Redeemer’s University Maternity and Paternity Leave Support Policy

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Purpose

This policy provides Redeemer’s University employees with clear entitlements and procedures for maternity and paternity leave. It aims to support family well-being, gender equality, and work–life balance while ensuring that employees are not disadvantaged due to their parental responsibilities.

Through this policy, the University demonstrates its commitment to Sustainable Development Goal 5 (Gender Equality), particularly Target 5.4, which emphasizes recognizing and valuing unpaid care and domestic work through family-supportive policies.



Scope

This policy applies to all employees of Redeemer’s University, including full-time, part-time, temporary, and contract staff, regardless of role or seniority.



Policy Objectives

Redeemer’s University shall:

  1. Provide fair and consistent maternity and paternity leave entitlements to all eligible employees.
  2. Encourage shared parenting responsibilities and reduce gender-based caregiving burdens.
  3. Protect the employment rights and career progression of parents during and after parental leave.
  4. Offer flexible work arrangements to support reintegration after leave.
  5. Promote a campus culture that recognizes family life as integral to employee welfare and productivity.


Maternity Leave Entitlement

  1. Eligible female employees are entitled to three (3) months of fully paid maternity leave.
  2. Maternity leave may commence up to six (6) weeks before the expected date of delivery, based on a medical recommendation.
  3. In the event of multiple births (e.g., twins), the University may grant additional leave days at management’s discretion.
  4. Employees may apply for annual leave to extend maternity leave if approved by the Human Resources Department.
  5. In the case of miscarriage or stillbirth after 28 weeks of pregnancy, the staff member shall be entitled to six (6) weeks of paid leave upon submission of medical documentation.


Notification and Approval

  1. Employees must submit a Maternity Leave Application Form with a doctor’s certificate stating the expected date of delivery.
  2. Applications should be submitted at least four (4) weeks before the expected start of leave.
  3. The Head of Department shall review and forward applications to the Human Resources Department for approval.
  4. HR shall maintain records of all maternity leave granted for compliance and planning purposes.


Reintegration and Support

  1. On return from maternity leave, supervisors shall conduct a reintegration discussion to review workload, scheduling, and any required adjustments.
  2. Where feasible, nursing mothers may be provided with flexible working hours or breastfeeding breaks for up to six months following their return.
  3. The University encourages open communication between mothers and supervisors to support work–life balance.


Paternity Leave

Policy Statement

Redeemer’s University recognizes the vital role that shared parenting plays in fostering gender equality and family well-being. Supporting fathers to actively participate in childcare enables women to pursue their academic and professional ambitions without disproportionate caregiving burdens.

Accordingly, the University is committed to implementing practices that allow fathers to take paternity leave, enjoy flexible work arrangements, and access family-friendly support systems within a culture of respect, equity, and inclusion.



Paternity Leave Entitlement

  1. Eligible male employees are entitled to a minimum of ten (10) working days of paid paternity leave following the birth or legal adoption of a child.
  2. The leave must be taken within six (6) months of the child’s birth or adoption.
  3. Employees must submit a Paternity Leave Application Form and provide supporting documentation such as a birth certificate, medical record, or adoption papers.
  4. The leave is non-transferable and may not be combined with other forms of leave except with prior approval from the Human Resources Department.
  5. In the case of multiple births, management may approve an extended duration at its discretion.


Flexible Work Arrangements

After returning from paternity leave, eligible staff may request:

  1. Flexible work hours for up to three months.
  2. Temporary remote or hybrid work arrangements.
  3. Adjusted teaching or duty rosters.
  4. Coordinated leave schedules where both parents are employed at the University.

These arrangements are subject to departmental needs and must be approved by the Head of Department and Human Resources.



Support Mechanisms

The University will:

  1. Provide family counselling and parental wellness support through the Health and Wellness Centre.
  2. Facilitate parenting and family management workshops in collaboration with the Centre for Gender, Humanitarian and Development Studies (CGHDS).
  3. Integrate fatherhood inclusion into gender sensitisation campaigns and staff development training.


Protection Against Discrimination

Employees who exercise their rights under this policy shall not face discrimination, harassment, or disadvantage in career progression or performance evaluation.

Any alleged violation will be addressed under the University’s Anti-Discrimination and Equal Opportunity Policy.



General Guidelines

Eligibility

  1. All confirmed and probationary employees with at least six (6) months of continuous service are eligible for paid maternity or paternity leave.
  2. Contract staff and those with less than six months of service may apply for unpaid leave at management’s discretion.

Notification and Approval Process

  1. Applications must be submitted to the employee’s Head of Department with adequate notice.
  2. Departments shall forward applications to the Human Resources Department for verification and approval.
  3. The HR Department shall maintain confidential leave records and monitor compliance with this policy.

Coordination Between Parents

Where both parents are employees of Redeemer’s University, HR will coordinate leave schedules to ensure adequate family support while maintaining departmental operations.

Reintegration and Monitoring

  1. Supervisors must ensure fair workload distribution upon the employee’s return.
  2. The Human Resources Department shall prepare an annual report summarizing the number of maternity and paternity leaves granted and identifying any challenges or compliance issues.
  3. Findings will inform updates to this policy and contribute to broader gender inclusion strategies.


Implementation and Review

The Human Resources Department shall oversee enforcement of this policy, while the Centre for Gender, Humanitarian and Development Studies (CGHDS) shall provide advisory oversight on gender equity and family inclusion standards.

This policy will be reviewed every three (3) years, or as necessary, to ensure compliance with national labour laws and international best practices.

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