DUBAI — The UAE has established itself as a leader in the region in supporting working mothers. While the country already mandates a minimum of 60 days of maternity leave, with 45 days at full pay and 15 days at half pay, an increasing number of companies are exceeding these legal requirements.
With the new policy in 2024, several companies will provide 120 days of maternity leave, significantly more than the current legal minimum. By taking this step, they have demonstrated their steadfast dedication to the health and happiness of their employees and to creating a welcoming workplace for all.
In response to the inquiry about VFS Global’s decision to extend maternity and paternity leave in GCC countries, Kathryn Martin, Regional HR Head for the Middle East & North Africa, emphasized the company’s commitment to prioritizing its employees’ well-being and career growth.
Martin underscored VFS Global’s employee-centric approach, highlighting the importance of providing ample time for new mothers to bond with their newborns and to fully recover emotionally and physically. This extended leave period supports employees’ health and happiness, enabling them to return to work with renewed enthusiasm and dedication, ultimately contributing to a more fulfilling and productive work environment. The impact of this progressive step extends beyond the UAE’s borders, as the new policy applies to employees in other GCC markets.
At A Glance UAE Leadership in Supporting Working Mothers: The UAE sets a regional benchmark by doubling the mandated maternity leave to 120 days in 2024, showcasing a commitment to employee health and happiness. Benefits of Extended Maternity Leave: Extended leave not only improves maternal and infant health but also enhances employee satisfaction, retention, and contributes to a positive work environment. Attracting and Retaining Talent: Generous maternity leave policies serve as a key factor in attracting top talent, promoting gender equality, and fostering a culture of inclusivity. Challenges and Implementation: Companies face operational and financial challenges in implementing extended leave, requiring effective planning and adaptation to diverse legal and cultural landscapes. Empowering Women in the GCC: Extended maternity leave support women in balancing career and family responsibilities, promoting economic productivity and growth. Future Outlook: The success of extended maternity leave policies will provide valuable insights for further enhancing workplace policies and promoting gender equality in the region.
Benefits of Extending Maternity Leave
Extending maternity leave beyond the legal minimum offers numerous benefits to both employees and employers.
Improved maternal and infant health: Studies have consistently shown that extended maternity leave leads to better health outcomes for mothers and babies. It reduces the risk of postpartum depression, encourages better infant feeding practices, and enhances child development.
Enhanced employee satisfaction and retention: Companies that offer generous maternity leave demonstrate their commitment to employee well-being. This fosters a sense of loyalty and satisfaction among employees, leading to higher retention rates and a more stable workforce. Ultimately, this contributes to a positive work environment and company culture.
Attracting and retaining top talent: In today’s competitive job market, comprehensive maternity leave policies can be a decisive factor in attracting and retaining top talent. Female professionals, in particular, seek out supportive workplace environments that prioritize work-life balance and family-friendly policies.
Promoting gender equality and diversity: Extending maternity leave creates a more equitable workplace for women, allowing them to balance their personal and professional responsibilities more effectively. This promotes gender equality and diversity within the organization, fostering a culture of inclusivity where all employees can thrive.
Extending maternity leave goes beyond fulfilling legal obligations. It represents a strategic investment in employees’ health and well-being and demonstrates a commitment to fostering a diverse and inclusive workplace.
“Maternity leaves are designed to accommodate the unique needs of women during pregnancy, childbirth, and early parenthood. Sufficient maternity leaves give women employees the equal opportunity to pursue a career while caring for a newborn,” Martin says.
Implementation and Challenges
While adopting extended maternity leave is a positive step, it’s essential to consider the potential challenges associated with its implementation:
Operational considerations: Extending leave periods may require companies to adjust their operations, including workload distribution, temporary staffing, and project timelines. Effective planning and communication are crucial to ensure smooth functioning during employee absences.
Financial costs: Implementing an extended leave policy may incur additional costs for companies, such as salary payments, temporary staff replacements, and potential training expenses. Businesses must carefully assess these costs and develop sustainable strategies to manage them.
Standardization across different markets: Extending the policy across various GCC countries necessitates navigating diverse legal and cultural landscapes. Companies must ensure compliance with local regulations and adapt their approach to suit the specific context of each market.
In this context, Martin emphasized the influence of cultural norms and societal expectations on the opportunities available to women in the GCC. She explained that globally, women are expected to seamlessly balance professional and domestic roles, which can pose challenges in providing equal opportunities compared to their male counterparts.
Initiatives such as VFS Global’s extension of maternity leave ensure women are included in building their careers while managing family responsibilities.
Martin highlighted that such initiatives allow women to prioritize their family’s needs without sacrificing their career aspirations. They ultimately reduce stress and burnout associated with juggling multiple roles and responsibilities and contribute to women’s participation in the industry, thus promoting economic productivity and growth.
A Glimpse of the Future
Martin elaborated on the contributions of women-led organizations and advocacy groups in promoting gender equality and empowering women in the GCC.
In an interview with TRENDS, she said that several women-led organizations in the region actively work towards women’s empowerment, with VFS Global collaborating closely with UN Women on various initiatives. Martin proudly mentioned VFS Global’s membership in the UAE chapter of the Unstereotype Alliance, convened by UN Women, aimed at eliminating gender stereotyping in marketing activities.
Extending maternity leave creates a more equitable workplace for women, allowing them to balance their personal and professional responsibilities more effectively. This promotes gender equality and diversity within the organization, fostering a culture of inclusivity where all employees can thrive.
Kathryn Martin, Regional HR Head for the Middle East & North Africa at VFS Global
Looking ahead, Martin outlined critical areas requiring further attention and action to advance the status of women in the GCC region. She stressed the importance of providing women and men equal opportunities in all aspects of life, emphasizing that this would boost women’s confidence to succeed more in their chosen careers.
Moving beyond the minimum legal requirements signifies a company’s commitment to building a supportive and inclusive work environment. By investing in the well-being of their female employees, these companies pave the way for a future where talent is valued regardless of gender, and work-life balance is achievable for all.
The success of these extended maternity leave policies will be closely monitored. Their impact on employee satisfaction, retention, and company performance will likely serve as valuable insights for future developments in the region’s workplace landscape.