Maternity Leave and Childcare Support: The Silent Crisis in Indian Banks

India’s banking sector has witnessed an increase in female employees, but workplace policies often fail to support their maternity and childcare needs. While the Maternity Benefit (Amendment) Act, 2017 provides 26 weeks of paid leave, and companies with over 50 employees are required to have crèche facilities, implementation remains weak. As a result, many women in banking struggle to balance motherhood and their careers.

Maternity Leave: A Policy That Comes with a Penalty

On paper, maternity leave is a fundamental right, and most banks do grant it without resistance. However, the real challenge lies in the workplace culture and attitudes of colleagues. Many women face casual sexism and resentment from male coworkers, who view maternity leave as an undue privilege.

“Even though maternity leave is officially granted, women often hear comments like ‘She’s about to give birth, now she’ll enjoy a long leave’ or ‘Now we’ll have to do her work,” said a female bank employee in an interview with Kanal.

Such remarks create an environment of guilt and pressure, making women feel like a burden for exercising their legal rights. Additionally, many find themselves facing delayed promotions or inconvenient transfers upon returning, further discouraging them from taking the full leave they are entitled to.

Sabbatical leave for childcare or any other personal reason is an option in public sector banks, but it is unpaid, and returning employees often find themselves sidelined for key responsibilities.

Lack of Childcare Facilities: A Major Hurdle

Despite legal mandates, most bank branches lack in-house crèche facilities. Women employees, especially those in rural and semi-urban areas, struggle to find reliable daycare options.

“There are no crèche facilities in our branches, even though the law requires them. Women have to rely on expensive private daycare centers or leave their child with family members,” shared another bank employee.

Private banks offer limited daycare reimbursements, but the amount is often too low to cover actual costs. Public sector banks fare slightly better, with some tie-ups with external daycare providers, but accessibility remains a challenge.

Many mothers also struggle to spend quality time with their children due to work pressure and long hours. As one female bank employee shared, "I don't even clearly remember my child's childhood. We are so busy with work that even when we are at home, we remain stressed about office tasks."

The Work-Life Imbalance

Banking jobs demand long hours, and women are often expected to stay late or work on holidays. This adds to the stress of managing both professional and family responsibilities. This also disturbs personal health.

“Women officers especially suffer due to staff shortages. They are given more workload and are unable to leave on time. This affects their mental and physical health,” said another banking professional.

The Need for Urgent Reforms

According to bank employees, the following steps are necessary:

• Proper implementation of crèche facilities in all bank branches.
• Addressing workplace bias against maternity leave by sensitizing employees.
• Ensuring that maternity leave does not affect promotions and transfers.
• More flexible work arrangements, such as hybrid or work-from-home options.
• Better sabbatical leave policies that allow women to rejoin without career setbacks.

Without such measures, women in banking will continue to face career stagnation and personal hardships. As the sector expands, ensuring proper maternity and childcare support is not just a necessity, it’s an economic imperative.