Paternity policy

The University of Johannesburg (UJ) is committed to promoting gender equality and supporting women’s participation in both academic and professional spheres. Recognising the importance of shared parental responsibilities, UJ has implemented policies that enable fathers to actively engage in childcare duties, thereby fostering a more balanced distribution of family responsibilities.

Paternal Leave Provisions:

In alignment with the Labour Laws Amendment Act of 2018, UJ offers paternal leave to accommodate diverse family structures and support fathers in their parenting roles. Key aspects include:

• Parental Leave: Employees are entitled to ten (10) consecutive days of parental leave upon the birth of their child. This provision ensures that fathers can be present during the critical early days of their child’s life, supporting both the mother and the newborn. 
• Adoption Leave: For employees adopting a child under the age of two, UJ provides adoption leave of at least ten (10) consecutive weeks. In cases where there are two adoptive parents, one may apply for the ten-week adoption leave, while the other is eligible for the ten-day parental leave. This flexibility allows families to allocate leave in a manner that best suits their needs. 
• Commissioning Parental Leave: In situations involving surrogacy, a commissioning parent is entitled to commissioning parental leave of at least ten (10) consecutive weeks. If there are two commissioning parents, one may take the ten-week leave, and the other the ten-day parental leave, ensuring both parents can participate in the early stages of childcare.

These leave policies are designed to be gender-neutral, accommodating same-sex relationships and recognising the diverse nature of modern families. By enabling fathers and non-birthing parents to take dedicated time off for childcare, UJ supports the active involvement of all parents in early child-rearing responsibilities.

Impact on Women’s Participation:

By providing paternal leave, UJ acknowledges the role of fathers and non-birthing parents in childcare, which has several positive implications for women’s participation:

• Shared Parental Responsibilities: Encouraging fathers to take leave promotes a more equitable division of childcare duties, reducing the disproportionate burden often placed on women. This balance allows women to maintain their academic and professional commitments more effectively.
• Supportive Work Environment: Policies that facilitate paternal involvement in childcare contribute to a family-friendly workplace culture. Such an environment supports women’s career progression by recognising and accommodating the needs of working parents.
• Reduction of Gender Stereotypes: By normalising paternal leave, UJ challenges traditional gender roles, fostering a culture where both men and women are equally responsible for childcare. This shift can lead to broader societal changes, promoting gender equality both within and beyond the university setting.

In summary, the University of Johannesburg’s paternal leave policies are a testament to its commitment to gender equality. By empowering fathers to participate actively in childcare, UJ not only supports women’s continued engagement in their professional and academic pursuits but also promotes a more inclusive and balanced approach to parenting.

Refer to page 8 of the UJ Gender Equity Framework:

“The UJ Conditions of Service and Policies should be fair relating to gender equality and should:

> Provide maternity and paternity leave that is fair and equitable, taking into account LGBTI+, commissioning and adoptive parents as per the Labour Laws Amendment Act of 2018.”