October/2025

Why Women Are Not Paid During Maternity Leave: An Unfair Burden for a Natural Right.

Motherhood is one of the most natural and vital roles in human society. Yet, in many parts of the world, women are forced to choose between their career and their right to become mothers. The question — why women are not paid after pregnancy for three months even though it is not their fault — reveals a deep injustice embedded in workplace systems and social structures. Maternity leave is not a privilege; it is a biological and human necessity. However, millions of women are denied payment during this period, pushing them into economic hardship, stress, and even job insecurity.

This article explores why unpaid maternity leave continues to exist, its social and economic consequences, global comparisons of maternity policies, and the urgent need for reform. It also highlights the moral and human rights dimensions of ensuring that no woman is punished financially for giving birth.

1. Understanding Maternity Leave: A Basic Human Need

Maternity leave allows women to rest and recover physically after childbirth, to bond with their newborns, and to adapt to new responsibilities. The postpartum period involves immense physical and emotional changes. Without proper rest and support, both the mother and child can suffer serious health consequences.

Paid maternity leave ensures that a woman’s financial stability is not jeopardized while she fulfills this essential role. The World Health Organization (WHO) recommends at least 14 weeks of paid maternity leave. Yet, many countries, especially in developing regions, fail to provide even minimal support. In some nations, women are dismissed from their jobs once they become pregnant — a form of discrimination that continues under weak labor laws.

2. The Biological Reality Ignored by Economic Systems

Pregnancy and childbirth are biological functions that sustain the human race. They are not choices made for personal luxury or convenience. However, most economic systems are designed around the male working model — one that assumes continuous, uninterrupted labor.

This outdated structure fails to account for reproductive responsibilities. Women are treated as if pregnancy is an interruption to productivity, rather than a contribution to society. The result is a double standard: men can advance their careers uninterrupted, while women are penalized for performing the most fundamental duty to humanity — bringing life into the world.

3. The Economic Discrimination Behind Unpaid Leave

When a woman goes on maternity leave without pay, she faces several layers of economic discrimination:

● Income Loss: For three or more months, the household loses a vital source of income, increasing financial stress.
● Job Insecurity: In some cases, women fear they may not be welcomed back or may be replaced.
● Career Setback: Unpaid leave often slows career advancement, especially in competitive environments.
● Healthcare Costs: Childbirth and postnatal care are expensive. Without income, paying for medical care becomes difficult.

This financial strain can discourage women from having children or force them back to work too early, which harms their health and their babies’ well-being.

4. Social and Psychological Impacts

Unpaid maternity leave does not just cause financial problems — it affects women emotionally and mentally. The anxiety of losing income during a critical life event can lead to postpartum depression, stress, and guilt. Instead of focusing on recovery and bonding with their baby, women often worry about bills, rent, and returning to work prematurely.

Societies that neglect women during this period send a clear message: motherhood is undervalued. This emotional neglect fosters inequality and weakens family structures. Research shows that paid maternity leave improves maternal mental health and contributes to healthier child development.

5. Global Comparison: Where Women Are Valued

In many developed countries, governments recognize maternity leave as a human right and a societal investment. For example:

● Sweden: Offers 480 days of paid parental leave shared between both parents, funded by the state.
● Norway: Provides 49 weeks of fully paid leave or 59 weeks at 80% pay.
● Canada: Offers up to 18 months of combined maternity and parental leave, partially paid through government programs.
● United Kingdom: Provides 52 weeks of maternity leave, with up to 39 weeks paid.
These countries understand that supporting mothers strengthens the entire economy. When women are protected and supported, they return to work healthier, more productive, and loyal to their employers.

In contrast, in many developing countries — including Afghanistan, Pakistan, and parts of Africa — maternity leave is often unpaid or very short. This reflects systemic neglect and gender inequality within labor systems.

6. The Situation in Developing Nations

In most developing nations, women in both the public and private sectors face significant challenges during pregnancy. Laws may exist on paper, but enforcement is weak. Employers sometimes discourage women from taking maternity leave, fearing “loss of productivity.” In Afghanistan, for instance, economic instability and lack of labor protections mean that many women working in education, health, and small industries are not paid during maternity leave. The same is true in rural Pakistan, where informal employment dominates. Women laborers, domestic workers, and teachers often rely on daily wages. When pregnancy comes, they are simply told not to return until they “recover,” without any pay or job guarantee.

This inequality is worsened by patriarchal attitudes that consider women’s work secondary. Yet, these same societies depend heavily on women for both economic contribution and family care.

