[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work":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":130,"in_subsite":56,"contact_page_url":7,"banner_message":131},958,"maternity-and-work","Maternity and Work",null,"","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work","labourlaw.labourlawpage","en_LK","2025-07-28T11:27:16.243546+00:00","2026-04-08T18:03:14.750532+00:00","\u002Fcms\u002Fpages\u002F958\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Sri Lanka","en-lk",{"title":20,"slug":21},"Work in Sri Lanka","work-in-sri-lanka",{"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},"Maternity Leave, Pregnancy and Pay - Sri Lanka","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work\u002F","index, follow","website","summary_large_image","2025-07-28T13:27:16.243546+02:00","2026-04-08T20:03:14.980636+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Maternity and Work\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-01-18\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Maternity Leave\u003C\u002Fh2>\n          \u003Cp style=\"text-align: justify;\">The duration of maternity leave is 12 weeks (84 days) excluding weekly holidays, Poya days and statutory holidays. Out of these 12 weeks, 02 weeks maternity leave is before confinement (including the day of her confinement) and 10 weeks following the day of confinement.\u003C\u002Fp>\n\n\u003Cp style=\"text-align: justify;\">In accordance with the Maternity Benefits Ordinance, 12 weeks, inclusive of all non working days, maternity leave is allowed. In line with the Maternity Benefits (Amendment) Act, (No. 15 of 2018), the 12-week maternity leave is applicable in the case of birth of live child while the 6-week maternity leave is provided in the birth of non-live child. The earlier restriction, based on the number of third or subsequent birth, has been repealed. Now, irrespective of the prioer number of children, women workers are entitled to maternity leave of 12 weeks if the confinement results in the birth of a live child. \u003C\u002Fp>\n\n\u003Cp style=\"text-align: justify;\">Also, in accordance with the amendment of Shop and Office Employees (Regulation of Employment and Remuneration) (Amendment) Act, a female employ is entitled to have 70 days maternity leave on her confinement. In case of shop and office worker, the leave is reduced to 28 days if the confinement does not result in the delivery of a live child. Maternity leave is granted to a female worker upon providing a notice to her employer mentioning that her date of delivery is within a month or 14 days. After confinement, she must inform the employer, within a week, about her date of delivery for the purpose of ascertaining the number of days she is permitted to absent herself from the employment. She should also, specify the number of children she has.\u003C\u002Fp>\n\n\u003Cp style=\"text-align: justify;\">There is no provision in law regarding extension of maternity leave in case of complications or sickness due to confinement or in case of multiple births.\u003C\u002Fp>\n\n\u003Cp style=\"text-align: justify;\">Source: §02 of the Maternity Benefits Ordinance, 1939; §18(B) of the Shop and Office Employees Act, 1954\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>Maternity Leave under the Shop and Office Employees Act is fully paid leave while under the Maternity Benefits Ordinance, 6\u002F7th (86%) of a worker's wages are paid for the period.\u003C\u002Fp>\n\u003Cp>Maternity benefits are provided to a woman who has worked at least one hundred and fifty days within the period of one year, under the employer from whom she claims such benefit, immediately preceding the date of the notice that women may give to the employer before confinement.\u003C\u002Fp>\n\u003Cp>Earlier, the law limited 12-week maternity benefits to women workers for the first and second child only. The Maternity Benefits (Amendment) Act, (No. 15 of 2018) repeals this restriction. Now, the difference in maternity benefits (12 weeks or 6 weeks) is based solely on the birth of a live or non-live child. \u003C\u002Fp>\n\u003Cp>Source: §18(C) of the Shop and Office Employees Act; §3-5 of the Maternity Benefits Ordinance\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        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Free Medical Care\u003C\u002Fh2>\n          \u003Cp>Under the Health Services Act of 2000, maternity homes are established. Family Health Bureau, established under the Ministry of Health in Sri Lanka is responsible for provision of comprehensive ante-natal and post-natal care. The medical care is available to all free of charge.\u003C\u002Fp>\n\u003Cp>Shrama Vasna Fund Act provides medical and other facilities, assists employees when inquiries are instituted, in the time of distress they will be provided with financial assistance, it also focuses on welfare of employees. In case the institutions they were working in, are closed down without prior notice then financial assistance must be provided. \u003C\u002Fp>\n\u003Cp>Source: Health Services Act, 2000; §6 of Shrama Vasna fund Act\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Shop and Office Employees (Regulation of Employment and Remuneration) Act, 1954, last amended in Act, No. 28 of 2024, Budgetary Relief Allowance of Workers Act 2016\n          \u003C\u002Fli>\n          \u003Cli>\n            Maternity Benefits Ordinance of 1939, last amended in 2018 (Act No. 15)\n          \u003C\u002Fli>\n          \u003Cli>\n            Factories Ordinance of 1942, last amended in 2021 (Act No. 4)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_jobprotection_URL_\n      \n          _ll_breastfeeding_URL_\n      \n          _ll_family_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_employmentsecurity_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: maternity leave and pay in Sri Lanka – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-01-18\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Maternity Leave\u003C\u002Fh2>\n\u003Cp>The duration of maternity leave is 12 weeks (84 days) excluding weekly holidays, Poya days and statutory holidays. Out of these 12 weeks, 02 weeks maternity leave is before confinement (including the day of her confinement) and 10 weeks following the day of confinement.