be provided two rooms of reasonable dimensions for the use of their children under the age of six years.\u003C\u002Fp>\n\u003Cp>(b) One of such rooms should be used as a playroom for the children and the other as bedroom for the children.\u003C\u002Fp>\n\u003Cp>(c) The contractor should supply adequate number of toys and games in the playroom and sufficient number of cots and beddings in the sleeping room.\u003C\u002Fp>\n\u003Cp>(d) The standard of construction and maintenance of the crèches should be such as may be specified. No female contract labour should be employed by the contractor before 6.00 A.M. or after 7.00 P.M.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002FUP311.HTM#0\">U.P. Contract Labour (Regulation Abolition) Rules, 1975\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkRajasthan\">\u003Cspan style=\"color: #800080;\">No Harmful Work in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For Pregnant Employees at Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No owner or manager of an establishment will knowingly employ a woman, and no woman will engage in employment in any establishment during the six weeks following the day on which she is delivered of a child.\u003C\u002Fp>\n\u003Cp>Source: Section 23 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkTamilNadu\">\u003Cspan style=\"color: #800080;\">No Harmful Work 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=\"HarmfulWorkGujarat\">\u003Cspan style=\"color: #800080;\">No Harmful Work in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No women or young person should engage in dangerous work threatening their life, health or morals as per the interpretation and declaration of the state government.\u003C\u002Fp>\n\u003Cp>Source: Section 34A. \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj189.htm#0\">Bombay Shops and Establishments Act, 1948\u003C\u002Fa>\u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkWestBengal\">\u003Cspan style=\"color: #800080;\">No Harmful Work 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>Protection from Dismissals\u003C\u002Fh2>\n          \u003Cp>It is unlawful for an employer to discharge or dismiss a pregnant worker during or on account of absence due to pregnancy, delivery or any post-natal illness, or to give notice of discharge or dismissal, or to vary to her disadvantage any of the conditions of her service.\u003C\u002Fp>\n\u003Cp>Source: §12 of the Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Protection From Dismissals Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ProtectionAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals 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=\"ProtectionMaharashtra\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionKarnataka\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals 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=\"ProtectionUttarPradesh\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals 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=\"ProtectionRajasthan\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>For all Pregnant Women:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>When a woman is on leave in accordance with the provisions of this Act, the employer cannot give a notice of dismissal during such absence.\u003C\u002Fp>\n\u003Cp>Source: Section 8 of the Rajasthan Maternity Benefit Act, 1953\u003C\u002Fp>\n\u003Cp>\u003Cstrong>For Pregnant Employees at Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>When a woman absents herself from work due to pregnancy, it will be unlawful for the employer to dismiss her during or on account of such absence, or to give notice of dismissal on such a day that the notice will expire during such absence.\u003C\u002Fp>\n\u003Cp>Source: Section 28 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionTamilNadu\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals 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=\"ProtectionGujarat\">\u003Cspan style=\"color: #800080;\">Protection from Dismissal in Gujarat \u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>A woman worker is guaranteed maternity leave under the provisions of the Maternity Benefits Act.\u003C\u002Fp>\n\u003Cp>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Ch3 id=\"ProtectionWestBengal\">\u003Cspan style=\"color: #800080;\">Protection from Dismissals 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>Right to Return to Same Position\u003C\u002Fh2>\n          \u003Cp>Employers are prohibited from varying a worker’s conditions of employment to her disadvantage while she is on maternity leave. It implies from Section 12 that a woman worker has the right to return to her same job\u002Fposition after availing her maternity leave.