7. Legal and Policy Failures

Unpaid maternity leave is largely a result of poor implementation of labor laws. Some countries have maternity protection acts, but they are not enforced, especially in private or informal sectors. Employers often exploit legal loopholes, using temporary contracts to avoid paying maternity benefits.

Moreover, many governments do not subsidize small businesses to support maternity pay. Without public support, employers resist paying wages during leave periods. The result is an unequal burden placed entirely on women.

For example, the International Labour Organization (ILO) Convention No. 183 recommends that women receive at least 14 weeks of paid maternity leave, financed either by employers or social insurance. However, less than half of all countries fully comply. The absence of national maternity insurance systems is one of the biggest reasons women go unpaid.

8. The Moral and Human Rights Dimension

At its core, denying payment during maternity leave violates basic human rights. The Universal Declaration of Human Rights (Article 25) states that motherhood and childhood are entitled to special care and assistance. When a woman is not paid for maternity leave, society effectively punishes her for being a mother.

This is not just an economic injustice but a moral failure. It reflects a world that values productivity over humanity. Every child born contributes to the future of the nation, yet the woman who gives birth is left financially vulnerable. This contradiction exposes the hypocrisy of modern labor systems.

9. Why It’s Not a Woman’s Fault

Pregnancy is a biological inevitability, not a professional fault. It is not something women “choose” to disrupt work; it is a part of life’s cycle. Societies cannot exist without childbirth — and therefore, supporting maternity should be seen as supporting humanity itself.

When women are denied payment after pregnancy, it is equivalent to punishing them for fulfilling a social duty. Such treatment reinforces gender inequality and discourages women from participating in the workforce, especially in conservative or economically fragile societies.

10. The Role of Employers and Governments

Ensuring paid maternity leave requires collaboration between governments, employers, and social institutions. Employers should view maternity leave not as a cost but as an investment. Women who feel supported are more loyal, motivated, and productive after returning to work.

Governments can ease the financial burden on businesses by establishing maternity insurance funds — systems in which both employers and the state contribute. This model has succeeded in countries like Sweden, Germany, and Japan. In these systems, no single employer bears the full cost, ensuring fairness and sustainability.

Governments should also implement strict monitoring and penalties for companies that violate maternity rights, particularly in private and informal sectors.

11. The Economic Benefits of Paid Maternity Leave

Contrary to common belief, paid maternity leave benefits the economy. Studies show that when women are supported during and after pregnancy:

● Workforce participation increases.
● Infant mortality decreases.
● Public health costs decline.
● Productivity rises due to employee satisfaction.
● Gender equality improves, leading to long-term economic stability.

Countries that invest in family-friendly policies have higher labor force participation rates among women and stronger GDP growth.

12. Voices of Women: Real-Life Struggles

Many women across Asia, Africa, and the Middle East share similar stories. A female teacher in Kabul may be told, “Take time off, but we can’t pay you.” A nurse in Quetta may have to return to work after two weeks of childbirth because her family depends on her salary. A factory worker in Dhaka may lose her job entirely for becoming pregnant.

These stories reveal the human cost behind unpaid maternity leave. It’s not just about money — it’s about dignity, respect, and the right to exist as both a worker and a mother.

13. The Path Forward: Reform and Awareness

To correct this injustice, several steps are necessary:

1. Legal Enforcement: Governments must ensure that maternity laws are not just symbolic but practically enforced.
2. Maternity Insurance: A shared fund system between state and employers can ensure women receive pay without overburdening companies.
3. Awareness Campaigns: Educate both employers and the public about the importance of paid maternity leave.
4. Supportive Work Culture: Flexible schedules, work-from-home options, and child-care facilities should be part of modern workplaces.
5. International Pressure: Global organizations like the ILO, UN Women, and WHO should pressure non-compliant countries to reform their labor systems.

14. The Ethical Perspective

Ethically, maternity leave should be viewed as a right derived from nature, not from employment contracts. Just as rest is necessary after illness, rest and support after childbirth are fundamental human needs. Denying payment during this period is equivalent to denying the value of life itself.

Modern ethics demand compassion, fairness, and equality. A humane society must ensure that women are not punished for motherhood. Supporting women is not charity — it is justice.

The question, “Why women are not paid after pregnancy for three months even though it is not their fault?”, exposes a moral and structural flaw in our global labor system. Women give life, yet they are deprived of livelihood during one of their most vulnerable times. This injustice is rooted in outdated economic models, weak labor laws, and gender bias.

Paid maternity leave is not a luxury; it is a fundamental right that strengthens families, economies, and societies. Every nation must recognize that when it supports mothers, it invests in its own future. No woman should ever have to suffer financially for giving birth. The path forward lies in compassion, equality, and the courage to reform policies that deny women their due dignity and respect.