UAE Companies Embrace Progressive Paternity Leave Policies to Support New Fathers
In the United Arab Emirates (UAE), fathers are typically entitled to a mere five working days of paternity leave under labor law. However, pioneering companies are challenging this norm by introducing more generous parental leave policies and comprehensive support programs for new fathers.
One such trailblazer is the Chalhoub Group, a renowned luxury goods retailer. Recently, they made headlines by extending paternity leave from the standard 14 days to an impressive 30 calendar days in eight countries, including the UAE. This bold move catapults Chalhoub Group into the top echelon of companies in the region for parental leave benefits and has earned them recognition as a parent-friendly employer by the Abu Dhabi Early Childhood Authority.
Beyond just extending leave, Chalhoub Group has implemented an innovative employee assistance program. This program encompasses flexible working hours, remote work options, and mental health support tailored not only for parents but for all employees. Wasim Eid, the group’s head of people and culture, emphasizes the intrinsic value of their workforce and their commitment to supporting them through various professional and personal life stages.
Research underscores the importance of fathers’ involvement in childcare, citing benefits such as enhanced bonding, child development, and stronger parenting relationships. A survey conducted by UN Women revealed widespread support (86 percent of respondents) across the Middle East and North Africa for expanded paternity leave policies. This growing recognition of the significance of parental involvement is driving companies to reassess their employee benefits packages.
While paternity leave policies may not traditionally be a primary consideration for job seekers, there is a noticeable shift in attitudes. Candidates are increasingly prioritizing non-financial benefits, particularly paternity leave, in their search for employment opportunities. Viachelsav Shakhov, managing partner of GCC recruitment firm Cooper Fitch, notes that such policies contribute positively to employee engagement, thereby benefiting businesses in a competitive marketplace.
However, progressive parental leave policies are just one aspect of supporting new fathers. Flexible working arrangements also play a pivotal role in facilitating work-life balance. Companies across the GCC are exploring innovative approaches, including cash rewards for newborns and remote work options, to accommodate the diverse needs of their workforce.
WSP Middle East, a professional services consultancy, is among the companies recognizing the evolving needs of new fathers. They recently announced an extension of their paternity leave policy to 10 working days, accompanied by four additional remote-working weeks. Richard Stilcoe, HR director at WSP Middle East, emphasizes the importance of providing guidance and support to fathers navigating their newfound roles.
Similarly, S&P Global has introduced an industry-leading 26 weeks of paid parental leave globally, underscoring their commitment to supporting working parents. Dimitra Manis, a representative from S&P Global, highlights the significance of fostering a supportive environment where employees can successfully integrate their professional and personal responsibilities.
Microsoft is also making strides in this domain by offering six weeks of paid leave to new fathers in the UAE, including adoptive parents. Zeina Fakhry, Microsoft’s director of HR for the Middle East, emphasizes the importance of providing fathers with valuable time to bond with their newborns and adjust to the demands of parenting.
In essence, these initiatives reflect a paradigm shift in workplace culture, where companies prioritize the holistic well-being of their employees. By championing progressive parental leave policies and comprehensive support programs, these companies are not only attracting top talent but also fostering a more inclusive and supportive work environment for all.