Maternity and Paternity Policy

An-Najah National University (ANNU)

1. Purpose

This policy supports the full participation of both parents in childcare and ensures that neither parent’s career is unduly penalized by childbirth or early childrearing responsibilities.

In particular, maternity support is intended to strengthen women’s retention in employment, career progression, participation in teaching and research, and access to leadership and decision-making opportunities. Pregnancy, maternity leave, breastfeeding, and associated caregiving responsibilities shall not disadvantage women in professional development, performance assessment, promotion, research opportunities, or consideration for leadership roles.

2. Scope

This policy applies to all employees, including full-time and part-time academic and administrative staff, regardless of gender, contract type, or tenure.

3. Eligibility

• Employees who have completed at least six 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 of paid leave for full-time employees; pro rata for part-time employees.

• Additional leave: Up to 30 days unpaid or deducted from annual leave in cases of complications, premature birth, or hospitalization.

• Pay: Full base salary during maternity leave.

• Pre-leave flexibility: Employees may choose to start leave up to four weeks before the expected delivery date or delay the start with medical consent.

• Benefits continuity: All contractual benefits, including health insurance and pension contributions, continue during paid leave.

• Return to work: Employees have the right to return to the same position or an equivalent position, with protection against demotion or reduction in pay.

5. Paternity / Non-Gestational Parent Leave

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

• Optional usage: Leave may be taken consecutively or divided into separate periods, such as five days followed by another five days.

• Pay: Full pay, without deduction from annual leave.

• Notification: At least four weeks’ notice, or as soon as practicable, with a copy of the birth certificate or legal adoption documents.

6. Shared Parental / Parental Leave — Optional Extension

• Following maternity and paternity leave, employees may apply for up to four weeks of additional shared parental leave that either parent may take.

• This optional extension may be partially paid, for example at 50% of salary, or unpaid, depending on the approved budget. Human Resources shall confirm the applicable payment terms in writing before the leave begins.

• The purpose is to encourage shared childcare responsibilities and support women’s continued participation in employment.

7. Breastfeeding and Lactation Support

• Following return to work, the gestational parent is entitled to two breaks per workday totaling 60 minutes for breastfeeding or expressing milk, with flexible scheduling.

• Employees shall have access to a private, hygienic lactation room with a refrigerator and sink.

• This support continues until the child is at least one year old or for longer where medically advised.

8. Flexible Working / Phased Return

• Employees returning from leave may request flexible arrangements, including part-time work, modified hours, or telework, for up to six months.

• Requests shall receive reasonable consideration, balancing employee needs and operational requirements, with decisions communicated in writing.

• Supervisors shall coordinate a return-to-work plan with the employee and Human Resources where needed, addressing workload, scheduling, and continuity of teaching, research, or administrative responsibilities.

9. Job Protection, Women’s Participation, and Non-Discrimination

• Employees returning from leave shall retain their position or an equivalent position with the same terms, salary, benefits, and seniority.

• Requesting or taking leave shall not constitute grounds for an adverse performance review, demotion, dismissal, or exclusion from professional opportunities.

• Women shall retain equal access to promotion, training, research funding, research collaboration, committee membership, and leadership opportunities during pregnancy and following maternity leave.

• Performance and promotion assessments shall account fairly for authorized leave. Periods of maternity leave shall not be treated as poor performance or lack of professional commitment.

• Academic units and supervisors shall support continuity and resumption of research participation through appropriate handover arrangements, workload planning, and consideration of adjustments to internal deadlines where permitted.

• Complaints relating to pregnancy, maternity or paternity leave, breastfeeding, or caregiving shall be handled through the complaint procedure below and the University’s applicable anti-discrimination procedures.

10. Accrual of Benefits and Seniority

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

• During partially paid or unpaid periods, accrual may be suspended, but these periods shall count for job-security calculations.

11. Funding, Administration, and Application Procedure

Responsible office

The University’s Human Resources office is responsible for receiving applications, verifying eligibility, approving and recording leave, coordinating payroll and benefits, and communicating employees’ rights. Heads of departments and direct supervisors shall cooperate with Human Resources to arrange work coverage and return-to-work support.

Application procedure

1. The employee shall submit a written leave request to Human Resources, notifying their direct supervisor, at least four weeks before the expected leave start date where practicable.

2. The request shall specify the type of leave, proposed start and end dates, and any related request for additional leave or flexible working arrangements.

3. Supporting documentation shall be provided as appropriate, such as a medical certificate confirming the expected delivery date, a birth certificate when available, or adoption or foster-placement documentation.

4. Where childbirth, medical complications, or other circumstances prevent advance notice, the employee shall notify Human Resources as soon as practicable. An inability to provide advance notice shall not, by itself, justify refusing otherwise eligible leave.

5. Human Resources shall communicate the decision in writing, confirming approved dates, payment arrangements, benefits continuity, and any documentation still required. Any refusal shall include the reasons and information on the available review route.

6. Before the employee returns, Human Resources and the supervisor shall coordinate any requested phased return, flexible working, or lactation arrangements.

Funding and confidentiality

• The University budget shall allocate resources to support paid leave under this policy.

• Human Resources shall handle medical and family information confidentially and restrict access to personnel who require it to administer leave or related support.

12. Complaints and Review of Decisions

• Employees may submit a written complaint to Human Resources concerning refusal of leave, payment or benefits errors, failure to provide return-to-work or lactation support, or discrimination associated with pregnancy or parental responsibilities.

• Human Resources shall acknowledge the complaint, review relevant records, and communicate the outcome and reasons in writing.

• If the complaint concerns Human Resources itself, or the employee is dissatisfied with its response, the employee may request referral to the competent University authority under the applicable grievance or anti-discrimination procedure.

• Complaints involving discrimination or harassment shall be referred through the University’s anti-discrimination procedures.

• Employees shall be protected against retaliation for requesting leave, seeking support, submitting a complaint, or participating in a complaint investigation.

• Complaints shall be handled confidentially, fairly, and promptly.

13. Review and Amendment

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

• Stakeholder consultation, including employee representatives and faculty associations, is required before amendments.

• Reviews shall consider the policy’s effectiveness in supporting women’s retention, career progression, research participation, and access to leadership opportunities.

Effective Date: October 12, 2022
Last Documented Review Date: June 18, 2025