\u003C\u002Fp>\n\u003Cp>Source: §12 Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan style=\"color: #800080;\">Right to Return to Same Position Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ReturnAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ReturnAndhraPradesh\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position 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=\"ReturnMaharashtra\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ReturnKarnataka\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position 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=\"ReturnUttarPradesh\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position 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=\"ReturnRajasthan\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position 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=\"ReturnTamilNadu\">\u003Cspan style=\"color: #800080;\">Right to Return to Same Position 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=\"ReturnGujarat\">\u003Cspan style=\"color: #800080;\">Rights to return to same position in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Ch3 id=\"ReturnWestBengal\">\u003Cspan style=\"color: #800080;\">Rights to return to same position 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=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_maternity_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: job protection while pregnant and\u002For during maternity leave in India – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-14\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>No Harmful Work\u003C\u002Fh2>\n\u003Cp>In accordance with the Maternity Benefits Act, a pregnant woman cannot, on a request made by her in this behalf, be required by her employer to assign any work (during 10 weeks before her expected delivery) which is of an arduous nature or which involves long hours of standing, or which in any way is likely to interfere with her pregnancy or the normal development of the fetus, or is likely to cause her miscarriage or otherwise to adversely affect her health. An employer is also obliged not to employ a woman during the six weeks following the day of her delivery, miscarriage or medical termination of pregnancy.\u003C\u002Fp>\n\u003Cp>Source: §4 of the Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>No Harmful Work Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#HarmfulWorkAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#HarmfulWorkWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkAndhraPradesh\">\u003Cspan>No Harmful Work in Andhra Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Ch3>\u003Cspan>\u003Cstrong>For Contract Labourers:\u003C\u002Fstrong>\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Licenses granted to contractors are subject to the following conditions: (a) in every establishment where twenty or more women are ordinarily employed as contract labour, there should be provided two rooms of reasonable dimensions for the use of their children under the age of six years;(b) one of such rooms should be used as a playroom for the children and the other as a bedroom for the children; (c) the contractor should supply an adequate number of toys and games in the playroom and a sufficient number of cots and beddings in the sleeping room;(d) the standard of construction and maintenance of the crèches should be such as may be specified on this behalf by the Commissioner of Labour, Andhra Pradesh, Hyderabad.\u003C\u002Fp>\n\u003Cp>No female contract labour can be employed by the contractor before 6.00 A.M. or after 7.00 P.M.\u003C\u002Fp>\n\u003Cp>Source: Section 25(vi) (a), \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FAP\u002FAP158.HTM#0\">Andhra Pradesh Contract Labour (Regulation and Abolition) Rules, 1971\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkMaharastra\">\u003Cspan>No Harmful Work in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic. \u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkKarnataka\">\u003Cspan>No Harmful Work 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=\"HarmfulWorkUttarPradesh\">\u003Cspan>No Harmful Work in Uttar Pradesh\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Licenses granted to contractors will be subject to the following conditions: (a) in every establishment where twenty or more women are ordinarily employed as contract labour, there should be provided two rooms of reasonable dimensions for the use of their children under the age of six years.\u003C\u002Fp>\n\u003Cp>(b) One of such rooms should be used as a playroom for the children and the other as bedroom for the children.\u003C\u002Fp>\n\u003Cp>(c) The contractor should supply adequate number of toys and games in the playroom and sufficient number of cots and beddings in the sleeping room.\u003C\u002Fp>\n\u003Cp>(d) The standard of construction and maintenance of the crèches should be such as may be specified. No female contract labour should be employed by the contractor before 6.00 A.M. or after 7.00 P.M.\u003C\u002Fp>\n\u003Cp>\u003Cspan>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FALL\u002FUP311.HTM#0\">U.P. Contract Labour (Regulation Abolition) Rules, 1975\u003C\u002Fa>\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkRajasthan\">\u003Cspan>No Harmful Work in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For Pregnant Employees at Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>No owner or manager of an establishment will knowingly employ a woman, and no woman will engage in employment in any establishment during the six weeks following the day on which she is delivered of a child.\u003C\u002Fp>\n\u003Cp>Source: Section 23 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkTamilNadu\">\u003Cspan>No Harmful Work 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=\"HarmfulWorkGujarat\">\u003Cspan>No Harmful Work in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No women or young person should engage in dangerous work threatening their life, health or morals as per the interpretation and declaration of the state government.