Women have traditionally been expected to bear the majority of caregiving responsibilities, leading to an imbalance between men and women in the workplace. A significant shift is now being seen, however, as companies recognise the need for a more equal and inclusive work culture to support working parents, irrespective of gender. It challenges deep-rooted gender norms by encouraging men to take an active role in childcare. By adopting liberal parental leave policies, these organisations are taking progressive steps to bridge the gender gap, promote work-life balance, and create a more equitable and diverse workforce.
The Maternity Benefit Act of 1961 was amended in 2017, granting female employees in establishments with more than 10 workers the right to take 26 weeks of paid maternity leave. Out of these 26 weeks, expecting mothers can take eight weeks of leave before the delivery of the child. Mothers who adopt children can avail of up to 12 weeks of maternity leave benefits. Although, there is currently no universal paternity leave law in India, government employees are eligible for 15 days of paternal leave before or within six months of the birth of their baby, as per The Central Civil Services (Leave) Rules of 1972.
Netflix stands out with the most extensive paid family leave policy. Employees on salary, regardless of gender, whether they are birth or adoptive parents, are eligible to take a year-long leave at full pay following the birth or adoption of their child.
In 2019, Food App Company Zomato emerged as the pioneer in the corporate sector of India, after it declared a 26-week paid paternity leave policy for all its employees, including new fathers. Their policy also applies to surrogate or adoptive parents, as well as same-sex parents. It also announced a bonus of US$1000 per child for its employees.
Soon after, pharmaceutical company Novartis announced a gender-neutral parental leave policy of 26 weeks for its employees across India, to both birthing and non-birthing parents, in the cases of birth, adoption and surrogacy. If both parents are employed by Novartis, they will each be entitled to the full 26 weeks of leave. The company has set no limit on the number of births covered by the policy, and in the event of a premature birth, employees will receive additional parental leave, based on the number of weeks of prematurity.
In November last year, Cure.fit introduced an inclusive parental leave program for its employees, which is over and above the existing six months of maternity and paternity leave policy. Under this policy update, individuals who become parents through various means, such as natural birth, surrogacy or adoption will now have equal entitlement to parental leave, regardless of their gender.
In 2022, Google made significant updates, announcing that parental leave has been expanded to 18 weeks for all parents, compared to the previous duration of 12 weeks. Additionally, parents who give birth are now eligible for 24 weeks of parental leave, as opposed to the previous 18 weeks. The company has also doubled its caregiver leave allowance and added additional vacation time.
Starting this financial year, JP Morgan extended the paid paternity leave in India from the existing 10 days to 16 weeks, and this benefit will also be available to adoptive or surrogate parents. Similarly, Pfizer India has introduced a 12-week paternity leave policy for both biological and adoptive fathers.