idering the seasonal nature of the establishment, the days during which the factory remained closed has to be added to the days that the petitioner worked. Keeping this view in mind, the Gujarat High Court held that she has undisputedly completed 160 days as required by the Act. She therefore qualified for the benefit under Section 5(2). B. Shah v. Presiding Officer, Labour Court, Coimbatore and Ors. Facts The respondent is a woman worker working in Mount Stuart Estate belonging to the appellant. She was allowed maternity leave. After her delivery, the appellant paid her maternity benefit amount equivalent to average daily wages for 72 working days for the 12 weeks of maternity leave, excluding 12 Sundays being wage less holidays. Her claim for 84 days, being wages for all seven days of the week for 12 weeks was refused. Judgment The Supreme Court applied the beneficial rule of construction in favour of the woman worker. The Court observed that the benefit under the Act along with Article 42 of the Constitution was intended to support the woman worker not only to subsist but to make up her dissipated energy, nurse her child, preserve her energy as a worker and maintain her level of previous efficiency and output. During the maternity period, a woman cannot work for a living and also needs extra income for her medical expenses to preserve her health. The Court therefore held that all Sundays and rest days must be included for the computation of the maternity benefit. 4. International Comparison United States of America Maternity leave in the United States is regulated by US labor law. There is a right to a temporary and unpaid period of absence from employment granted to expectant or new mothers during the months immediately before and after childbirth. These policies are generally aimed at supporting the mother’s full recovery from childbirth and facilitating a stronger mother-child bond. The Family and Medical Leave Act of 1993 (FMLA) requires 12 we>