From Sweden to India: A Global Look At Maternity Benefits And Childcare Gaps

Motherhood is not an occasion—it is a journey. It is beautiful yet demanding, heartwarming yet challenging, and life-changing. I did not become a mother the day my daughter was born; I am becoming a mother every day. When she was born, I had family around me, but understandably, I was not the focus. The hands-on motherhood began when our 10-day-old bundle of joy came home. What followed next, I was not prepared for, despite thirty years of life experience. I received 90 days of paid leave, including the last days of my pregnancy. We neither had access to a daycare at work nor were we living with extended family. The only option was to rely on house helpers - sometimes great but often difficult to manage. One of the primary reasons for us, and many families around us, to have only one child is the lack of proper childcare support.  

This is why we have written this piece. As women deeply invested in motherhood, we seek to highlight the need for systemic and cultural support that enables mothers, children, and families to live with dignity and hope - free from exhaustion, insecurity, and pressure. We present a global comparison of policies, contextual challenges, and the possible way forward.

The Universal Yet Unequal Journey of Motherhood

In Sweden, a mother cradles her newborn as snow falls outside. She has over a year of paid leave to recover, bond with her child, and ease into motherhood. Halfway across the world, in California, a new mother sets an alarm just days after childbirth. She is anxious about returning to work without paid leave, and a day off means lost income, crucial to sustaining her family.

The two women, living in distant countries, experience motherhood through starkly different policies. Maternity benefits and childcare policies remain deeply unequal across the world. While we celebrate International Women’s Day with much aplomb year after year, we must examine the disparities - why do some nations recognise the value of supporting mothers?

In such nations, social insurance or public financing removes the financial burden from the employers. In contrast, employer-paid systems discourage businesses from hiring women of childbearing age. Additionally, when maternity leave is unpaid or underpaid, mothers are forced to return to work early, which negatively impacts infant health. The nation’s culture, history, and politics shape the accessibility of maternity leave policies.

The Global Picture: A Comparative Analysis

Maternity benefits have existed for over a century, yet their scope and implementation vary significantly. Over 800 million women lack maternity benefits due to their employment in the informal sector. Workplace discrimination remains a serious concern, with many pregnant women fearing job loss. In China, some companies have labelled women of childbearing age as "time bombs." The ILO sets a minimum standard of 14 weeks of leave, recommending 18 weeks at no less than two-thirds of prior earnings.

Eastern European and Nordic countries lead the way. Bulgaria offers 58.6 weeks (over a year) at 90% pay. In Estonia, Hungary, and Sweden, paid parental leave extends beyond a year. The United States is the only developed OECD country without federally mandated paid maternity leave, barring a few states with their own laws. On the other hand, Japan provides 52 weeks of paid paternity leave, but only 17% avail it due to workplace stigma. Shared parental leave models in Sweden and Iceland encourage gender equality by allowing both parents to share childcare responsibilities more equitably.

The developing world has also made progress. Until recently, Papua New Guinea had no national paid leave for new mothers. Ethiopia expanded maternity leave from 90 to 120 days. Kenya and Ghana have also extended benefits to meet ILO standards.

Maternity Benefits in India

India's maternity policies are primarily governed by the Maternity Benefit Act 1961, which applies to workplaces with at least 10 employees. Under this law, women can take up to 26 weeks of paid leave for their first two children, with up to 8 weeks allowed before childbirth. The leave is reduced to 12 weeks for the third child and beyond. Further, women who adopt a child under three months old are entitled to 12 weeks of maternity leave. During the leave, employers must pay the full salary. Women cannot be dismissed or discriminated against for taking this leave. They may work from home depending on their job role and employer approval. For workplaces with 50 or more employees, a crèche facility is mandatory, allowing mothers to visit up to four times daily. 

The Childcare Crisis

While the above provisions exist, there are laps in implementation. Despite having 50 or more employees, many organizations fail to provide crèche facilities as mandated. A 2019 report revealed that nearly half of surveyed employers found it "moderately or very challenging" to comply, citing issues such as cost, space constraints, and perceived lack of demand. 

As families migrate for work and urban living, traditional support systems in India are rapidly eroding. Working parents often face limited options between hiring expensive daycare services or relying on domestic help, which presents financial, social, and emotional challenges. The caregiving sector is fragmented and largely unregulated, with domestic workers often leaving their own children behind to care for others. The sector is unregulated, at the mercy of demand and supply, and includes unskilled labour. There is a dearth of government interventions aimed at training caretakers. 

Many mothers, in particular, feel compelled to leave their jobs due to the lack of reliable childcare, reinforcing gender roles and limiting career progression. They face immense pressure to balance professional and familial responsibilities, often portrayed as "superwomen." India also lacks a legal mandate for paternity leave in the private sector. According to the IFC, introducing paid paternity leave can support shared parenting and reduce pressure on women. 

A Call to Action

As of 2023, India's female labour force participation rate stood at approximately 37%, significantly below the global average of 47% and lower than the 77% rate for Indian men. Improving childcare support could substantially increase women's participation in the workforce and promote economic growth and inclusive development. Further, India's position on the World Happiness Index reflects the broader societal impact of these issues. In 2025, India ranked 118 out of 150 countries, indicating a low overall happiness level among its citizens. Addressing childcare challenges may enhance the overall well-being and happiness of Indian society.

"A nation that nurtures happier mothers shall cultivate happier families."

Authored by Monica Sareen, strategic communications and research professional; and Dr Ritika Mahajan, academician and consultant. Views expressed by the author are their own.