This study aims to examine the perceptions of female employees and employers in India, focusing on the Maternity Benefit (Amendment) Act, 2017. It explores how extended maternity leave influences awareness, employability concerns, managerial support, male colleagues’ views and the role of family support.
Using Interpretative Phenomenological Analysis (IPA), this study includes 28 respondents (16 female employees and 12 HR managers) from various industries across India. This study looks at how maternity leave impacts employees’ understanding of their rights, potential hiring discrimination and perceptions of support from managers and colleagues, applying Social Exchange Theory.
This study finds that while extended maternity leave has increased female employees’ awareness of their rights, concerns about hiring discrimination persist. Managerial support varies, with some managers showing empathy while others exhibit a change in attitude. Male colleagues’ perceptions are mixed, ranging from supportive to concerned about productivity. Family support is crucial in helping working mothers balance their responsibilities. Employers recognise the benefits of a gender-balanced workforce but remain divided over the costs associated with the legislation.
This study contributes to feminist theory, institutional dynamics and work–life balance literature but has certain limitations. It focuses on policy-level impacts, overlooking organisational and individual experiences. Industry-specific and cultural variations may also limit generalisability. In addition, the long-term effects of the Maternity Benefit Act on workplace gender dynamics remain unexplored. Future research should examine the intersection of gender, class and organisational culture in shaping policy effectiveness. Comparative studies across legal and socio-economic contexts could offer broader insights. Longitudinal research on women’s career trajectories post-maternity leave would help assess whether such policies genuinely support work–life balance or reinforce biases.
This study emphasises the need for stronger managerial support, an inclusive work culture and measures to address hiring discrimination. It stresses the importance of the Maternity Benefit (Amendment) Act of 2017, in advancing gender equality and highlights the need for policies that tackle gender stereotypes.
This study uniquely explores the impact of the Maternity Benefit Act (Amendment) 2017 on female employees in India using IPA. By examining management support, male co-worker attitudes and discrimination concerns, it offers a comprehensive view of gender dynamics in the Indian labour market.
