In many companies, maternity leave is seen as a problem to be solved and the focus is more on finding solutions of the moment, than on supportive policies that help the new mother to live a period that is as beautiful as it is complicated. Pregnancy, maternity leave and the first years of parenthood are a unique event in a woman's life, but this change should not have any negative impact on another investment that the mother may have made for her career. The decision and desire to give birth to a child or to adopt is a sublime right that every woman should enjoy and this right should not overlap or erase another right, that to work and have a career. Family and work are two spheres of life that come together in a symbiotic way and everyone should enjoy them equally, without harming one at the expense of the other.

In recent years, the legal framework in Albania has undergone improvements regarding work-life balance arrangements and gender-responsive family-friendly policies. Improvements reflect the inclusion of international conventions and treaties into the national legislation and the approved changes in essential laws, such as: the Labor Code and the Social Security Law. The aim is to modernize the existing legal framework, to better support the work-life balance for parents, etc. One of the recent amendments to the Labor Code introduced in the national legislation is the concept of parental leave, an unpaid leave that parents can take for a duration of not less than four months. Although more detailed regulations are needed along the lines of the EU Directive on the promotion of work-life balance, the progress to-date is fruitful and tangible.

However, there may be many women who, in the absence of knowledge of the laws and a not very favorable work environment, hang back before taking maternity leave, returning to work or pursuing a career. Official data on employment rates in the country show that historically women have lower rates of participation in the labor market and in employment. More specifically, according to INSTAT, the employment rates for 2019 in the country were 54 percent for women and 68 percent for men. IDRA Research & Consulting, within the regional project "Expanding Choices: Gender-Responsive Family Policies for the Private Sector”, implemented by UNFPA in partnership with the private sector and supported by the Austrian Development Agency, came to a conclusion that raises many questions. Although the participation of women in higher education is significantly higher than that of men, the moment women enter the workforce, they face considerable inequality. For example, unequal pay compared to men; they are paid about 90 percent of a man's salary for the same job.

Although Albania does not have a specific law on promoting the balance between family and professional life, some champion companies of family-friendly work environments, selected by UNFPA in partnership with DM Consulting based on well-defined criteria, not only respect the legal framework, but they apply other policies that empower women and their families. Companies such as AGNA GROUP, EURONEWS ALBANIA, INCA and RAIFFEISEN BANK promote policies and directives to support women in career development. Women should be given more support not only on paper, in policies and laws, but also in practice, implemented by companies, which should create friendly environment that facilitates keeping a balance between family responsibilities and their advancement in career.

Mirela Halili has been an employee of Agna Group for many years and has felt supported and empowered thanks to the supportive policies of this company. Mirela connects everything beautiful in her professional and personal life with this company and her colleagues. "All these years we have had the support of the company to balance the personal and professional life. Especially when the children were born, where more focus was required in the personal aspect.", - affirms Mrs. Mirela.

There are many women who may have had a negative or possible discriminatory experience during pregnancy, maternity leave or returning to work, and this is due to the environment and spirit in the company they are employed. At Raiffeisen Bank, such an experience is unacceptable, as the policies pursued by this champion company aim at progressive and flexible solutions in support of women during this unique and delicate period. Valbona Zeneli, Director of Human Resources, says that Raiffeisen Bank always looks to the future, towards technological innovations and continuous innovation, but never loses focus and care for employees who are the backbone of the company's success.

"We strongly believe that the success of the organization is closely related to the well-being and health of our staff at work and outside. The focus on well-being is a holistic approach, which goes beyond the physical aspect, it includes the emotional, mental and social aspects as well. Family-friendly polivies directly contribute to the well-being of society and as a social business, we have a responsibility towards them.", - states Valbona.

For Alba Marku, Innovation Entrepreneur at RAIFFEISEN BANK, the image of a successful institution and stable corporate was the main reason that led her to become part of Raiffeisen. But, with the birth of her child, she saw that at the core of a successful organization lies a caring and sensitive environment towards the family, the core of society.

It is important that employers are not only sympathetic with the challenges of their employees, but also try to do more to help new mothers, e.g. through maternity leave, but where possible, through other measures as well, such as working from home. Moreover, the Labor Code (Article 15) regulates telecommuting and working from home.

"It is enough to remember the very good parental conditions I received during my maternity leave. The private pension and health care joint contribution scheme, but also a hybrid way of working helped a lot. I'm a mother first and foremost and Raiffeisen respects my time with family.", - says Alba.

Euronews Albania Television is another champion company that puts the employee at the center, creating a favorable enabling work environment. Bruna, Manager at the Human Resources Department of Euronews Albania Television, claims that Euronews is friendly not only with the employees, but also with their families, who make up the big European logo, and also appreciates and supports every employee, regardless of the task, function or the position each of them holds. "Euronews media respects gender equality, promoting the values of girls and women, both within the staff and through the products it offers to viewers, such as shows or topics it brings to public attention.", - concludes Bruna.

The INCA factory, part of the larger AZ Group, promotes and protects work-life balance, implements maternity leave abiding by the law, not depriving employees of the right to return to their previous workplace, the right to seniority of work years and more. For Iris Gruda, Director of the INCA factory, almost all the main activity of the company relies on the wonderful work of girls and women, so it is very important for the employer to make them feel as good as possible. The story of Mrs. Vera Bilani, an employee working with INCA for 13 years, best illustrates this mindset. After the birth of her second child, Vera had to take 3 years off the work. After returning to work, she not only did not encounter a discriminatory environment or less favorable conditions, but on the contrary, she was even promoted.

Women should be given more support not only by the government, but also by private companies, to enable them have the best balance of family life with career advancement. The champion companies mentioned above, but not only, are not limited to the legal framework, but continue to modernize their workplaces applying policies that support work-life balance for women and all their employees.