Paternity Leave and Shared Childcare Responsibilities at UNISSULA

Universitas Islam Sultan Agung (UNISSULA) supports gender equality in the workplace by recognising that childcare responsibilities should be shared between parents. One of the institutional measures supporting this principle is the provision of paternity leave for male lecturers and educational staff.

This provision is regulated through Rector Regulation No. 8853/G/SA/IX/2024 on Leave for Lecturers and Educational Staff, issued on 3 September 2024. The regulation states that male lecturers and educational staff are entitled to leave when their wife gives birth.

Supporting Shared Parenthood

The paternity leave provision enables fathers, as non-gestational parents, to be present at the time of childbirth and to participate in immediate childcare and family responsibilities.

This arrangement supports a more balanced distribution of care between parents and helps reduce the expectation that responsibilities related to childbirth and early childcare should be carried solely by women.

By allowing fathers to take leave during this period, UNISSULA encourages shared responsibility within the family and provides additional support to women following childbirth.

Supporting Women’s Continued Participation in Employment

Childbirth and early childcare can place significant demands on women, particularly when combined with professional responsibilities.

UNISSULA’s paternity leave provision complements maternity leave by allowing fathers to take an active role in supporting their spouse and newborn child. This contributes to a more family-supportive working environment and helps women remain connected to their professional roles.

The policy therefore supports women’s participation not only through maternity protection, but also by recognising the role of non-gestational parents in childcare.

Institutional Coverage

The policy applies to:

• male lecturers;
• male educational staff.

These employees are formally entitled to leave when their wife gives birth.

This provision ensures that both academic and non-academic employees have an institutional mechanism to participate in family responsibilities at the time of childbirth.

Contribution to Gender Equality

UNISSULA views shared childcare responsibilities as an important element of gender equality.

When fathers are enabled to participate in childcare, women receive greater practical and emotional support, while family responsibilities are distributed more evenly.

This contributes to a working environment that supports:

• shared parental responsibility;
• work-family balance;
• women’s continued participation in employment;
• family wellbeing; and
• a more gender-responsive institutional culture.