Maternity and Paternity Leave Policies at Applied Science University (ASU) Bahrain – SDG 5.6.1 Review

This report evaluates Applied Science University (ASU) Bahrain’s provisions for maternity and paternity leave, in line with Times Higher Education (THE) Impact Rankings indicator SDG 5.6.1 (Gender Equality). The focus is on whether ASU’s policies support women’s participation in higher education and employment, through adequate parental leave and related support structures. The analysis covers ASU’s official maternity and paternity leave policies for faculty, staff, and (where applicable) students, with evidence drawn from university HR documents and handbooks. It also summarizes relevant Bahraini national labor laws on parental leave – to which ASU, as an employer in Bahrain, must adhere – and confirms ASU’s compliance with these regulations. Additionally, the report highlights any indirect support mechanisms at ASU (such as flexible arrangements or academic deferrals) that facilitate parents’ continuing involvement in work or study. Citations are provided from ASU’s official website and Bahrain government sources to document each aspect.

ASU’s Maternity and Paternity Leave Policy for Staff

ASU Bahrain has formal policies granting maternity and paternity leave to its employees, as documented in the university’s HR policy manual and staff handbook. These policies are designed to protect and accommodate staff during childbirth and early parenting, thereby helping female staff to remain in their academic or professional roles. The key provisions are:

-Maternity Leave (Staff)

Female employees at ASU are entitled to 60 calendar days of maternity leave on full pay, which covers the period before and after childbirth [1]. In addition, an optional extension of 15 days of leave without pay is available, bringing the total possible maternity leave to 75 days [1]. The policy requires the employee to provide a medical certificate (attested by the Ministry of Health) confirming the expected due date [1]. ASU’s policy also specifies that maternity leave can begin up to 20 days before the expected date of confinement (birth) and continue after birth, as long as the overall leave does not exceed the authorized total [1]. Upon return to work, new mothers are further supported by breastfeeding breaks: for the first six months after return, they may take two daily nursing breaks of at least one hour each (and two breaks of 30 minutes each until the child’s first birthday), which are counted as part of paid working hours and do not reduce salary [1]. These measures ensure that women can take sufficient time for recovery and child care without losing income or job status.

-Paternity Leave (Staff)

Male employees are granted paid paternity leave of one working day upon the birth of a child [1]. According to ASU policy, this day off must be taken within two days of the child’s birth and is meant to allow new fathers to attend to family needs at that critical time [1]. While this paternity leave duration is limited (reflecting the current national standard for private sector paternity leave in Bahrain), it is formally provided for in the university’s leave policy. The employee is required to submit a leave form with the newborn’s birth certificate upon returning to work, to document the paternity leave taken [1].

These policies are published in ASU’s official HR documents. For instance, the ASU Staff Handbook succinctly summarizes that female employees receive 60 days maternity leave on full pay (with an additional 15 days unpaid), and male employees receive one day of paternity leave per child’s birth [2]. The detailed “Leave, Attendance and Overtime Policy” (Admin Policy 12) reiterates the same entitlements with procedural details [1]. These documented policies serve as evidence that ASU has instituted maternity and paternity leave benefits for its faculty and staff, aligning with its commitment to support women employees during and after pregnancy.

Compliance with National Labor Law (Bahrain)

ASU’s maternity and paternity provisions are in accordance with the labor laws of the Kingdom of Bahrain, which apply to all employers in the country. Bahrain’s national labor law (Law No. 36 of 2012) guarantees certain parental leave rights that set the minimum standard for institutions like ASU. Notably, female workers in Bahrain are entitled by law to 60 days of maternity leave on full pay, covering both pre- and post-natal periods [3]. The law also allows an additional 15 days of maternity leave without pay if needed, for a total of up to 75 days off for new mothers [3]. During the first months after childbirth, Bahraini law grants nursing mothers the right to daily breastfeeding breaks (two hours per day for the first six months and one hour for the next six months) upon returning to work [3]. These national mandates are directly reflected in ASU’s internal policies – as shown above, ASU provides 60 days paid maternity leave plus 15 days optional unpaid, and incorporates the full nursing break entitlements into its workplace rules [1].

Bahrain’s labor regulations for the private sector also recognize paternity leave in a limited form. Male employees are generally allowed one day of paid paternity leave on the birth of a child under prevailing law and practice. ASU conforms to this standard by offering one day of paternity leave to fathers, as documented in its policy [1]. While the statutory paternity leave in Bahrain is minimal, its inclusion in ASU’s benefits indicates compliance with legal requirements and acknowledgment of fathers’ role at childbirth.

Importantly, as a Bahraini higher education institution, ASU is fully subject to national labor laws. The university explicitly aligns its HR policies with Bahrain’s labor regulations – for example, ASU’s leave policy states that entitlements (such as annual and sick leave) are defined “in accordance with the new Bahrain Labour Law” [1]. This confirms that ASU must follow, and indeed does follow, the national laws governing employment conditions. Therefore, the maternity leave (60 days paid) and paternity leave (1 day) provided by ASU are not only institutional policies but also fulfill Bahrain’s legal requirements. Moreover, Bahraini law offers additional protections that bolster women’s continued employment, such as prohibiting employers from terminating a woman’s contract due to pregnancy or during her maternity leave, and allowing women to take up to six months of unpaid leave to care for a child under six years old (on three occasions during service) without losing their job. ASU, by virtue of operating under Bahraini jurisdiction, is expected to honor these protections. In summary, ASU’s maternity and paternity leave framework is compliant with and supported by the national labor law, ensuring that women at the university benefit from the rights guaranteed in Bahrain to balance work and motherhood [3].

