UNISSULA Maternity Policy

Universitas Islam Sultan Agung (UNISSULA) provides a formal maternity policy that supports women’s continued participation in university employment by protecting maternity leave, income, recovery time, and employment rights for female lecturers and educational staff.

The policy is established through Rector Regulation No. 8853/G/SA/IX/2024 concerning Leave for Lecturers and Educational Staff of Universitas Islam Sultan Agung.

The regulation recognises maternity leave as a formal category of leave available to female lecturers and educational staff and provides specific provisions for childbirth, pregnancy-related health conditions, and recovery.

Formal Maternity Leave Entitlement

Under Article 5 of the Rector Regulation, female lecturers and educational staff are entitled to maternity leave.

The regulation provides:

• maternity leave for female lecturers and educational staff;
• a minimum of three months of maternity leave;
• an additional period of at least three months where special medical conditions require it, supported by medical certification; and
• continued income during maternity leave.

These provisions enable women to take necessary time away from work for childbirth and recovery while maintaining their employment relationship with the university.

Continued Income During Maternity Leave

An important element of the policy is the protection of income.

During maternity leave, female lecturers and educational staff continue to receive the income to which they are entitled.

This provision helps reduce the financial disadvantage that could otherwise arise from childbirth and supports women in returning to academic and professional participation after maternity leave.

Support for Pregnancy-Related Health Conditions

The regulation also provides protection for women who experience pregnancy-related health conditions.

Female lecturers and educational staff who experience miscarriage are entitled to leave and recovery time according to medical advice.

This provision recognises that women may require additional physical and emotional recovery following pregnancy complications and ensures that appropriate leave can be taken without immediately losing employment-related income.

Supporting Continued Participation in Academic and Professional Life

UNISSULA’s maternity policy supports women’s continued participation by ensuring that childbirth and pregnancy-related health needs do not automatically interrupt their academic or professional careers.

The maternity leave framework allows women to temporarily step away from work while maintaining institutional support and the opportunity to resume their duties following the leave period.

This is particularly important for female lecturers and educational staff whose roles include teaching, research, academic administration, student support, and other university responsibilities.

Supporting Family Responsibilities

The regulation also recognises shared family responsibilities.

Male lecturers and educational staff are entitled to leave when their wives give birth.

This provision helps support women during childbirth and early recovery by allowing fathers to participate in immediate family responsibilities.

Institutional Coverage

The maternity policy applies to lecturers and educational staff within UNISSULA.

The broader employment framework of Yayasan Badan Wakaf Sultan Agung identifies UNISSULA as a higher-education unit under YBW-SA and includes lecturers and educational staff within its employment structure.

The employment framework also recognises employees’ entitlement to leave under applicable regulations.

This demonstrates that maternity leave is embedded within the university’s formal employment and staff welfare framework.

Protection of Women’s Employment Participation

Through maternity leave, continued income, pregnancy-related recovery provisions, and complementary leave for fathers, UNISSULA provides institutional support that enables women to maintain their connection with employment during and after childbirth.

The policy helps ensure that maternity does not become an unnecessary barrier to women’s participation in university employment.

It also supports women in continuing their roles in:

• teaching;
• research;
• academic administration;
• professional development;
• university leadership; and
• other institutional activities.

Policy Implementation

The maternity policy forms part of UNISSULA’s formal leave regulations for lecturers and educational staff.

Leave requests are administered through the university’s formal procedures, ensuring that maternity leave is recognised as an institutional entitlement rather than an informal arrangement.

This provides female employees with a clear mechanism to access maternity-related leave when required.

Commitment to Women’s Participation

UNISSULA recognises that supporting women’s participation requires appropriate institutional arrangements during pregnancy, childbirth, and recovery.

Through Rector Regulation No. 8853/G/SA/IX/2024, the university provides a formal maternity leave framework that protects employment continuity, income, recovery time, and family support.

These measures contribute to an institutional environment in which women can continue to participate and develop professionally while also fulfilling maternity and family responsibilities.