Hi, I am the manager at a small PR company in Dubai, and I’ve just learned that my marketing executive is pregnant. I know how important maternity leave is, and how essential it is for the well-being of women, as well as for their happiness and satisfaction at the workplace. We are offering paid time off of course, but I was wondering if there is anything else I can do to make the transition easier, both for her as well as for the rest of the team. Thanks. – Sami R.
Hi Sami, thank you for sharing your question. It is absolutely crucial that women employees are offered paid maternity leave in compliance with the Labor Law. It’s great that you raise this question at this time because the recent Bayt.com Working Women in the MENA survey shows that only 8% of women working in the Middle East are satisfied with their company’s maternity leave policy. So it is increasingly important for employers like us to focus on how we can enhance such policies across the region for both working women as well as their teams and companies at large. This process starts by making changes to company policies and working collaboratively in ensuring a smooth transition for everyone.
Here are four factors that we at Bayt.com recommend you to consider when developing your policies for maternity leave:
1. Plan with your team
The most important factor in ensuring a smooth transition, for both the employee and her team, is to be prepared ahead of time. Prior to the commencement of the maternity leave, you and the employee both need to agree on what tasks or projects need to be completed or given priority, as well what tasks need to be handed over. Encourage your team to sit together and discuss all responsibilities, to understand and reassign tasks temporarily.
In some cases, you may need to outsource by hiring a freelancer, a part-timer or even a temporary employee, depending on the general workload. Ensure that the employee creates, documents and shares clear guidelines for all tasks that cover her key responsibilities. This will make the transition less stressful for everyone, including the employee, who may be worried about burdening her team members with the additional responsibilities.
2. Open communication
It is extremely important to keep an open channel of communication with all concerned parties both before and after the maternity leave period. The employee in question should feel comfortable enough to voice their questions and concerns throughout the entire process.
Make sure that anyone who may be impacted by the transition, such as coworkers, managers, interns, clients, etc, have a clear understanding of the process; including who will handle temporary responsibilities, how long the employee will be on leave for, etc.
3. Offer more flexibility
Transitioning back into the office environment after being on leave for a long period of time is always nerve-wrecking and stressful. New mothers may have a difficult time finding a healthy life-work balance, and managing all the responsibilities of handling an infant as well as work. Offer your employees the comfort of flexible working hours so they can accommodate the needs of their new-borns. If the nature of their work allows it, you can also discuss the option of telecommuting.
Some companies may also choose to offer shorter working hours for a certain period of time after a mother returns to work, to help her transition back into the workplace as smoothly as possible. In certain countries, the labor law actually mandates shorter hours for working mothers. Make sure to know what your country requires.
4. Keep in touch
During your employee’s time on maternity leave, do keep in touch, within a reasonable extent. Keep your employee informed of any major changes at the company or within the team, any training opportunities that may interest her, any achievements and of course just general updates on how work is going. This is crucial so that once she returns to work, she doesn’t feel lost or like an intruder at her own job.
And of course, sending your employee a bouquet of flowers or a box of chocolate on behalf of the company will go a long way in setting the mood of your employee upon her return.
Do you have any HR related questions? Feel free to ask by commenting below!