\u003C\u002Fp>\n\u003Cp>In accordance with the Maternity Benefits Ordinance, 12 weeks, inclusive of all non working days, maternity leave is allowed. In line with the Maternity Benefits (Amendment) Act, (No. 15 of 2018), the 12-week maternity leave is applicable in the case of birth of live child while the 6-week maternity leave is provided in the birth of non-live child. The earlier restriction, based on the number of third or subsequent birth, has been repealed. Now, irrespective of the prioer number of children, women workers are entitled to maternity leave of 12 weeks if the confinement results in the birth of a live child. \u003C\u002Fp>\n\u003Cp>Also, in accordance with the amendment of Shop and Office Employees (Regulation of Employment and Remuneration) (Amendment) Act, a female employ is entitled to have 70 days maternity leave on her confinement. In case of shop and office worker, the leave is reduced to 28 days if the confinement does not result in the delivery of a live child. Maternity leave is granted to a female worker upon providing a notice to her employer mentioning that her date of delivery is within a month or 14 days. After confinement, she must inform the employer, within a week, about her date of delivery for the purpose of ascertaining the number of days she is permitted to absent herself from the employment. She should also, specify the number of children she has.\u003C\u002Fp>\n\u003Cp>There is no provision in law regarding extension of maternity leave in case of complications or sickness due to confinement or in case of multiple births.\u003C\u002Fp>\n\u003Cp>Source: §02 of the Maternity Benefits Ordinance, 1939; §18(B) of the Shop and Office Employees Act, 1954\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>Maternity Leave under the Shop and Office Employees Act is fully paid leave while under the Maternity Benefits Ordinance, 6\u002F7th (86%) of a worker's wages are paid for the period.\u003C\u002Fp>\n\u003Cp>Maternity benefits are provided to a woman who has worked at least one hundred and fifty days within the period of one year, under the employer from whom she claims such benefit, immediately preceding the date of the notice that women may give to the employer before confinement.\u003C\u002Fp>\n\u003Cp>Earlier, the law limited 12-week maternity benefits to women workers for the first and second child only. The Maternity Benefits (Amendment) Act, (No. 15 of 2018) repeals this restriction. Now, the difference in maternity benefits (12 weeks or 6 weeks) is based solely on the birth of a live or non-live child. \u003C\u002Fp>\n\u003Cp>Source: §18(C) of the Shop and Office Employees Act; §3-5 of the Maternity Benefits Ordinance\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Free Medical Care\u003C\u002Fh2>\n\u003Cp>Under the Health Services Act of 2000, maternity homes are established. Family Health Bureau, established under the Ministry of Health in Sri Lanka is responsible for provision of comprehensive ante-natal and post-natal care. The medical care is available to all free of charge.\u003C\u002Fp>\n\u003Cp>Shrama Vasna Fund Act provides medical and other facilities, assists employees when inquiries are instituted, in the time of distress they will be provided with financial assistance, it also focuses on welfare of employees. In case the institutions they were working in, are closed down without prior notice then financial assistance must be provided. \u003C\u002Fp>\n\u003Cp>Source: Health Services Act, 2000; §6 of Shrama Vasna fund Act\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Maternity and Work\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Shop and Office Employees (Regulation of Employment and Remuneration) Act, 1954, last amended in Act, No. 28 of 2024, Budgetary Relief Allowance of Workers Act 2016\n          \u003C\u002Fli>\n\u003Cli>\n            Maternity Benefits Ordinance of 1939, last amended in 2018 (Act No. 15)\n          \u003C\u002Fli>\n\u003Cli>\n            Factories Ordinance of 1942, last amended in 2021 (Act No. 4)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection'>Job Protection\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding'>Breastfeeding\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Ffamily-responsibilities'>Family Responsibilities\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fcontracts-and-dismissals'>Contracts and Dismissals\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,[58,62,66,70,74,78,82,86,90,94,98,102,106,110,114,118,122,126],{"id":59,"short_title":7,"title":60,"url":61},959,"Job Protection","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":63,"short_title":7,"title":64,"url":65},960,"Breastfeeding","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":67,"short_title":7,"title":68,"url":69},952,"Work and Wages","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fwork-and-wages",{"id":71,"short_title":7,"title":72,"url":73},953,"Compensation and Working Time","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fcompensation-and-working-time",{"id":75,"short_title":7,"title":76,"url":77},954,"Annual Leave and Holidays","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":79,"short_title":7,"title":80,"url":81},955,"Contracts and Dismissals","\u002Fen-lk\u002Fwork-in-sri-lanka\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":83,"short_title":7,"title":84,"url":85},956,"Notice and 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Same organisation, same information, new look!\u003C\u002Fp>"]