Bank of the Philippine Islands (BPI)’s Post

✨ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗪𝗼𝗺𝗲𝗻: 𝗧𝗵𝗲 𝗠𝗮𝘁𝗲𝗿𝗻𝗶𝘁𝘆 𝗕𝗲𝗻𝗲𝗳𝗶𝘁 𝗔𝗰𝘁 𝗼𝗳 𝟭𝟵𝟲𝟭✨ Did you know? The Maternity Benefit Act of 1961 in India is a cornerstone in supporting women during pregnancy and postnatal phases, ensuring their well-being and job security. Here are some pivotal features: ⭐ Fully Paid Maternity Leave:Women are entitled to twelve weeks of fully paid maternity leave, with six weeks before the due date. ⭐ Job Protection:Employers are prohibited from terminating women during maternity leave and must maintain job security. ⭐ Medical Bonuses: Provision of medical bonuses if prenatal or postpartum care isn't provided by the employer. ⭐ Crèche Facilities: Mandatory crèche facilities in firms with fifty or more female employees, promoting work-life balance. ⭐ Notification and Benefits: Women must notify their employer and provide proof of pregnancy to claim maternity benefits, which are paid in advance. ⭐ Childcare Support: The Act ensures breaks for child feeding and prohibits hiring women for six weeks post-childbirth to safeguard their health. Let's champion #WomenEmpowerment, #GenderEquality, and #EmployeeWellBeing through supportive policies like the Maternity Benefit Act! 💪🌟 To know more click on the link below https://lnkd.in/g8xeciBq #MaternityBenefits #WorkLifeBalance #ProfessionalResponsibilities #ChildcareSupport #MaternityLeave #EmployeeWellness #MaternityRights

On 12th May we marked International Mother's Day, God bless the mothers. Returning to work after maternity leave can be a challenging transition for new mothers, especially those who are lactating. WHO and Unicef have thrown their weight in support of working breastfeeding mothers and have advocated for six months of breastfeeding for infants. Therefore balancing professional responsibilities with the needs of a nursing infant requires careful planning and support. Such support will make the transition smooth and easier for the lactating mother. Health Act sections 71 & 72 spell out how employers shall support breastfeeding mothers within their organizations. Human Resources professionals play a critical role in ensuring compliance with such provisions and that lactating mothers receive the necessary support to successfully balance their roles with their breastfeeding needs. HR's role in supporting lactating mothers involves policy creation, communication, education, and flexibility in work schedules including working from home. By taking these steps, HR ensures that lactating mothers feel supported and valued, which can lead to increased job satisfaction, better employee retention, and a more inclusive workplace culture. Beyond policies and procedures, HRs should strive to cultivate a supportive culture that values the well-being of all employees. Recognizing and accommodating the needs of lactating mothers is part of creating an inclusive workplace where all employees can thrive. #hr #breastfeeding #careerwomen

Employers can implement workplace policies, such as 🤱Giving new mothers at least six months or more, of paid maternity leave. 🤱 Giving paid time off for mothers to breastfeed or express milk. 🤱 Providing breastfeeding spaces at work. to support new mothers, breastfeed their babies #WorldBreastFeedingWeek #WBW2024 #BestStartInLife #InvestInUGchildren

If you're pregnant or planning a family, you might be starting to think about maternity and work and how you might want to spend the first year. Here's a simple but informative guide about maternity pay and your rights: https://lnkd.in/eVJW7Ry7 #WorkingMum #WorkingParents #Maternity

The Lactation Network exists because lactation care is not a privilege; it's a human right. Turns out, the positive impacts of accessible lactation care benefit far more than just the families we serve. Employers see positive outcomes when they support working parents with robust breastfeeding benefits. 📈 95% of TLN parents return to work after maternity leave (compared to the 59% national average). 📈 83% of employed mothers felt prepared to return to work after their lactation consultation. Mothers left the workforce at record rates during the pandemic, citing fundamental flaws with childcare and systemic support for working parents. If companies want to attract and retain top talent, it's not a matter of whether they can afford to offer lactation support: It's whether they can afford not to. Are you meeting your employee's breastfeeding coverage needs? 📈 97% of TLN parents would recommend us to a friend. Get started here: https://lnkd.in/gpZt_BSc Source: https://lnkd.in/gtkBGQYM

How do working mothers navigate exclusive breastfeeding? As a mother, I deeply understand the joys and challenges of exclusive breastfeeding, especially for working mothers. Breastfeeding offers invaluable health benefits for both the mother and child, including reduced risks of infections, allergies, chronic diseases for babies, and lower risks of certain cancers for mothers. However, it also presents significant obstacles—balancing work commitments, managing physical discomfort, and finding the time and space to pump. I have experienced these challenges firsthand and know how overwhelming they can feel. Workplace policies aren’t always flexible enough for breastfeeding mothers. Some organizations thankfully permit up to six months of paid maternity leave and may offer additional unpaid leave if desired. But many employers provide only three months of paid leave, followed by compulsory full-time resumption, night shifts included (if applicable). In Africa, the situation varies. According to recent statistics, only 10 out of 53 African countries meet the International Labour Organization’s recommended minimum of 14 weeks of paid maternity leave. This means mothers are torn between their personal and professional responsibilities which shouldn't be so. Babies of working mothers shouldn't have to sacrifice because their mothers are contributing to the workforce. Research shows that supportive workplace policies can significantly increase breastfeeding duration and success rates. This will benefit both families and employers by reducing healthcare costs and absenteeism. By creating a supportive environment, we can ensure that mothers are not forced to choose between their careers and the health of their children. This is a call to advocate for workplace policies that support working mothers. Thanks to UNICEF and World Health Organization for being at the forefront of this initiative. Together, we can create a world where the well-being of mothers and their children is prioritized, both at home and in the workplace. #WorldBreastfeedingWeek #BreastfeedingSupport #WorkingMothers #MaternityLeave #Healthcare #MotherhoodJourney #Advocacy

