PATERNITY LEAVE, Something To Ponder About

There is no provision for paternity leave in Indian Labour Law for private sector workers. However, the civil servants are entitled to paternity leave  for a period of 15 days before or up to six months from the date of delivery of the child. Workers on paternity leave  are paid the same the amount of salary which is paid to them just before the entitlement of the leave. Similar provisions are applicable on the adoption of child under the age of 1.

            Fatherhood is one of the most important periods of a man’s life. Moreover, it is the period when a woman needs the support of her husband the most. Equal contribution of the parents is required for the proper development of the child.

Though there bare provisions for Maternity relief of up to six and a half months according to Maternity relief Act 2016, no provisions are yet established or declared for paternity relief except the ones mentioned above. So, it is necessary for some provisions to be made for paternity relief as well.

            The success of an enterprise depends primarily on the productivity of the employees which are further related to the satisfaction of the employees in their respective jobs. So arranging provisions for paternity relief would lead to satisfied workers which would eventually lead to high productivity and success of the enterprise. Paternity is a part and parcel of a man’s life and is very important and thus should not be neglected. There should be an optimal strategy for the allotment of the leaves of an employee in a calendar year.

            One strategy that could be applied is the creation of more employment in order to have fewer burdens on each individual, so that in case of a relief, workload can be shared among the other workers without much effect on the productivity. More labour should also be employed carefully so that productivity doesn’t degrade much. If increased employment would mean to increase the wage amount of   the enterprise at the cost of the productivity, it would be bizarre. So good planning, and understanding of the policies of the enterprise, is the key.

            For instance if there are 10 workers in a firm and on the other hand there are 13 workers on any other firm. In a situation of paternity leave of an employee, there would be 9 employees left in the first firm and 12 employees would remain in the 2nd firm. Thus there would be more stress on the 1st firm then the 2nd firm and hence productivity would be affected on the first firm. Thus with the application of more labour on the 2nd firm, its productivity remained least affected. Thus this strategy seems to be a great one for the time-being to empower the policy of paternity leave.

                        We would be working constantly to come up with more strategies which will aid the policy of PATERNITY LEAVE and we shall update this post once we find more potential solutions to the problem.

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