Supportive Measures and Indirect Structures at ASU

Beyond the formal grant of leave days, ASU Bahrain has implemented additional support structures that facilitate women’s participation in higher education and employment, especially for those who are pregnant or have young children. These measures create an inclusive and flexible environment for both staff and students who are parents or expectant mothers:

-Non-Discrimination and Equal Opportunity

ASU’s institutional policies explicitly forbid discrimination on the basis of “Pregnancy and Maternity” status. In the university’s Equality and Diversity Policy (applicable to all staff and students), pregnancy and maternity are listed as protected characteristics, alongside factors like age, disability, and gender [4]. The policy affirms that no form of unfair treatment, harassment, or exclusion will be tolerated against any member of the university community on these grounds [4]. This commitment ensures that women are not disadvantaged in their employment or studies at ASU due to being pregnant or taking maternity leave. Such an environment of equal opportunity is crucial for women to remain engaged in academia and work, as they can be confident that their rights during pregnancy/childbirth are respected and their career or academic progress will not be unjustly hindered.

-Flexible Academic Arrangements for Students

Although students are not employees and thus do not have “maternity leave” per se, ASU provides avenues for students who are new parents or facing family obligations to manage their studies. The university allows academic postponement (deferment) of studies for reasons deemed valid by the administration. According to ASU’s student regulations, a student can apply to postpone enrollment for a semester due to personal or health circumstances (with pregnancy being a likely qualifying reason), subject to approval by the college Dean [4]. The Dean may approve postponement for one semester at a time (up to a maximum of four semesters total), and the College Council can approve longer postponements (up to six semesters in total) in exceptional cases [4]. This policy means that a female student who is pregnant or a student who becomes a primary caregiver can take a break from her studies for a semester or more without penalty, and resume her education when ready. By offering this flexibility, ASU helps student mothers (and fathers) balance their family responsibilities with academic requirements, rather than forcing them to drop out. It is an important support mechanism to ensure women’s continued participation in higher education during life events such as childbirth.

-Accommodation for Nursing Mothers (Staff)

As noted earlier, ASU honors the right of new mothers on staff to breastfeeding breaks during working hours [1]. For six months after returning from maternity leave, a female employee can take two paid breaks (of not less than one hour each) per workday to breastfeed her infant, and for the remainder of the infant’s first year she is allowed two breaks of 30 minutes each daily [1]. These nursing breaks can be combined or organized as needed and are considered part of the working day with no loss of pay [1]. By embedding this in its policy, ASU enables mothers to care for their newborn’s nutrition and health needs while still fulfilling their job duties. This kind of flexibility encourages women to return to work postpartum and continue their careers, knowing they have institutional support to attend to their child. It indirectly boosts women’s ability to remain in the workforce and academia after having children.

-Emergency Leave and Reduced Workload Options

ASU’s HR policies allow for unpaid leave or special leave in certain circumstances beyond the standard maternity allowance. For example, staff may request additional unpaid leave (up to several months) in cases of emergencies or exceptional family needs, subject to administrative approval [2]. While not explicitly framed as parental leave, this provision could be utilized by employees facing extended family care duties. Additionally, ASU’s culture of support may include informal arrangements such as temporary workload reductions, scheduling adjustments, or remote work options for staff with new babies, though specific details are not published on the main website. The combination of formal policies and case-by-case flexibility contributes to a family-friendly workplace.

In summary, ASU Bahrain has established a framework of direct and indirect supports for women as both employees and students. Official leave policies provide the necessary time off for childbirth (maternity leave) and a token leave for fathers, in line with national standards. University regulations and services work in tandem to ensure that women do not face academic or professional setbacks due to pregnancy or early child-rearing. The ability to defer studies, the prohibition of discrimination, and the allowance for breastfeeding and emergency leaves all create an environment where women’s dual roles as mothers and scholars/professionals are recognized and accommodated. These measures collectively help sustain and encourage women’s participation in higher education and employment at ASU.

Conclusion

Applied Science University, Bahrain demonstrates compliance with SDG 5 (Gender Equality) targets by implementing maternity and paternity leave policies that support women in their roles as both educators/employees and students. The university’s official policies grant female staff 60 days of paid maternity leave (with additional unpaid leave available) and male staff a day of paternity leave, aligned with Bahrain’s labor law requirements [1]. ASU’s adoption of these policies – along with protections such as nursing breaks and anti-discrimination rules – underscores its commitment to creating a supportive atmosphere for women during pregnancy and motherhood. National legislation in Bahrain underpins these efforts by mandating maternity leave and safeguarding women’s employment rights [3], and ASU adheres to these regulations in practice [1]. Furthermore, the university offers flexibility through academic postponements for students and other supportive measures, helping women continue their education or careers without interruption when they become parents [4]. Overall, ASU Bahrain’s maternity and paternity leave provisions, coupled with its family-friendly policies, contribute positively to women’s participation in higher education and the workforce, fulfilling a key aspect of the gender equality goals in the THE Impact Rankings.

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