Maternity leave surrogacy India has made headlines after the Indian government announced a major policy update. Government employees who become parents through surrogacy or commissioning will now get six months of maternity leave. This decision recognizes diverse paths to parenthood and aims to support working women.
What Has Changed in Policy?
The revised Central Civil Services (Leave) Rules, 1972, now allow women employees in government jobs to take 180 days of maternity leave. This applies if they are commissioning or surrogate mothers. The rule is valid only if the employee has fewer than two surviving children.
In addition, commissioning fathers are eligible for 15 days of paternity leave. This leave must be used within six months of the child’s birth. As a result, both parents now have a chance to bond with their newborns during the early days.
Why This Decision Matters
Until now, maternity leave in India was granted only for biological births or adoptions. Surrogacy was not clearly addressed, which led to confusion. However, this update ensures equal rights for parents regardless of how they have a child.
Benefits for Working Women: Maternity leave surrogacy India
This change is especially important for women who cannot carry a child due to medical reasons. Now, they can enjoy full maternity benefits even if they choose surrogacy. In addition, it provides clarity for government departments that were unsure how to handle such cases.
Expert Opinions
Legal experts and social workers have praised this move. According to Renu Sharma, a women’s rights lawyer, “This is a progressive step that empowers women. Surrogacy is legal, and now our leave policies match that reality.”
What’s Next?
More inclusive laws are expected in the near future. Many advocates hope private companies will follow suit. As a result, working parents across all sectors may benefit from this policy shift. For now, the focus remains on smooth implementation across all government offices.
To explore related policies and women-centric reforms, visit our Law and Policy section.
