To promote equality at home, to shake the foundations of stereotypes, to play an active role in the care of children or to create the foundations of a close relationship for the well-being of the newborn and the couple, these and other reasons make a father request paternity or parental leave, a legal right in Albania. This is an approved policy since 2014 that allows fathers to be close to the mother and newborn from the very first moments.
And yet it is not surprising that many others fear that this right, which they would like to enjoy, is only a sweet dream in face of the pressure from their employers or the prejudice of society, which leads them not to take it. In a patriarchal society, social activities and the role of women are limited to home chores and meeting children’s spiritual and physical needs or taking care of children and other family members. IDRA Research & Consulting, a research and consulting partner company, through the “Analysis of Gender Responsive Family-Friendly Policies in Albania" found that the Albanian family is run according to the patriarchal model. This study was carried out within the framework of 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.
Analysis of the data and indicators related to family-friendly policies showed that there are significant differences in the daily paid and unpaid work time between men and women. These differences highlight the fact that house chores and caring in a family are mainly the responsibility of women. These findings highlight that culture is what influences the perception that these chores are women’s job. The situation becomes even more unbalanced when the woman becomes a mother. Women spend 3 unpaid hours of work when they have no children, while, when they become mothers, it reaches to 8 hours. In addition to changes and improvements of the law and the Labor Code, it is imperative to shake the foundation of stereotypes and dusty mindsets, which put the entire burden of parenting on a woman's shoulder.
Recent changes to the Labor Code include the concept of parental leave, an unpaid leave, which can be taken for a duration of not less than four months. The revised legislation reflects that there are some improvements in relation to paternity leave, but more detailed provision for the father who takes this leave are still needed. Such regulation should be in line with the EU Directive on the promotion of life-work balance. Furthermore, this directive aims not only to increase access to the respective leave take and flexible working hours’ arrangement, but also to increase men's engagement in family-related leave and flexible working hours.
Anyone who fears that taking maternity/paternity leave my impact her/his job, should know that this is a legal right. There are two provisions that regulate paternity life: Article 96, paragraph 3 of the Labor Code and Article 27, paragraph, 7 of the Law on Social Security. The father can be on paternity leave 3 paid days during the birth of the child and after the 63rd day of the birth of the child may take longer paternity leave. When the maternity/paternity leave ends, both the mother and the father have the right to return to the same job position or to a position equivalent to the previous one that provides no less favorable conditions for them.
However, in a society like ours, in addition to the adopted directives and improved legal framework, the level of awareness among men must be increased, so that they engage more proactively in family care, as well as among employers, to respect and encourage and apply such policies for their employees.
The benefits of paternity leave for the father start at home, but it should not be forgotten that it extends to the workplace and beyond. Companies champions in applying family-friendly policies in Albania such as AGNA GROUP, R&T, LUFRA and Euronews Albania apply not only the paternity leave, but many other family-friendly policies.
The story of Kliton Tane, a Sales Agent for 16 years at Agna Group is one of the illustrative examples not only of these champion companies, but also of the legal framework that ensures fathers the right to take leave after the 63 days that is the mother's compulsory maternity leave after the childbirth.
"When I became the father of twins, I had the support of the company to take a 5-month paternity leave. The paternity leave was immediately approved by the company's human resources, who supported me and did not terminate my contract. I have also advised my friends to take paternity leave", said the father of twins.
Stigmatization by their employers, fear of losing future opportunities or partial payment may be some of the main reasons why fathers choose not to take paternity leave, but anyone who has taken advantage of this leave affirms that the benefit coming from the time spent with children outweighs the risk. And if termination of employment is your fear, an additional very important protection is provided to employees by Article 105, paragraph 2, which prohibits the termination of employment contract when on paternity leave.
"Social responsibility is part of our standards. Family-friendly policies will be even more present through this partnership with UNFPA," says Renis Tërshana, CEO of R&T Group.
"We recognize the importance of having qualified employees who are trained to the highest standards. It is exactly this that makes R&T Group achieve its corporate objectives.", - adds Jeta Veledi from the Human Resources Department.
And yet, this policy is not a novelty, as R&T Group employees say. Ardit Dakshi, a Computer Science Engineer, is one of the employees who took paternity leave when he became the father of twin girls.
Klevis Qevani, Director of Sales at the Lufra company, says that, after the birth of his son, the company completely adapted to his new reality. The position he holds has never prevented him from thinking about his family and creating a future. "Lufra has always been supportive of me and my family; for me and for my staff.", - concludes Klevis Qevani.
Ermali, another employee working with Lufra for years, says that he has always had the company's support, especially when he became a parent. "I have flexible hours whenever I need to be near my family. In our company there is continuity." - says Ermali, and these cases further prove that policies supporting family and personal life extend their positive effects beyond the walls of a house.
Euronews Albania is another champion company that, in addition to respecting the law, applies family-friendly policies putting the employee at the center.
Renato Shtjefni, Social Media Manager at this company, took advantage of these policies when he became a father. "Taking paternity leave helped me a lot, because I was able to stay close to my wife and child. The offer of working online without any problems also helps me a lot," says Renato.
"Euronews television is friendly not only with 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 position that each of them has, since only in this way a logo of such dimensions can move forward." - states Bruna, Manager at the Human Resources Department of Euronews Albania Television.
Champion companies such as AGNA GROUP, R&T, LUFRA and Euronews Albania have not only raised awareness among men to engage more proactively in family care, but have also respected, encouraged and implemented friendly policies for their employees.
