PARENTAL LEAVE CAN’T JUST BE FOR MOTHERS
Parental Leave is Labor Law related concept where every country has its own law in relation to Parental Leave. Many companies and countries look upon children have only mothers! They emphasize on “Maternity Leave” and “Flex time for mothers” and “On ramping for new mothers”. Meantime there are few countries have moved to a new environment where parenthood has become gender neutral.
The example that everybody knows is Sweden, where “Parental Leave” replaced “maternity leave” back in 1974, to ensure that women and men enjoy same opportunities, rights and obligations in all areas of life. Therefore, men and women are allowed to share almost 70 weeks of paid leave. The policy states that men are obliged to take at least 8 weeks of that or lose the benefit. In Norway, its 14 weeks. Realizing the importance and the suit requirement on the same Germany, United Kingdom have both now passed similar policies. Italy offers 3 months of paid leave for new dads. Governments of Luxemburg and the Czech Republic also offer paid leaves to both parents. (Wittenberg-Cox, 2015)
As contrast the global economy giant United States offer zero paid parental leave. There isn’t a law of maternity leave and some other countries with same policies are Lesotho, Swaziland and Papua New Gunea. Given this situation the individual companies decide on what to do. (Wittenberg-Cox, 2015)
Global
Context!
Vodafone
has announced that it will offer 16 weeks of maternity leave to all its
workers, including those in the U.S. Moreover, it has offered the additional innovation
that for the first six months after returning from maternity leae, new mothers
can work 30 hours a week at full pay. “We think it’s unique in its nature,”
says Chuck Pol, Vodafone’s president of the Americas.
The drawback to this policy is that it is aimed at only women. Again women are streamlined into the stereotype gender roles where women are mothers and men are workers. The biggest challenge is in the younger generation where they are more focused on family centric that they want to spend more time with their families. It is rigid for older companies to adapt to the change but tech giants like Facebook, Instagram offer 17 weeks off to the fathers. (Wittenberg-Cox, 2015)
Table
1
|
Perks of Parental Leave |
||
|
Employer |
Employee |
Children |
|
Happy and motivated workforce |
Strengthening partnership with family |
Lower infant mortality rates |
|
Increased female labor force |
Establishing a parental role from the
very beginning stages |
Parents love and affection from the time
of birth |
|
Decrease in leave requirement |
Securing a lifelong strong bond with their children |
Will increase child brain development
and output |
|
Less employee turnover due to their
belongingness |
Feeling energized, belonging as an
employee |
All their health benefits (Vaccination,
Breastfeeding) are met on time. |
|
Increased productivity / outcome |
Helping spouse career and funding family
expenses |
Decrease in Underweight and mal
nutrition state in their early childhood. |
Source:
In conclusion, we should applaud the countries who has accepted that both men and women should be given same benefits in terms of parental leave, and they an example for emerging growing countries to adapt same as its gives gender equality in workplace and also increase work life balance which is reflect in their performances due to the importance and respect shown by their employers.
References
Colantuoni, F. et al., 2021. McKinsey &
Company. [Online]
Available at: https://www.mckinsey.com/business-functions/organization/our-insights/a-fresh-look-at-paternity-leave-why-the-benefits-extend-beyond-the-personal#
[Accessed 10 August 2021].
Hayes, T. O.
& Barnhorst, M., 2020. AMERICAN ACTION FORUM. [Online]
Available at: https://www.americanactionforum.org/research/how-children-benefit-from-paid-family-leave-policies/
[Accessed 10 AUGUST 2021].
Wittenberg-Cox,
A., 2015. Harvard Business Review. [Online]
Available at: https://hbr.org/2015/03/parental-leave-cant-just-be-for-mothers
[Accessed 10 August 2021].
Good article Arun, as you have mentioned the paternity leaves are as important as maternity leaves and crucial for family well-being but unfortunately most of the Southeast Asian countries have not been giving much focus for paternity laves but it can be seen the trend is changing and countries like Indonesia, Philippines and Vietnam have started varying paid paternity leaves.
ReplyDeleteAgreed with you Arun. Being a parent is a great joy and a huge responsibility for both parents. But only maternity leave is available in many companies in SL. Most Asian countries like us do not allow paternity leave. Because culture and tradition imply that the mother will shoulder all responsibilities. Definitely, this should change. Currently, some multinational companies in SL are granting a few weeks of paternity leave.
ReplyDeleteuncommon topic Arun.
ReplyDeleteInteresting and you have nicely written. you have explained and describe the importance of paternity leave as well as how it affects organizational performances in the global context.
Nicely written and agree with your argument Arun. As everyone commended allowing leave to both parents is not practiced in Sri Lanka. But allowing leave only for the mother, increases their stress as the mothers too, need help at this stage. If the companies can implement this strategy it will definitely act as an Emotional motive to boost the employee motivation.
ReplyDeleteThe concept on parental leave for both mothers and fathers has caused much arguments in the corporate world. If organizations make employees feel supported on getting parental leave organizations can easily go far longer, since mental health of employees crucial in achieving organisational goals.
ReplyDeleteGood topic with fresh view Arun,
ReplyDeleteThis is mainly effect to the mentality side of employees and finally its a motivating point and boost employee engagement. From the organisation profit concern most of employers preventing encourage this era but the topic has a effect on employee productivity concern.
ReplyDeleteAs everyone praised, Sri Lanka does not enforce permission for both parents. But only allowing the mother to take leave increased her pressure because the mother also needs help at this stage. If the company can implement this strategy, it will definitely become an emotional motivation to enhance employee enthusiasm.
Well discussed topic and as mentioned most of the companies practice maternity leave but few of them have the option as Paternity leave. It is kind of discrimination as well. As father also contributing a lot during the delivery period and even after the delivery as a support for his wife, it will definitely become an emotional motivation to male employees during their stressful time.
ReplyDelete