{"id":255798,"date":"2021-10-19T09:10:23","date_gmt":"2021-10-19T03:40:23","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=255798"},"modified":"2021-10-29T11:13:33","modified_gmt":"2021-10-29T05:43:33","slug":"a-woman-employee-cannot-be-discriminated-on-the-basis-of-mode-of-appointment","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2021\/10\/19\/a-woman-employee-cannot-be-discriminated-on-the-basis-of-mode-of-appointment\/","title":{"rendered":"Jhar HC | \u201cA woman employee cannot be discriminated on the basis of mode of appointment\u201d; HC holds a contractual employee is equally entitled to maternity benefits"},"content":{"rendered":"

Jharkhand High Court: <\/strong>S. N. Pathak, J., directed the State of Jharkhand to provide maternity benefits to a contractual employee whose demand for honorarium for the duration of maternity leave was not addressed by the authorities concerned. The Bench stated,<\/p>\n

\n

\u201cA woman employee cannot be discriminated on the basis of mode of appointment and each and every woman, who is an employee of any establishment, is entitled to get the maternity benefit, whatever be the mode of her appointment…\u201d<\/p>\n<\/blockquote>\n

The petitioner was appointed on a contractual basis to the post of Protection Officer Institutional Care (POIC), Bokaro and till date she was working. The petitioner contended that she had applied for maternity leave before the District Social Welfare Officer from 03-10-2019 to 30-03-2020 and the same was duly received in the office of the Deputy Commissioner, as well as District Social Welfare Officer.<\/p>\n

The grievance of the petitioner was that she was continuously working and getting honorarium for the current month, but she had not been paid the honorarium for the period of her maternity leave, though, she had made representation before the respondents, but no heed was paid. The petitioner submitted that there could not be any distinction between a regular employee, contractual employee and casual employee so far as grant of maternity benefit is concerned as the maternity leave was duly sanctioned to the petitioner and prior information was given to the authorities before leaving the station.<\/p>\n

Section 2 of the Maternity Benefit Act, 1961 deals with the applicability of such case(s) and it applies to all establishments belonging to the Government and to every establishment wherein person(s) are employed. Further, Section 3(O) of the Act defines a \u201cwoman\u201d; which means a woman employed whether directly or through any agency, for wages in any establishment. Section 5 of the Act provides for right to payment of maternity benefits, which includes any women.<\/p>\n

Thus, the Bench opined that a woman employee cannot be discriminated on the basis of mode of appointment and each and every woman, who is an employee of any establishment, is entitled to get the maternity benefit, whatever be the mode of her appointment, subject to the condition that the contract of employment should subsist.<\/p>\n

Accordingly, the petitioner was directed to file a fresh representation before the respondents, claiming maternity leave benefit for the period in question, and the respondent authorities were directed to take an appropriate decision and issue orders for payment of the arrears of honorarium. [Sarita Kumari v. State of Jharkhand, 2021 SCC OnLine Jhar 706<\/b><\/a>, decided on 21-09-2021]<\/p>\n

\n

Kamini Sharma, Editorial Assistant has reported this brief.<\/span><\/p>\n

\n

Appearance by:<\/strong><\/p>\n

For the Petitioner: Mr Shadab Bin Haque, Advocate<\/p>\n

For the Respondents: Mr Achyut Keshav, GP-I<\/p>\n","protected":false},"excerpt":{"rendered":"

