{"id":300159,"date":"2023-08-26T18:00:07","date_gmt":"2023-08-26T12:30:07","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=300159"},"modified":"2023-08-26T15:13:37","modified_gmt":"2023-08-26T09:43:37","slug":"maternity-benefit-cannot-be-denied-to-contractual-female-employee-legal-news","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2023\/08\/26\/maternity-benefit-cannot-be-denied-to-contractual-female-employee-legal-news\/","title":{"rendered":"Contractual female employees cannot be denied maternity benefits solely due to nature of employment; Delhi HC directs DSLSA to grant maternity benefit to its advocate"},"content":{"rendered":"
\n

Delhi High Court<\/span>: In a case wherein the petition was filed under Article 226<\/a> of the Constitution<\/a> praying for directing the respondent to grant all the consecutive maternity benefits to the petitioner which was applicable to regular female employees of the respondent, Chandra Dhari Singh, J.*, <\/span>opined that to stand in the way of exercise of the right by a woman, without procedure or intervention of law, was not only violative of the fundamental rights granted by the Constitution but also against the basic tenets of social justice. Thus, the Court opined that the respondent should have extended the benefits and reliefs under the Act to the petitioner as were being extended to its own employees who were similarly situated.<\/p>\n

Background<\/p>\n

The petitioner was appointed in the Juvenile Justice Board-I, New Delhi in 2016 as a legal aid counsel on a daily fee basis. During the period of her contractual employment, the petitioner conceived a child in 2017 and hence, she applied for maternity leave of seven months, and a letter was also served upon the Member Secretary for the same. Further, an e-mail to the Delhi State Legal Services Authority (‘DSLSA'), the reply for which stated that her request for maternity benefit had been declined since there were no provision for the grant of maternity benefits for Legal Services Authorities. The petitioner being aggrieved by the decision of the respondent, had approached this Court.<\/p>\n

Analysis, Law, and Decision<\/p>\n

On the question of validity, the Court opine that there was nothing extraordinary or outrageous that the petitioner was seeking from the respondent. The Court opined that “maternity benefits did not merely arise out of statutory right or contractual relationship between an employer and employee but were a fundamental and integral part of the identity and dignity of a woman who chose to start a family and bear a child, which the Constitution grants its citizens under Article 21<\/a> of the Constitution<\/a>”<\/i>. The Court further opined that “the choice not to carry a child was an extension of the fundamental right under Article 21 of the Constitution, however, to stand in the way of exercise of this right by a woman, without procedure or intervention of law, was not only violative of the fundamental rights granted by the Constitution of India but also against the basic tenets of social justice. Even Article 15(3) of the Constitution provides that there shall be no embargo upon the State to make special provisions for women and children, which in itself is a testament to qualitative equality as stipulated under the Constitution.”<\/i>.<\/p>\n

The Court noted that the applicability of the Maternity Benefit Act, 1961<\/a> (‘Act') was discussed under Section 2 and in Section 2(1)(b) of the Act, the bare language of the statute indicated that the benefits arising out of the Act were also to be made applicable to an establishment within the meaning of law in force in a State in which ten or more persons are\/were employed on any day of the preceding twelve months. The Court relied on Municipal Corpn. of Delhi<\/i> v. Female Workers (Muster Roll),<\/i> (2000) 3 SCC 22<\/a>4<\/a>, wherein the Supreme Court held that maternity benefits would be extended equally across organizations, irrespective of the nature of employment of the female worker.<\/p>\n

This Court observed that there was nothing in the language of the Act or in its provisions which suggested that a working expecting woman would be barred from getting the reliefs due to the sole reason of the nature of their employment. The Court noted that the Act which grants the reliefs to an expecting or a new mother, considers such reliefs as a ‘benefit ', when in fact the reliefs should come as a matter of right to the women employees who might be in that position. In this respect, a positive change of perspective was also required along with a more adaptive approach in the matter of grant of maternity benefits. The Court opined that the social welfare legislation of the Act certainly did not discriminate based on the nature of employment of the beneficiaries.<\/p>\n

Thus, the Court opined that the respondent should have extended the benefits and reliefs under the Act to the petitioner as were being extended to its own employees who were similarly situated. The Court allowed the petition with the following directions:<\/p>\n

    \n
  1. \n

    The respondent shall release all medical, monetary, and other benefits that accrued in favour of the petitioner on account of her pregnancy, as per the terms of the Maternity Benefit (Amendment) Act, 2017<\/a> (‘Amendment Act').<\/p>\n<\/li>\n

  2. \n

    Since no extreme medical or other exigencies had been presented by the petitioner, ante-natal or post-natal, she shall be entitled to the benefits for the time period as provided under the Amendment Act of 26 weeks.<\/p>\n<\/li>\n<\/ol>\n