Navigating the Motherhood Penalty in the Workplace Returning to work after maternity leave does require some thought and pre-planning to avoid the motherhood penalty If you're about to embark on your return to work journey as a new mum STOP & PREPARE! * Arrange a return to work meeting; view this as a formal meeting rather than a catch up with colleagues * Write a list of your non-negotiables * Pre-meeting write a list of your workplace contributions; know your VALUE * Use your value to negotiate, not your mum status * If you are breast-feeding, inform your employer in writing that you are breast-feeding and / or your intention of expressing milk; this will legally protect you * Expect your employer to perform a risk assessment * Under UK regulations, if you are a breastfeeding mother, your employer is obliged to give you more frequent rest breaks *European Commission guidelines (2000) recommend that breastfeeding workers should have:  -Access to a private room in which to express milk.  -Use of secure, clean refrigerators for storing expressed milk, and facilities for washing, sterilising and storing receptacles.  -And time off (without loss of pay or benefits, and without fear of penalty) to express milk or breastfeed * Know that any negative comments made about maternity leave, pregnancy or breastfeeding are DISCRIMATORY * Be prepared to be your own advocate Ultimately know that a workplace that values your contribution as a colleague, will take steps to retain you as a working mum.

Breastfeeding week aims to raise awareness of the health and wellbeing outcomes of breastfeeding and the importance of supporting mothers to breastfeed for as long as they wish. This is an ideal opportunity to remind employers of the need to follow the correct procedures from the moment an employee advises of their pregnancy; advising of the right to paid time off for ante-natal care, undertaking risk assessments at work, confirming entitlement to maternity leave and pay, and ensuring a smooth and fair return to the workplace, with protection against unfair treatment, discrimination or dismissal. Employers have a duty to ensure their Family Friendly Policies are current, in line with legislative requirements and made available to all employees. As a reminder, any medical related information is classed as sensitive data and must be stored securely, in adherence to the rules on data protection. For further information on maternity, returning to work, Family Friendly Policies or any other HR matter, please contact one of our team on 01935411191 or email enquiries@rbhr.co.uk #hr #hradvice #businessadvice #business #worldbreastfeedingweek #family

The lack of national paid leave compromises the health and well-being of pregnant people and their infants! Follow us on social media to learn more about the status of maternal health in the US. The US is one of just a few countries in the world with no national paid leave of any kind. This federal policy failure leaves more than 80% of workers without paid time off after the birth or adoption of a child. Maternity leave is SO important because pregnant and parenting people need time to recover after pregnancy and birth, care for and bond with a newborn, establish healthy routines like breastfeeding, adjust to changing family dynamics, and obtain postpartum and well-child care. Paid maternity leave improves overall #maternal and #infant health, including physical health, mental health and well-being. Data shows that women who receive paid leave have a lower chance of reporting intimate partner violence (#IPV), and an overall decreased rate of infant mortality. In order to increase the health of parents and their babies, there needs to be a national law passed. We need to fight for Congress to pass the FAMILY Act, which would guarantee access to paid leave and meet the needs of pregnant people, caregivers, and families. Women for Women International Every Mother Counts International Center for Research on Women (ICRW)

Good to hear someone talking sense after Kemi Badenoch's ridiculous comments about maternity pay being excessive. And it’s not just attitudes about maternity pay that need to shift. It's attitudes towards mums in the work place in general. I remember a colleague asking me if I was going to take the whole year of maternity off and when I said yes, she grimaced. Like I was committing career suicide. I’ll never forget that. I’ll also never forget: ⚡️My boss at the time always scheduling in meetings after my agreed finish time when I would pick up my son from nursery ⚡️The looks I used to get from colleagues when having to leave to pick up my son /daughter from nursery when they were unwell ⚡️Colleagues thinking it was ok to call me on Fridays (my day off looking after my children) And yes, in hindsight I should have had clearer boundaries. But at the time, I just sucked it up because I lacked confidence after maternity leave. And I felt like I had to constantly apologise. Of course, this was 11 years ago and a lot has changed for the better. But there is still a lot more work to do in the work place. I believe that the number one thing that employers can do better is to provide better support for mums when they return to work. Yes, becoming a mum is magical and a total privilege. But it also changes you. It changes your priorities. It's all encompassing and leaves you questioning your identity outside of being a mum. So why do we expect mums to just slot back into place when they return to work? As if we haven't just experienced one of the most life changing (physically and emotionally) things you can go through? #maternitypay #maternityleave #careersafterbabies #careerconfidence #returnity