Jharkhand High Court: S. N. Pathak, J., directed the State of Jharkhand to provide maternity benefits to a contractual employee whose demand <\/p>\n","protected":false},"author":67011,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3,10],"tags":[34008,33062,2747,47547,5941,47546],"class_list":["post-255798","post","type-post","status-publish","format-standard","hentry","category-casebriefs","category-highcourts","tag-leave","tag-maternity-benefits","tag-maternity_leave","tag-rights-and-benefits","tag-service-law","tag-women-employee"],"yoast_head":"\nJhar HC | \u201cA woman employee cannot be discriminated on the basis of mode of appointment\u201d; HC holds a contractual employee is equally entitled to maternity benefits | SCC Times<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scconline.com\/blog\/post\/2021\/10\/19\/a-woman-employee-cannot-be-discriminated-on-the-basis-of-mode-of-appointment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Jhar HC | \u201cA woman employee cannot be discriminated on the basis of mode of appointment\u201d; HC holds a contractual employee is equally entitled to maternity benefits\" \/>\n<meta property=\"og:description\" content=\"Jharkhand High Court: S. 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Del HC analyses","author":"Bhumika Indulia","date":"March 29, 2022","format":false,"excerpt":"Delhi High Court: In a claim of maternity benefit by a contractual employee, the Division Bench of Rajiv Shakdher and Talwant Singh, JJ., expressed that, The Maternity Benefit Act, 1961 Act is a social legislation that should be worked in a manner that progresses not only the best interest of\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/01\/Delhi_New-logo.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/01\/Delhi_New-logo.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/01\/Delhi_New-logo.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/01\/Delhi_New-logo.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/01\/Delhi_New-logo.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":245400,"url":"https:\/\/www.scconline.com\/blog\/post\/2021\/03\/12\/maternity-leave-2\/","url_meta":{"origin":255798,"position":1},"title":"HP HC | Whether a contractual woman employee is entitled to avail maternity leave in case of a surrogate child? HC analyses","author":"Editor","date":"March 12, 2021","format":false,"excerpt":"Himachal Pradesh High Court: A Division Bench of Tarlok Singh Chauhan and Sandeep Sharma JJ. allowed the petition. The facts of the case are such that the petitioner joined as a Language Teacher on a contract basis and is currently posted at Government Senior Secondary School, Showad, District Kullu. 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A lactating mother had a fundamental right to breastfeed her baby during its formative years and, similarly, baby had a fundamental right to be breastfed.\u201d","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"Maternity benefit contractual employee","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/07\/Maternity-benefit-contractual-employee.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/07\/Maternity-benefit-contractual-employee.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/07\/Maternity-benefit-contractual-employee.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/07\/Maternity-benefit-contractual-employee.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":295030,"url":"https:\/\/www.scconline.com\/blog\/post\/2023\/06\/20\/every-female-male-employee-fundamental-right-maternity-paternity-leave-hp-hc-legal-news\/","url_meta":{"origin":255798,"position":3},"title":"Every Female and Male Employee whether appointed on regular basis, contractual basis, ad hoc basis, have Fundamental Right to Maternity and Paternity Leave: Himachal Pradesh HC","author":"Editor","date":"June 20, 2023","format":false,"excerpt":"The Court said that the object of maternity leave is to protect the dignity of motherhood by providing full and healthy maintenance to the woman and her child and maternity leave is intended to achieve the social justice to women.","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"himachal pradesh high court","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/himachal-pradesh-high-court.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/himachal-pradesh-high-court.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/himachal-pradesh-high-court.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/himachal-pradesh-high-court.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":207601,"url":"https:\/\/www.scconline.com\/blog\/post\/2019\/01\/04\/women-employees-serving-on-contractual-basis-cannot-be-denied-maternity-benefits-kerala-hc\/","url_meta":{"origin":255798,"position":4},"title":"Ker HC | Women employees serving on contractual basis cannot be denied maternity benefits","author":"Bhumika Indulia","date":"January 4, 2019","format":false,"excerpt":"Kerala High Court: The Bench of A. Muhamed Mustaque, J. disposed of a petition by stating that maternity benefits cannot be denied to a woman employed on contractual basis. Petitioner was working as an assistant professor in Medical Microbiology on a contract basis. It has been stated that, on expiry\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":232963,"url":"https:\/\/www.scconline.com\/blog\/post\/2020\/07\/28\/utt-hc-state-contractual-employees-entitled-to-claim-child-care-leave\/","url_meta":{"origin":255798,"position":5},"title":"Utt HC | State contractual employees entitled to claim Child Care Leave","author":"Editor","date":"July 28, 2020","format":false,"excerpt":"Uttaranchal High Court: A Full-Bench of Ramesh Ranganathan CJ, Sudhanshu Dhulia and Alok Kumar Verma JJ, held that contractual state employees are also entitled to child care leave, and that its denial would mean the denial of the rights of a child. 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