In a small tailoring unit on the outskirts of Jaipur, Meena stitches blouses long after sunset, trying to earn enough to keep her children in school. There is no maternity leave where she works—when she had her second child, she was back at work within two weeks. A few kilometres away, in a tech park in Bangalore, Nisha debates whether to return to work after her maternity leave ends. She is grateful for the six months of paid leave but worries whether she will still be considered for leadership roles.

Both women—like millions across India—share the same hope: to be able to work, care for their families, and still build a future for themselves. But their experiences of maternity and caregiving could not be more different. The Maternity Benefits Act, which was expanded in 2017 to offer 26 weeks of paid leave and crèche provisions for larger workplaces, is an important step. But is it enough?

The reality is that care work—whether by mothers, fathers, or extended families—is undervalued, under-supported, and often invisible in economic and workplace structures. If we want a thriving economy, we need to support caregivers—not just in policy, but in practice. The question is not just about maternity leave; it’s about how we create an environment where every caregiver can thrive.

A Good Start, But Gaps Remain

The longer leave period has helped many women heal, recover, and care for their newborns without financial distress. Crèche provisions acknowledge that childcare is a workplace issue, not just a personal one. The inclusion of adoptive and commissioning mothers expands the definition of who needs caregiving support.

But the biggest gap is access. For women like Meena, who work in factories, fields, homes, and gig jobs, maternity leave is an unaffordable luxury. Even for women in the formal workforce, the fear of being ‘mommy-tracked’—pushed into lower-responsibility roles or passed over for promotions—is real.

Key Areas for Evolution

1. Extending Protection Beyond Formal Jobs

Today, 80% of Indian women working in informal or gig-based roles have no maternity protections. These are women who sell vegetables in the market, work as home nurses, drive cabs, run home-based tiffin services, or do piece-rate stitching for export houses. Their work is just as valuable as any corporate job, yet they fall outside the protection of the Act.

To create real change, we must consider:

• Expanding coverage to informal workers through state-supported maternity benefits, linked to public schemes like the Pradhan Mantri Matru Vandana Yojana (PMMVY), ensuring income security for at least a few months post-childbirth.
• Recognising gig and contract workers within labour laws—so an Uber driver, a Swiggy delivery woman, or an independent designer on a project contract is also eligible for maternity protections.
• Providing portable benefits that are tied to the worker rather than the employer, ensuring continuous access to maternity and childcare support.

2. Reimagining Workplaces for Real Caregiving Support

For many women, the hardest part is returning to work. Maternity leave alone does not create workplaces where mothers—and caregivers of all genders—can thrive.

• Community-based childcare: In rural India, anganwadis serve as crucial childcare hubs, but in urban and semi-urban areas, there are few affordable childcare solutions. Encouraging employer-supported creches at industrial clusters, IT hubs, and local marketplaces—instead of linking them only to company size—could offer more women a path back to work.
• Flexible return options: Many women drop out of the workforce because returning full-time feels overwhelming. Gradual reintegration, remote work flexibility, and part-time return models can ease this transition.
• Support for single mothers and caregivers: Not all caregiving responsibilities are equal. Single mothers, caregivers of children with disabilities, and women with postpartum health issues need additional flexibility, medical support, and job security. Policies must be designed to address these varied needs, rather than assuming a one-size-fits-all approach.

3. Normalising Shared Caregiving: Paternity & Parental Leave

One of the most significant shifts India needs is a move away from the idea that caregiving is only a mother’s role. The current Act does not mandate paternity leave, reinforcing traditional gender roles. When fathers are not encouraged—or expected—to take leave, the burden on mothers increases.

• Mandatory paternity leave: Countries with stronger paternity leave policies see better child outcomes, healthier parental relationships, and higher workforce participation from women. India must introduce paid, job-protected paternity leave across all sectors.
• Incentives for shared caregiving: Parental leave models, where both parents can split caregiving time, ensure that women don’t bear the disproportionate career costs of parenting.
• Workplace culture change: Even when companies offer paternity leave, many men do not take it due to stigma. Active encouragement, leadership role models, and peer-driven narratives on fathers taking leave can challenge this mindset.

4. Rethinking the Funding Model to Remove Hiring Bias

Under the current law, employers bear the full financial cost of maternity benefits. While this ensures direct support, it can also lead to hiring biases against women—especially in small and medium businesses that may struggle with the cost.

A shared-cost model, where maternity (and parental) benefits are funded through a combination of employer contributions, government support, and social insurance, could:

• Reduce the perception that hiring women is a ‘financial risk.’
• Expand coverage to small businesses, informal workers, and gig economy workers.
• Ensure long-term sustainability without reducing support for working mothers.

Beyond Policy: The Mindset Shift We Need

While policies provide structure, lasting change requires cultural shifts in how we value caregiving. Much like workplace safety laws (POSH), maternity and parental benefits need stronger narratives and workplace conversations to become the norm rather than an exception.

• Making Caregiving Visible: Whether it’s corporate boardrooms or small shops, workplaces that support parents must be celebrated—not just as ‘progressive’ but as smart, sustainable businesses.
• Normalising Career Gaps for Caregivers: Women who take time off to raise children or care for elderly parents should not have to ‘explain’ these gaps. Instead, re-entry programs, mentorship, and transparent hiring practices should ensure they can return to work without penalty.
• Encouraging Male Allies & Role Models: Whether it’s fathers taking leave, managers advocating for flexibility, or leaders building family-friendly workplaces, change must be modelled at every level.

Care Work is Work: Investing in Thriving Families is Investing in India’s Future

Maternity benefits should not be seen as charity or compliance—they are an investment in economic growth, workforce resilience, and healthier families. When women thrive, children do better, families flourish, and economies grow stronger.

We have an opportunity to reimagine work—not just for mothers, but for all caregivers. This isn’t just about addressing gaps in a policy. It’s about building a system where care is recognised, valued, and supported—so that no woman has to choose between her family and her future.