Sustainable Development Goals Initiatives 2023–2024

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SDG 5: Focus Areas

5.6.9 Paternity policy

Parental Policy (Family Support)

  1. General Definitions
University of Bahrain University
University President President
Family Support Leave

Any form of paid or unpaid leave granted to employees for family-related responsibilities, in accordance with the Civil Service Law and its Executive Regulations, including:

  • Maternity Leave: A paid leave of 60 days, commencing from the official date of childbirth.
  • Special Leave for an Employee: A short-term, emergent leave granted for any reason, including the birth of a child for him, in accordance with Article 32 (c) of the Executive Regulations of the Civil Service Law.
  • Marriage Leave: Three working days of paid leave granted once during an employee’s service.
  • Bereavement Leave: Three working days of paid leave granted upon the death of a relative up to the fourth degree.
  • Waiting Period Leave (Iddah): A leave period of four months and ten days for a Muslim female employee in the case of her husband’s death.
  • Nursing Leave: Two hours daily following maternity leave until the child reaches two years of age.
  • Sick Escort Leave: Paid leave to accompany a relative up to the fourth degree who is receiving medical treatment outside of Bahrain, with a maximum of 60 working days per year.
  • Disability Care Leave: A daily two-hour leave for an employee responsible for caring for a dependent person with a disability.
  • Unpaid Leave (for Family Reasons): Granted to a married couple if one spouse travels to work or reside abroad, in accordance with paragraph (a) of Article (32) of the Executive Regulations of the Civil Service Law.
  • Childcare Leave: Granted to a female employee to care for her child under six years of age (with a maximum of two years at a time and for a total of three times throughout her service).
Family Support Measures Locations and facilities (such as nursing rooms, flexible working hours, and childcare or disability support) provided by the University.
  1. Policy Objective

This policy aims to create a family-friendly environment that supports work-life balance, promotes the well-being of academic and administrative staff and students, and facilitates women’s participation and continuity in study or work at the University by providing institutional support and procedural facilities, in accordance with civil service legislation.

  1. Policy Scope

This policy applies to academic and administrative staff and students who require family-related support or facilities during their period of study or employment.

  1. Policy Content

4.1 Commitment to Family Support: The University recognizes that family and caregiving responsibilities are an integral part of community life. Therefore, it is committed to providing structured leave benefits, flexible work options, and family support measures.

4.2 Core Principles:

    • Compliance: All family support leave for academic and administrative staff is applied in accordance with the Civil Service Law and its Executive Regulations, while also implementing the additional facilities approved by the University in this policy.
    • Inclusivity: Family support is available to all eligible academic and administrative staff and students, regardless of gender or social status.
    • Flexibility: The relevant/competent authority in the University may adjust workload or study schedules to accommodate parenting or caregiving needs.
    • Confidentiality and Respect: All leave requests and documents are processed with strict confidentiality and in accordance with the Personal Data Protection Law No. 30 of 2018.
  1. Roles and Responsibilities
  • University Council: Approves the policy.
  • General Manager of Administrative Services: Ensures the integration of family support initiatives for academic and administrative staff across various organizational units of the University.
  • Human Resources Manager: Manages all leave and family support provisions in accordance with the Civil Service Law, its Executive Regulations, and this policy.
  • Dean of Student Affairs: Provides academic facilities and advisory support to students.
  • Sustainability Committee: Monitors the impact of family support initiatives on the University’s achievement of Sustainable Development Goals (SDG 5 and SDG 3).
  1. Policy Procedures

6.1 Leave Request Process: Staff submit a formal leave request to their direct supervisor using the standardized form along with supporting documentation. The supervisor then forwards the request to the Human Resources Department. Students submit their requests to the Deanship of Student Affairs to obtain family support accommodations and measures.

6.2 Return to Work and Study: Following an employee’s return to work or a student’s return to study, the following shall be considered:

    • Alleviation of Academic and Administrative Loads: For academic staff returning from extended maternity or childcare leave, the academic department, in coordination with the college dean, may grant a temporary reduction in teaching load, administrative duties, or both for one semester following their return. This is to ensure effective reintegration into the academic environment without a negative impact on professional development.
    • The relevant authorities may adjust the administrative workloads for administrative employees returning from maternity leave or family support leave.
    • Nursing mothers (female employees) are entitled to nursing leave (care hours) upon submission of supporting medical certificates.
    • Students benefit from the facilities granted to them in accordance with the Study and Examinations Regulations concerning emergent excuses related to family support.

6.3 Support Measures: The University allocates private and secure lactation rooms within the campus for nursing female employees and students. The University grants flexible work mechanisms or temporary remote work options, wherever feasible, to accommodate parenting or caregiving responsibilities, in alignment with Civil Service Regulations. The Deanship of Student Affairs provides advisory services to students concerning family support.

6.4 Monitoring and Reporting: The Human Resources Department maintains records of all family support leave requests and approvals for internal review and evaluation. The Sustainability Committee is responsible for collecting data related to leave rates and publishes a summary of the findings as part of the University’s Impact Report (SDG 5 and SDG 3).

  1. Contact and Information

For further assistance regarding the implementation of this procedure, related inquiries may be directed to the (General Manager of Administrative Services):

Email: dgas@uob.edu.bh

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