paternity leave in India – A child is born, and life as the parents knew it comes to a stop. Nevertheless, in many Indian offices, only one parent is expected to stop, and that is the mother.
It is time to ask, Why is this ever a one-sided responsibility?
Paternity leave in India is a statement. A statement that fathers matter. Caregiving is not gender-defined. And that workplaces must change to accommodate family values in the real sense.
And while the law and the official stances still have a way to go. It has certainly allowed some space for conversation, which is where change begins.
What is Paternity Leave?
A paternity leave means taking time off, paid or unpaid, by the father.
The paternity leave will mostly strengthen the bond between a father and a newborn. While also supporting the woman during the very first days of parenthood.
Across the globe, awareness is rising regarding paternity leave. However, there has been slow development regarding this in India. Nevertheless, it is not without reason.
Is Paternity Leave Mandatory in India?
Until now, there has been no law in India providing for paternity leave in the private sector.
Two weeks of paternity leave have been ruled out by the Central government. For its male employees governed by the Central Civil Services (Joining Time) Rules.
Unfortunately, private businesses are not bound to provide it by law.
Progressive companies have begun to extend paid paternity leave. In support of modern family values, however.
Importance of Paternity Leave in India
There are indeed so many benefits brought in by paternity leave.
1. Encouragement of Shared Parenting
First, it promotes co-parenting.
They break stereotypes and also encourage gender balance at home and in the workplace.
2. Strengthens Bonding
It will build more emotional ties between father and child in the early stages.
Therefore, it takes off some of the weight from the mother. And gives her the joy of entering into parenthood.
3. Help in Balancing Work and Life
Also, this inhibits the act of getting rid of guilt from a father. This gives him an improved work-life balance, reduces stress. And increases job satisfaction.
Companies that Provide Paternity Leave in India
Some private organizations are already talking about a 2-week to 6-month paid paternity leave.
These are mostly from the big names in tech, banking, and startups. This is how, in India, employee benefits were going to be redefined.
HR Measures Offering Paternity Leave in India
Actually, HR policies must be changed according to the changes in needs.
So, here are some ways in which the HR professional can help support:
- Design inclusive leave policies for both parents.
- Provide flexible work hours after leave.
- Encourage open conversations about the roles that each parent would assume.
Through these activities, HR teams contribute to a culture of support and inclusion in the workplace.
Paternity Leave and Maternity Leave
You might ask: how does a paternity leave compare with a maternity leave? Legally, paternity leave in India is virtually unstructured. Unlike maternity leave, which is legally available (26 weeks).
This act, in fact, propagates the ideology that parenting is purely the job of the mother.
Moving Forward
Definitely, India requires a national policy, going by the paternity leave in the private sector.
As the families evolve, so do the policies. It is not necessary that the good policy supports the father. And it’s also a business win. Happy and supported employees are more productive. Paid equal leave for childbirth indicates that companies care not only for business but also for people.
Conclusion
Paternity Leave in India—an ever-growing need, not a luxury. While government employees benefit from it, the private sector still has miles to go. Supportive of HR policies, many companies can foster parenting inclusiveness and empathy. As awareness increases, we hope such policies will protect all new parents. Fathers included—not only mothers.
FAQs
Q1. Where is the number of days for paternity leave in India indexed?
For government employees, 15 days are available. For private employees, it really depends on the organization’s policy.
Q2. Is paternity leave legally mandatory for private workers in India?
Not yet; however, the idea of granting paternity leave is favoured by many companies. For their own employees.
Q3. Can HR be an enabler in setting a perspective for encouraging paternal leave?
HR needs to create leave policies that have fair provisions. So that people can see the importance of equal sharing of parenting.
Q4. Does every company in India offer paternity leave?
No, only a handful of progressive companies extend the facility of paternity leave. In their employee benefits in Hr software.
