Maternity and Paternity Policy

1. Purpose
To support the full participation of both parents in childcare and ensure that neither parent’s career is unduly penalized by childbirth or early childrearing responsibilities.

2. Scope
This policy applies to all employees (full-time, part-time, academic and administrative) regardless of gender, contract type, or tenure.

3. Eligibility

• Employees who have completed at least 6 months of continuous service are eligible.

• Adoptive or foster parents are eligible under the same framework.

4. Maternity / Gestational Parent Leave

• Duration: 90 calendar days paid leave (full-time); pro rata for part-time.

• Additional leave: Up to 30 days unpaid or deducted from annual leave in case of complications, prematurity, or hospital stay.

• Pay: Full base salary during maternity leave.

• Pre-leave flexibility: Employee may choose to start leave up to 4 weeks before expected delivery, or delay start with medical consent.

• Benefits continuity: All contractual benefits (health insurance, pension contributions, etc.) continue during paid leave.

• Return to work: Right to return to same position or equivalent; protection against demotion or pay reduction.

5. Paternity / Non-Gestational Parent Leave

• Duration: 10 working days (or 2 calendar weeks) of fully paid leave, usable within the first 2 months following birth (or adoption).

• Optional usage: The non-gestational parent may choose to take the leave all at once or split it into parts (e.g. 5 + 5 days).

• Pay: Full pay, not deducted from annual leave.

• Notification: At least 4 weeks’ notice (or as soon as practicable), and copy of birth certificate or legal adoption documents.

6. Shared Parental / Parental Leave (Optional Extension)

• After the maternity and paternity leave, employees may apply for up to 4 weeks of additional shared parental leave that either parent can take, paid at e.g. 50% of salary or unpaid (depending on budget).

• The aim is to encourage sharing of childcare responsibilities.

7. Breastfeeding & Lactation Support

• After return, the gestational parent is entitled to two breaks per workday totalling 60 minutes for breastfeeding or expressing milk (flexible scheduling).

• Access to a private, hygienic lactation room with refrigerator and sink.

• This support continues until the child is at least 1-year-old or as medically advised.

8. Flexible Working / Phased Return

• On return from leave, employees may request flexible arrangements (e.g. part-time, modified hours, telework) for up to 6 months.

• Requests should be considered reasonably, balancing operational needs, and a decision given in writing.

9. Job Protection & Non-Discrimination

• Employees returning from leave will retain their job or equivalent position, with same terms, salary, benefits, and seniority.

• Taking or requesting leave cannot be grounds for negative performance review, demotion, or dismissal.

• Complaints of discrimination or harassment related to pregnancy, leave, or caregiving will be addressed under the university’s anti-discrimination policy.

10. Accrual of Benefits & Seniority

• While on paid maternity or paternity leave, employees continue to accrue annual leave, service years, and other relevant seniority-based rights.

• On half- or unpaid periods, accrual may be suspended but counted for job‐security calculations.

11. Funding & Administration

• The university budget should allocate resources to support paid leave.

• Human Resources is responsible for tracking, approving, and coordinating leaves, as well as communicating rights to employees.

12. Review & Amendment

• This policy shall be reviewed every 2 years or sooner as needed.

• Stakeholder consultation (employee representatives, faculty associations, etc.) is required before amendments.

Effective Date: October 12, 2022

Review Date: Jun 18, 2024