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Maternity and Paternity Policies
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Maternity and Paternity Policies

JGU’s family-friendly work and study environment is supported through progressive maternity and paternity policies that recognize the caregiving responsibilities of all genders. Our maternity leave provisions comply with, or exceed, legal mandates, providing full pay and job security. Paternity leave is also facilitated, which supports the involvement of fathers in caregiving and promotes gender-equitable domestic roles.

Flexible work arrangements, including remote options and adjusted schedules, accommodate parental duties. Additional benefits include on-campus daycare, lactation rooms, parenting workshops and counselling. Together, these measures reduce work-family conflict and enable parents to continue their academic and professional pursuits with dignity and effectiveness.

These policies reflect JGU’s understanding that gender equality includes shared familial responsibilities and support for holistic well-being. The policy is set out in full below.

Policy on Maternity and Paternity Leave

Policy Details

  • Policy Title: Maternity and Paternity Leave Policy

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 3 (Good Health and Well-being), SDG 5 (Gender Equality) and SDG 8 (Decent Work and Economic Growth)

1. Policy Objective & Purpose

JGU supports new parents within an equitable and caring workplace. The policy recognises that gender equality includes shared caregiving, and it contributes to SDG 3, SDG 5 and SDG 8 by promoting health and well-being, gender equality and decent work. It complies with the Maternity Benefit Act, 1961 (as amended in 2017) and UGC guidelines for higher education institutions.

2. Scope & Applicability

The policy applies to all eligible full-time employees, including faculty and non-teaching staff. It covers both biological and adoptive parents.

3. Guiding Principles

  • Shared responsibility: caregiving is supported for mothers and fathers alike.

  • Security and continuity: leave never costs a person their role, seniority or career progression.

  • Dignity and well-being: parents are supported with flexibility, facilities and counselling.

4. Key Operational Provisions

  • Eligibility:

    • Maternity leave: female employees with one year of continuous service, for the first two children, by birth or adoption.

    • Paternity leave: fathers with one year of service, for the first two children, by birth or adoption.

  • Leave entitlements:

    • Maternity leave: 180 days (six months) of paid leave. It may begin up to six weeks before the expected date of delivery and can be taken as one block or split by agreement with HR.

    • Paternity leave: five paid days, taken continuously within 26 weeks of the child’s birth or adoption.

    • Antenatal support: fathers may take up to three hours off, on two occasions, to accompany their partners to appointments.

    • Adoption: eligible employees receive the same duration and conditions of leave as biological parents.

  • Pay and benefits:

    • Paternity leave is fully paid.

    • Maternity pay and benefits follow the employee’s contract and length of service. University contributions to healthcare and retirement, and incremental salary, continue.

    • All statutory and contractual benefits continue during leave.

  • Job security:

    • Employees on maternity leave return to the same or an equivalent role on the same terms. Employees on paternity leave have the right to resume their previous or a similar position.

    • Leave does not affect seniority, promotion eligibility or employment status, and the absence is treated as “on duty” for assessment, service continuity, increments and career advancement.

    • HR supports reintegration and addresses concerns when employees return.

  • Family-friendly support:

    • Flexible work arrangements, including remote options and adjusted schedules.

    • On-campus daycare, lactation rooms, parenting workshops and counselling.

5. Roles & Institutional Governance

  • Employee: gives notice, applies for leave and confirms the return date.

  • Head of Department or supervisor: agrees the leave schedule with the employee.

  • Human Resources: processes leave, supports reintegration and addresses concerns on return.

6. Application, Grievance & Non-Retaliation

Employees inform their Head of Department or supervisor and HR at least 30 days before the intended start, and agree the leave schedule with their supervisor. The application is submitted through Darwinbox at least 30 days before leave begins, with a doctor’s certificate of the expected delivery date or adoption documents. Unforeseen or emergency leave can be requested as soon as reasonably practicable, with the employee or a representative notifying the supervisor. Employees confirm their return with the supervisor and HR at least five working days before leave ends. Discrimination or disciplinary action against any employee for taking this leave is prohibited under university policy and anti-discrimination law, and concerns can be raised with HR.

7. Monitoring, Performance Indicators & Public Reporting

HR oversees the application and return process, which keeps leave, benefits and reintegration consistent across the university.

8. Policy Review Cycle

The policy is reviewed periodically to reflect changes in legislation, UGC rules and Government of India guidelines.