Final answer:
A female employee is typically eligible for maternity leave for her third child, as modern employment laws, influenced by historical changes in women's employment rights, prohibit discrimination based on the number of children.
Step-by-step explanation:
The evolution of women’s rights in the workplace has led to significant changes in the laws governing employment practices, particularly concerning maternity leave and non-discrimination. In the 1960s, women aimed for tangible improvements, such as safeguards against dismissal due to life events like marriage and childbirth, which was a common practice. This not only affected a woman's chance for advancement but endorsed the idea that female employment was merely temporary.
Protection against discrimination for women who plan to become pregnant or are returning to work post-pregnancy is now an integral part of employment laws in many countries. This includes allowing eligible female employees, regardless of whether it's their first or subsequent child, to take maternity leave. By the 1950s, various industrial nations had provisions for time off and financial compensation for pregnant employees, and by 1978 the United States enacted the Pregnancy Discrimination Act, which protected pregnant women's employment rights. This act also laid the groundwork for the later Family and Medical Leave Act, which allows employees to take up to 12 weeks of unpaid leave per year for family reasons, including childbirth.
In essence, a female employee is generally eligible for maternity leave for her third child under employment law, as the law prohibits discrimination based on the number of children.