    [Annwesha Deb v. Delhi State Legal Services Authority, W.P.(C) 11016 of 2017, Order dated 26-07-2023<\/span>]<\/p>\n\n

    Advocates who appeared in this case :<\/p>\n

    For the Petitioner: Dr. Charu Wali Khanna, Advocate along with petitioner in-person<\/p>\n

    For the Respondent: Mr. Sarfaraz Khan, Advocate <\/span><\/p>\n

    Buy Constitution of India  HERE<\/a><\/h3>\n

    \"Constitution<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    “ It is ironic that the petitioner being appointed with the Juvenile Justice Board, is hired to protect the interest and welfare of the children who may be suffering at the hands of criminal justice system, however, is not able to secure the benefits that are necessary for the best interest and welfare of her own child.”<\/i><\/p>\n","protected":false},"author":67011,"featured_media":293503,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3,10],"tags":[60566,47133,2543,57666,3043,15571,60565,3692],"class_list":["post-300159","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-casebriefs","category-highcourts","tag-contractual-female-employees","tag-contractual-workers","tag-Delhi_High_Court","tag-dslsa","tag-Mandamus","tag-maternity-benefit","tag-nature-of-employment","tag-women_workers"],"yoast_head":"\nContractual female employee cannot be denied maternity benefits solely due to nature of employment | SCC Blog<\/title>\n<meta name=\"description\" content=\"Delhi High Court directed DSLSA to grant maternity benefit to its advocate and held that a contractual female employee could not be denied maternity benefits solely due to her nature of employment.\" \/>\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\/2023\/08\/26\/maternity-benefit-cannot-be-denied-to-contractual-female-employee-legal-news\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Contractual female employees cannot be denied maternity benefits solely due to nature of employment; 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A duty is cast upon the State and the subjects of the Act, to uphold the integrity, objective and the provisions of the legislation in its true letter and spirit.\u201d","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"delhi high court","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/10\/delhi-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\/10\/delhi-high-court.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/10\/delhi-high-court.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/10\/delhi-high-court.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":331812,"url":"https:\/\/www.scconline.com\/blog\/post\/2024\/09\/25\/part-time-contractual-employees-entitled-to-maternity-benefits-gauhc\/","url_meta":{"origin":300159,"position":1},"title":"Part-time contractual employees entitled to maternity benefits even though their appointment rules make them ineligible: Gauhati HC","author":"Simranjeet","date":"September 25, 2024","format":false,"excerpt":"The amount to be received by petitioner shall not only be restricted to the amount claimed by her but will also include any such other computation admissible in terms of the relevant provisions of the Maternity Benefit Act, 1961.","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"Gauhati High Court","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/03\/Gauhati-High-Court.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/03\/Gauhati-High-Court.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/03\/Gauhati-High-Court.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/03\/Gauhati-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":300159,"position":2},"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":317056,"url":"https:\/\/www.scconline.com\/blog\/post\/2024\/03\/15\/delhi-high-court-upholds-maternity-benefits-contractual-employee-imposes-costs-employer-legal-news\/","url_meta":{"origin":300159,"position":3},"title":"Delhi High Court upholds maternity benefits of a contractual employee; Imposes costs on Delhi State Consumer Forum","author":"Arunima","date":"March 15, 2024","format":false,"excerpt":"Delhi High Court expressed surprise at GNCTD filing an appeal challenging the provision of benefits under the Maternity Benefit Act to a dedicated young woman who served in the Delhi State Consumer Forum for over five years on contractual basis considering their efforts to promote women's interests, such as the\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"Delhi High Court","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/02\/Delhi-High-Court.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/02\/Delhi-High-Court.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/02\/Delhi-High-Court.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2024\/02\/Delhi-High-Court.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":352328,"url":"https:\/\/www.scconline.com\/blog\/post\/2025\/07\/04\/orissa-hc-on-maternity-benefit-to-contractual-employee\/","url_meta":{"origin":300159,"position":4},"title":"Denying maternity benefit to contractual employee is abhorrent to humanity and womanhood: Orissa HC","author":"Editor","date":"July 4, 2025","format":false,"excerpt":"\u201cPhysical companionship of mother and the baby was mutually advantageous as it promoted bonding between the two, which was essential for their wellbeing. 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":264684,"url":"https:\/\/www.scconline.com\/blog\/post\/2022\/03\/29\/maternity-leave-5\/","url_meta":{"origin":300159,"position":5},"title":"Can maternity leave benefits extend beyond the period when contractual period of an ad hoc employee comes to an end? 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