Experiencing Motherhood Breaks in Nigeria: An Insight
Maternity leave in Nigeria, as governed by the Labour Act and the National Health Act, is a crucial aspect of women's lives. However, the current system faces several challenges that impact the financial, emotional, and physical well-being of working mothers.
Challenges in Maternity Leave in Nigeria
One of the primary issues is the insufficient duration and pay of maternity leave. The Nigerian Labour Act mandates only 12 weeks of maternity leave, with at least 50% pay, which falls short of the World Health Organization's (WHO) recommendation of at least six months leave with full pay.
Another challenge is the exclusion and rigidity in policy. For instance, the public service rule offers close to five months leave, but it requires at least one month before birth, leaving only around four months postnatal leave. This makes the policy rigid and not fully aligned with global health guidelines or human rights law.
Moreover, fragmented implementation of maternity leave policies across different states creates disparities in maternal care. While some states offer extended leave, others adhere to the minimum 12-week rule, leaving many informal and private sector workers without adequate support.
Best Practices for Maternity Leave in Nigeria
Despite these challenges, there are emerging best practices that aim to improve maternity leave in Nigeria. For instance, Kebbi State recently approved a full six-month maternity leave for civil service workers, aligning with international best practices.
Another best practice is the integration of maternity leave with child nutrition and health programs. Kebbi State plans to legislate this leave extension and link it with child nutrition programs, reflecting a holistic approach to maternal and infant health.
Civil society groups are advocating for longer leave (six months) and improved funding for nutrition interventions, highlighting the importance of multi-sectoral engagement to improve maternity care.
Addressing the Challenges
To address these challenges, it is crucial for employers to provide adequate resources such as breastfeeding areas and childcare facilities. Offering maternity coaching or counseling services can also be beneficial.
Financial planning is essential during maternity leave, including creating a budget and exploring any available maternity benefits provided by the employer. Raising awareness about maternal mental health and providing education and support systems are essential to address the emotional challenges faced by women during maternity leave.
Comprehensive maternity leave policies, mandatory paid leave for a reasonable duration, flexible working arrangements, and protection against workplace discrimination are necessary to address these challenges. The government should consider implementing social welfare programs, such as maternity benefits or tax incentives for companies that provide extended paid maternity leave.
Advocacy for Supportive Maternity Leave Policies
Advocating for supportive maternity leave policies is essential, including the need for more inclusive and diverse policies that consider the needs of working mothers. Female employees should familiarize themselves with labor laws and company policies to ensure they are well-informed about their rights.
Lessons learned and advice from experienced mothers include planning ahead, knowing your rights, building a support system, taking care of yourself, communicating your needs, setting boundaries, seeking legal aid if necessary, and advocating for supportive maternity leave policies.
In Nigeria, the law mandates a minimum of 12 weeks of maternity leave. To qualify for maternity leave, an employee must have worked for the same employer for a minimum of six months. Female employees are entitled to a minimum of 12 weeks of maternity leave, starting from at least four weeks before the expected date of delivery.
Real-Life Stories and Prioritizing Mental Health
Some real-life stories from Nigerian mothers include facing resistance from employers, being bombarded with work-related calls and emails, and having a supportive employer. Prioritizing mental and emotional health is important during maternity leave, including engaging in activities that bring joy and relaxation and connecting with other expectant or new mothers.
Effective communication with the employer is essential, including notifying them about pregnancy, discussing maternity leave plans, and sharing relevant medical reports. Utilizing support systems, such as family, friends, and colleagues, can help ease the challenges that may arise during maternity leave.
In conclusion, while Nigeria has made some progress with maternity leave reforms, the challenges of limited duration, partial pay, and uneven application remain. Best practices involve pushing for six months of fully paid leave, comprehensive policy reform, and integrating maternity leave with child nutrition and health programs for optimal outcomes.
- The insufficient duration and pay of maternity leave in Nigeria, as mandated by the Labour Act and the National Health Act, does not align with the World Health Organization's recommendation, impacting the financial, emotional, and physical well-being of working mothers.
- Advocacy for longer maternity leave (six months) and improved funding for nutrition interventions is essential to improve maternal and infant health in Nigeria, as seen in Kebbi State's recent approval of a full six-month maternity leave for civil service workers.
- To address these challenges, employers should provide adequate resources like breastfeeding areas, childcare facilities, maternity coaching, and financial planning assistance for mothers on maternity leave.
- Building a support system and taking care of one's mental health are essential to address the emotional challenges faced by women during maternity leave in Nigeria, as personal stories from mothers reveal.
- Comprehensive maternity leave policies, including mandatory paid leave for a reasonable duration, flexible working arrangements, and protection against workplace discrimination, are necessary to ensure the well-being of working mothers in Nigeria.
- The government should consider implementing social welfare programs, such as maternity benefits or tax incentives for companies that provide extended paid maternity leave, as a way to address these challenges in maternity leave in Nigeria.
- Female employees in Nigeria should familiarize themselves with labor laws and company policies to ensure they are well-informed about their rights during maternity leave and pregnancy, as required by law.
