In a move to enhance gender equality in labour management, the 2024 manifesto of the National Democratic Congress (NDC) has promised to support working parents by legally extending the present maternity leave period and introducing paternity leave in Ghana.
The NDC plans to review of the Labour Act, 2003 (Act 651), to extend paid maternity leave from the current three months to four months. This policy aims to provide lactating mothers with additional time to recover from childbirth and bond with their newborns, to allow them time to adequately prepare to return to work without stress.
Increasing maternity leave is expected to have several benefits. Research shows that extended maternity leave can lead to better health outcomes for both mothers and babies. Longer leave periods allow mothers more time to establish breastfeeding, which has been linked to improved child health and reduced healthcare costs. Moreover, extended leave can help reduce postpartum depression by giving mothers more time to adjust to their current or new roles at work.
From a socio-economic perspective, labour analysts believe the policy could contribute to greater gender equality in the workplace. By recognizing the needs of working mothers, the proposal could encourage more women to enter and remain in the workforce, with assurance that their maternity rights are protected.
Similarly, the promised introduction of paternity leave would allow fathers to take time off work to support their partners after delivery. Paternity leave is increasingly recognized as a critical component of parental engagement, enabling fathers to bond with their newborns and share in caregiving responsibilities. It enables fathers to enhance performance at work by effectively establishing a work-home balance.
Currently, some firms in Ghana, especially conglomerates, offer extended maternity leave and paternity leave, characterized by adjustable remote and on-site work structures, in response to a global recognition to offer more work flexibility for working mothers and fathers after delivery.
The implementation of the leave policy would result in adherence by all public and private organisations across the country.
While these reforms represent significant progress for gender and labour development, they also present new challenges for employers. Extending maternity leave and introducing paternity leave will require adjustments in workforce planning and resource allocation. Employers may need to implement more flexible work arrangements and consider temporary staffing solutions to cover extended leave periods.
To prepare for these changes, employers would need to start by reviewing their current leave policies and identifying areas where they can enhance support for working parents. This might include offering flexible work options, such as remote work or part-time schedules, to accommodate employees returning from leave. Employers can also invest in employee assistance programmes that provide mental health support, particularly for mothers coping with stillbirths or infant loss.
Additionally, companies may need to revisit their budgeting and workforce planning strategies to account for the potential increase in leave-related costs. However, it’s important to note that these costs could be offset by the long-term benefits of a more satisfied and productive workforce. Studies have shown that employees who feel supported by their employers are more likely to remain loyal and engaged, ultimately benefiting the organisation’s bottom line.
