Maternity Leave Rights Upheld

In this modern times, especially in the Philippines, it is often not anymore enough for the father of the household to be the sole breadwinner of the family. Many women employees have emerged and today, they contribute to household income more than ever. As many have joined the workforce, though, maternity protection has also become an important issue to be given attention. Companies' neglect of or non-compliance to these rights maybe seen as a form of discrimination and/or women employee abuse. 

With the help of the International Labor Organization (ILO), employment patterns of women have greatly changed throughout the world. They adopted the first Convention on Maternity Protection of women employees. Through this, the basic principles of protection of the right to maternity leaves, the right to medical benefits and cash, right to job security and the right to breastfeeding within working hours were laid down. All for the benefit of the female working force.

The goal is to help alleviate the financial cost of birth delivery and the type of medical coverage for mother and child. In this sense, the paid maternity leave must comply with minimum legal requirements that should keep the companies away from charges of women employee abuse.

Breastfeeding is not the only reason why mothers should get paid maternity leave. Most new mothers take time off work after the babies are born, but only a few enjoy the benefits of paid maternity leave that should be due them before giving birth. It is their right as women employees. Some even go through caesarean section, which is expensive, can lead to complications, and requires more recovery time. Therefore, employee mothers should take paid maternity leaves before and after birth – a smart investment as well as good health sense.

However, financial considerations often prevent the majority from maternity leave, not receiving the equivalent of their full salaries or disability benefits simply because they are ¨out of work.¨ Which should not be the case and is actually a kind of women employee abuse as they are denied their rights as women and as employees.

In the Philippines, a pregnant employee should now receive a maternity benefit equivalent to 100% of her average daily salary credit, multiplied by 60 days for normal delivery or 78 days in cases of      cease-section delivery. She is also entitled to an extended paid maternity leave should she still be unfit to return to work. The employer, based on the policy on maternity leaves and to avoid issues on women employee abuse, is required to continue to pay the basic salary, including benefits. The Social Security Service then reimburses the employer the amount of maternity benefits advanced to the employee legally.

Bound by the law, paid maternity leave remains the responsibility of the government and employers.

For more information on women employee abuse, visit:  http://womenemployeeabuse.wordpress.com