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Dear Client,
A female State Government employee who is on maternity leave may submit a representation to the competent authority seeking an extension of the joining period following her promotion and transfer. Whether such an extension is granted depends on the applicable service rules, government policies, and the discretion of the competent authority. Maternity leave is a statutory benefit, and the authority is generally expected to consider such requests sympathetically. If the request is rej

Dear client,

You can take both civil and criminal remedies for maintenance and protection. Since your husband abandoned you and the child for 2 years and is not providing financial support, you have strong grounds to seek relief.

You may consider these legal options in India:

Maintenance for yourself and child
Under:

Section 125 CrPC (now corresponding provisions under BNSS), or
Protection of Women from Domestic Violence Act, 2005.

You can claim:

Monthly maintenance for yourself,
Child mai

Dear Madam,

If you satisfy the eligibility conditions under the Maternity Benefit Act, namely having worked for at least 80 days in the preceding 12 months, you are ordinarily entitled to maternity benefits irrespective of whether you are currently on an active project or on bench. The company also cannot deny maternity leave merely because the project has ended. Your employment relationship continues unless lawfully terminated in accordance with contract and applicable law.

Dear Client,

As an employee of Kendriya Vidyalaya Sangathan, your maternity leave is governed by the Maternity Benefit Act, 1961, which clearly provides that even for a third child, a woman is entitled to 12 weeks of paid maternity leave.

Since you applied for only 12 weeks through the proper channel, the denial by the higher authority appears unjustified and arbitrary. You should first request the rejection in writing, then submit a formal representation to the higher KVS authorities (Regio

Dear Client,

Your case is legally strong, as once your transfer was approved, you were relieved, submitted your joining at the new school, and your maternity leave was already sanctioned, it cannot be arbitrarily cancelled later, especially after you have completed the leave and rejoined duty. Under the Maternity Benefit Act, 1961, maternity leave is a statutory right and cannot be withdrawn retrospectively without valid reasons, and since you were made to sign the register and no communicatio

Dear Client,

Immediate transfer on the very day of joining after maternity leave, especially without clear justification, can be challenged as unfair and discriminatory if it is linked to your maternity status. An employer cannot take adverse action merely because you availed maternity benefits.

You should send a written representation to HR objecting to the transfer, stating your circumstances, lack of prior notice, and requesting reconsideration or suitable accommodation. Keep all communicat

Dear Client,

If your contract was not renewed because of your pregnancy, that’s not just unfair it can amount to unlawful discrimination. Under Indian law, including the Maternity Benefit Act, 1961, a woman cannot be dismissed or disadvantaged due to pregnancy, and even though you were on a contractual role, courts have held that termination or non-renewal motivated by pregnancy can be challenged

You can send a legal notice to the hospital seeking reasons and reinstatement/compensation, fil

Dear Client,

Placing you on PIP immediately after maternity leave, especially due to absence or work from home issues, can amount to unfair treatment and may be challenged. An employer cannot penalize you for availing maternity benefits or for reasonable constraints arising out of maternity.

You should send a written representation to HR stating that the PIP is unjustified, that you were not informed of any performance issues prior to maternity leave, and that the current action is linked to y

Dear Madam,

Even though 5 years have passed, you can still proceed because:

Maternity benefit is a statutory right

Delay often occurs due to employer/ESI fault

Courts have allowed delayed claims where employee was misled.

Approach Labour Court / ESI Court

If still unpaid, file case before:

ESI Court, Bangalore

OR

Labour Commissioner (Assistant Labour Commissioner – Area)

Courts usually favor women employees in maternity cases.

Dear Client,
The Maternity Benefit Act 1961 states that a woman employee can apply for Maternity leave regardless of her nature or category of employment, i.e, probationer, intern, casual, contractual, or permanent, if she has worked with the employer for 80 days in the last 12 months immediately preceding the date of her expected delivery. The Act applies to establishments employing 10 or more persons, except employees covered under the Employees' State Insurance Act, 1948, which also requires