Sri Lanka operates a dual-track maternity protection system that distinguishes between formal private-sector employment categories while providing universal health and nutritional support to all mothers. As of February 2026, the statutory framework has remained stable since the significant reforms introduced in 2018. No new amendments to core maternity leave entitlements have been enacted.
The two principal statutes governing private-sector maternity benefits are the Maternity Benefits Ordinance No. 32 of 1939 (last substantively amended by Act No. 15 of 2018) and the Shop and Office Employees (Regulation of Employment and Remuneration) Act No. 19 of 1954 (last substantively amended by Act No. 14 of 2018). These laws, administered by the Department of Labour, aim to safeguard maternal and child health while defining employer responsibilities.
The 2018 amendments removed earlier restrictions that had limited full benefits to the first two children. Entitlements now apply to every live birth without differentiation based on family size.
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Private-Sector Provisions
Entitlements vary according to the applicable legislation and the nature of the workplace.
Under the Shop and Office Employees Act (covering shops, offices, banks, hotels, and similar establishments):
Female employees are entitled to 84 working days of paid maternity leave for a live birth. This is typically allocated as up to 14 working days before the expected confinement and 70 working days after. In the case of a stillbirth or non-live birth, the entitlement is reduced to 42 working days.
Payment is at 100% of normal remuneration, borne entirely by the employer. The 84 working days exclude weekly holidays, Poya days, and statutory public holidays.
Under the Maternity Benefits Ordinance (primarily applicable to factory, plantation, and certain Wages Board employees):
Women are entitled to 12 weeks of maternity leave for a live birth, two weeks up to and including the day of confinement, plus ten weeks immediately following. For a stillbirth or non-live birth, the period is reduced to six weeks.
Payment is provided at the rate of six-sevenths (approximately 85.7%) of the woman’s average daily wages for the leave period, also funded by the employer.
Both laws prohibit employers from knowingly employing a woman during the four weeks immediately following childbirth, establishing a compulsory rest period.
Public-Sector and Government Employees
Female officers in the public service whether permanent, temporary, casual, or trainee are entitled to 84 working days of maternity leave with full pay for each live birth, as provided under Chapter XII of the Establishments Code (Public Administration Circular No. 4/2005, still current in 2026). This leave is treated as special leave and does not count against other leave balances.
Additional provisions allow for up to 84 days on half pay and a further 84 days on no pay, subject to departmental approval and service requirements.
Fathers in the public sector receive three days of paid paternity leave, to be taken within three months of the birth. No equivalent statutory paternity leave applies in the private sector.
Support for Informal-Sector and Non-Employed Mothers
The informal sector accounts for a large share of Sri Lanka’s female workforce, including self-employed women, domestic workers, and small-scale agricultural labourers. These women have no statutory entitlement to paid maternity leave or income replacement.
Nevertheless, all pregnant and lactating mothers regardless of employment status have access to comprehensive public health services. These include free or heavily subsidised antenatal care, delivery, and postnatal services through government hospitals, divisional hospitals, and Maternal and Child Health (MCH) clinics staffed by public health midwives.
The Thriposha programme, operated by the Ministry of Health, continues to supply free fortified supplementary food to pregnant and breastfeeding mothers as well as undernourished children under five. In early 2026, the programme received additional international support, including a USD 10 million grant from the Korea International Cooperation Agency (KOICA) to strengthen the maize supply chain and overall sustainability.
Limited cash or in-kind assistance may be available to eligible low-income families through the Aswesuma welfare scheme, though this is means-tested and not a dedicated maternity income-replacement benefit.
Additional Workplace Protections
Across both private-sector laws and the public sector, several safeguards apply:
- Prohibition on termination of employment on grounds of pregnancy or during maternity leave.
- Entitlement to two paid nursing intervals per working day for mothers nursing a child under one year of age (Shop and Office Employees Act).
- Requirement for medical certification and reasonable notice to claim benefits.
- Continuation of EPF and ETF contributions by employers during paid maternity leave periods where applicable.
Implementation, Challenges, and Broader Context
Compliance is monitored by the Department of Labour, which handles complaints and provides guidance through district offices. In practice, awareness and enforcement can vary, particularly in smaller private establishments.
Sri Lanka’s female labour force participation rate stood at 32.0% in the first quarter of 2025 (Department of Census and Statistics), remaining among the lower rates in the region despite high female educational attainment. Maternity protections are viewed as one factor supporting retention of women in formal employment, though gaps in informal-sector coverage continue to be discussed in policy forums.
The framework is broadly consistent with International Labour Organization standards on maternity protection, though coverage for informal workers remains a noted limitation. Periodic reviews consider potential expansions, such as contributory schemes, but no legislative changes had been enacted by February 2026.
Practical Considerations for Mothers
Formal-sector employees should submit medical certification confirming pregnancy and expected confinement date to their employer. Payment for the pre-confinement portion is generally required within 48 hours of proof of pregnancy.
Informal-sector and non-working mothers are encouraged to register early at the nearest government MCH clinic to access free healthcare and Thriposha support.
Sri Lanka’s maternity system provides clearly defined protections for formal-sector workers and universal health and nutritional services for all mothers. It reflects an established balance between safeguarding maternal and infant wellbeing and maintaining labour-market flexibility. Ongoing monitoring and targeted improvements could further address remaining coverage gaps, particularly for the substantial informal workforce.
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