Paternity Leaves in India: Every Organisation Should Know
By announcement made by Central Civil Services Leave Rule 551(A), the Indian Central government implemented measures to grant male employees 15 days of paid paternity leave so they could tend to their spouses and new babies. This leave must be used within six months of the delivery date or fifteen days prior. There is no legislation requiring paternity leave in the commercial sector; this regulation solely applies to the public sector.
Becoming a parent is unique for both men and women. A male employee wants to spend as much time as possible with his newborn and tend to his spouse at this important time. Many known Indian companies provide their employees with an amazing 26-week paid paternity leave—an admirable gesture, while the majority of corporations with headquarters outside of India provide paternity leave to their male employees. In the business world, a company’s reputation is enhanced when it demonstrates kindness to its workers. For instance, by offering equal parental leave to its male and female employees, the company may establish itself as one that values its workers and draws in a vast pool of prospective employees.
Benefits to organisations of offering paternity leave
Companies that provide paternity leave reap several benefits. First of all, because they feel appreciated and supported by their company, it raises employee engagement and happiness. Second, recognising and appreciating men’s roles in childrearing advances gender equality in the workplace.
Challenges faced by men in taking paternity leaves
When taking paternity leave, men encounter many obstacles. Taking paternity leave can be stigmatised by society and the workplace, as it is perceived as a sign of a lack of dedication to one’s career. Men could worry about unfavourable effects on their careers, like lost prospects for growth or promotions. Low uptake is also a result of the importance of paternity leaves not being well understood and accepted.
How can businesses encourage a culture that values paternity leave?
By setting a positive example, organisations can encourage a culture that encourages paternity leave. It is recommended that senior managers take advantage of these leaves and communicate their positive experiences. Additionally, businesses might offer awareness campaigns about the advantages of paternity leave and publicly show gratitude to staff members who take time off. Additionally, it might be quite beneficial to include paternity leave rules in the company’s HR policies and make sure they are just as strong as maternity leave policies.
What adjustments are required in India to increase the use of paternity leave?
A comprehensive strategy is required to increase the uptake of paternity leave. These entail enacting legislation requiring paternity leaves in the private sector, altering cultural norms and views on men’s roles in raising children, and raising public knowledge of the advantages that paternity leaves offer to families and businesses. Additionally, employers must actively support and encourage fathers to take these leaves without worrying about the consequences to their careers.
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