\u003C\u002Fp>\n\u003Cp>Source: Section 34A. \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj189.htm#0\">Bombay Shops and Establishments Act, 1948\u003C\u002Fa>\u003C\u002Fp>\n\u003Ch3 id=\"HarmfulWorkWestBengal\">\u003Cspan>No Harmful Work 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>Protection from Dismissals\u003C\u002Fh2>\n\u003Cp>It is unlawful for an employer to discharge or dismiss a pregnant worker during or on account of absence due to pregnancy, delivery or any post-natal illness, or to give notice of discharge or dismissal, or to vary to her disadvantage any of the conditions of her service.\u003C\u002Fp>\n\u003Cp>Source: §12 of the Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Protection From Dismissals Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ProtectionAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ProtectionWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionAndhraPradesh\">\u003Cspan>Protection from Dismissals 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=\"ProtectionMaharashtra\">\u003Cspan>Protection from Dismissals in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionKarnataka\">\u003Cspan>Protection from Dismissals 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=\"ProtectionUttarPradesh\">\u003Cspan>Protection from Dismissals 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=\"ProtectionRajasthan\">\u003Cspan>Protection from Dismissals in Rajasthan\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>For all Pregnant Women:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>When a woman is on leave in accordance with the provisions of this Act, the employer cannot give a notice of dismissal during such absence.\u003C\u002Fp>\n\u003Cp>Source: Section 8 of the Rajasthan Maternity Benefit Act, 1953\u003C\u002Fp>\n\u003Cp>\u003Cstrong>For Pregnant Employees at Establishments:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>When a woman absents herself from work due to pregnancy, it will be unlawful for the employer to dismiss her during or on account of such absence, or to give notice of dismissal on such a day that the notice will expire during such absence.\u003C\u002Fp>\n\u003Cp>Source: Section 28 of the Rajasthan Shops and Commercial Establishments Act, 1958\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ProtectionTamilNadu\">\u003Cspan>Protection from Dismissals 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=\"ProtectionGujarat\">\u003Cspan>Protection from Dismissal in Gujarat \u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>A woman worker is guaranteed maternity leave under the provisions of the Maternity Benefits Act.\u003C\u002Fp>\n\u003Cp>Source: \u003Ca href=\"http:\u002F\u002Fwww.bareactslive.com\u002FGuj\u002Fguj254.htm#0\">Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019\u003C\u002Fa>\u003C\u002Fp>\n\u003Ch3 id=\"ProtectionWestBengal\">\u003Cspan>Protection from Dismissals 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>Right to Return to Same Position\u003C\u002Fh2>\n\u003Cp>Employers are prohibited from varying a worker’s conditions of employment to her disadvantage while she is on maternity leave. It implies from Section 12 that a woman worker has the right to return to her same job\u002Fposition after availing her maternity leave.\u003C\u002Fp>\n\u003Cp>Source: §12 Maternity Benefits Act 1961\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch2>\u003Cspan>Right to Return to Same Position Under State Laws\u003C\u002Fspan>\u003C\u002Fh2>\n\u003Cp>\u003Ca href=\"#ReturnAndhraPradesh\">Andhra Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnMaharashtra\">Maharashtra\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnKarnataka\">Karnataka\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnUttarPradesh\">Uttar Pradesh\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnRajasthan\">Rajasthan\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnTamilNadu\">Tamil Nadu\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnGujarat\">Gujarat\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"#ReturnWestBengal\">West Bengal\u003C\u002Fa>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ReturnAndhraPradesh\">\u003Cspan>Right to Return to Same Position 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=\"ReturnMaharashtra\">\u003Cspan>Right to Return to Same Position in Maharashtra\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003Ch3 id=\"ReturnKarnataka\">\u003Cspan>Right to Return to Same Position 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=\"ReturnUttarPradesh\">\u003Cspan>Right to Return to Same Position 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=\"ReturnRajasthan\">\u003Cspan>Right to Return to Same Position 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=\"ReturnTamilNadu\">\u003Cspan>Right to Return to Same Position 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=\"ReturnGujarat\">\u003Cspan>Rights to return to same position in Gujarat\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>No State laws and provisions under this topic.\u003C\u002Fp>\n\u003Ch3 id=\"ReturnWestBengal\">\u003Cspan>Rights to return to same position 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>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    \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":43,"link":44},"Contact Us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},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,[58],{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},[],[],true,"\u003Cp>Paycheck.in is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]