In the evolving UAE job market, the conversation around maternity leave has gained traction, with growing support for extending the period to six months with full pay. While the current UAE law grants working mothers 45 days of paid maternity leave, other countries and companies worldwide offer more generous benefits, recognizing the substantial benefits extended maternity leave has for both mothers and employers. Here’s a closer look at why UAE firms should consider longer breaks for new mothers and how this change could positively impact workplaces.
1. Boosting Employee Retention and Loyalty
Extending maternity leave to six months with full pay can significantly enhance employee retention, especially for top talent. When companies support working mothers through an extended leave, it builds loyalty and demonstrates that they value employees’ well-being and family life. Long-term, this reduces turnover costs and strengthens company culture.
2. Supporting Mental and Physical Health
Motherhood is a physically and emotionally demanding transition. An extended maternity leave provides new mothers with the necessary time to recover from childbirth and adjust to the demands of motherhood, reducing stress and supporting mental health. Research indicates that postpartum recovery takes months, not weeks, underscoring the need for a sufficient recovery period to prevent long-term health issues.
3. Encouraging Workforce Diversity
By offering extended maternity leave, companies send a message of inclusivity and equal opportunity, promoting a diverse workforce. Gender diversity is proven to drive innovation, boost problem-solving, and enhance overall performance. Companies that invest in supporting female employees, particularly through family-friendly policies, attract a wider range of qualified candidates.
4. Increasing Employee Productivity
Studies suggest that longer maternity leaves lead to higher productivity when employees return to work. With six months to adjust to new family dynamics, mothers are more likely to re-enter the workforce with renewed energy, focus, and commitment. Shorter leave periods can lead to burnout, resulting in decreased productivity and even attrition.
5. Supporting Child Development and Well-being
Maternity leave is not only beneficial for mothers but also vital for child development. Studies reveal that children who bond with their mothers in the first few months of life are healthier and better adjusted. Companies that prioritize this connection foster a family-friendly culture, which strengthens their brand image and enhances employee morale.
6. Setting a Progressive Example in the Region
As the UAE continues to grow as a global business hub, adopting a six-month maternity leave policy positions the nation as a leader in progressive, family-oriented labor policies in the region. Companies that lead in this initiative could set a benchmark, encouraging others to follow suit and creating a ripple effect in the region’s workforce.
Question: While the UAE has set out rules on maternity and paternity leave, some companies are going above and beyond. One offers a full year of maternity leave for mothers, with new fathers getting an additional 42 days. How long do you think these leaves should be? What should companies consider when making this decision?
Answer: The UAE has established itself as a leader in advancing gender equality, making significant strides toward balancing workplace dynamics. Recent initiatives, like the UAE Gender Balance Council’s goal to have 30% of private-sector leadership positions held by women by 2025, reflect this commitment. This progressive direction is underscored by the UAE’s impressive ranking—seventh globally and first regionally—in the UNDP Gender Inequality Index 2024.
The foundation for these changes was laid by the late Sheikh Khalifa bin Zayed Al Nahyan, who mandated that Emirati women occupy half of the seats in the Federal National Council. This directive ensures that women’s perspectives are woven into national decision-making.
Yet, many women face the dual demands of career and family, often torn between professional ambitions and the responsibilities of motherhood. Recognizing this, progressive maternity policies are essential.
Beyond the Basics Some companies are taking proactive steps to address the unique needs of new mothers. For example, certain organizations, acknowledging the physical and emotional demands of motherhood, have adopted policies that extend beyond the standard. The Chartered Institute of Personnel and Development (CIPD) in the region recently introduced a maternity policy offering a year off, with six months at full pay. Such policies foster recovery, bonding, and empowerment, enabling women to transition back into their roles smoothly.
However, smaller businesses or startups may find it challenging to implement these policies due to financial constraints. For those that can, providing flexible and supportive leave options allows women to maintain career growth while balancing family needs. Studies have shown that workplaces with inclusive policies tend to perform better, benefitting from diverse perspectives that drive innovation and enhance decision-making.
In short, while regulations provide a baseline, companies that go further help create an environment where women can thrive both professionally and personally. By fostering a culture of support, these organizations set a high standard, creating a workplace where women are empowered to excel as both professionals and mothers.
A six-month maternity leave with full pay could bring tremendous benefits to UAE firms, from improving retention rates and productivity to fostering an inclusive workplace. Forward-thinking companies that adopt this policy not only demonstrate a commitment to employee welfare but also set the stage for a sustainable, people-first approach to business.
