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A Paternity Policy outlines the leave rights and benefits for new fathers in Saudi workplaces following the birth of their child. Under Saudi labor law, male employees are entitled to three days of paid paternity leave, which must be taken within one month of the child's birth.

These policies typically detail how fathers can request their leave, what documentation they need (like birth certificates), and how their salary and benefits continue during this period. Many Saudi companies now offer enhanced paternity benefits beyond the legal minimum, recognizing the importance of supporting new fathers and promoting work-life balance in line with Vision 2030's social development goals.

Companies need a Paternity Policy in place before male employees start requesting parental leave. The policy becomes essential when hiring new staff, expanding operations, or updating your employee handbook to align with Saudi labor regulations. It's particularly important for organizations with more than 50 employees, where clear leave policies help manage workforce planning.

Put this policy into action when standardizing HR processes, preparing for compliance audits, or responding to increased employee inquiries about parental benefits. Having it ready prevents confusion, ensures fair treatment across departments, and helps maintain smooth operations when employees welcome new children into their families.

• Basic Statutory Compliance: Covers the minimum three-day leave requirement under Saudi labor law, with basic implementation procedures
• Enhanced Benefits Package: Extends beyond legal minimums, offering additional paid days and flexible scheduling options
• Multinational Corporate Policy: Aligned with international standards while maintaining Saudi law compliance, often used by global firms
• Small Business Adaptation: Streamlined version focusing on essential requirements and simple administration processes
• Industry-Specific Policy: Customized for sectors like healthcare or construction, addressing shift work and operational continuity

• HR Directors: Draft and maintain the Paternity Policy, ensure compliance with Saudi labor laws, and oversee implementation across departments
• Male Employees: Primary beneficiaries who can claim paternity leave following their child's birth
• Line Managers: Approve leave requests and manage workflow adjustments during paternity absences
• Legal Teams: Review policy alignment with Saudi labor regulations and update terms as needed
• Ministry of Human Resources: Oversees compliance with mandatory leave provisions and handles related disputes
• Company Leadership: Approves policy terms and any enhanced benefits beyond legal minimums

• Legal Requirements: Review current Saudi labor law provisions on paternity leave entitlements and documentation needs
• Company Demographics: Gather data on male employees, typical leave patterns, and operational impact
• Approval Process: Define clear steps for leave requests, required documentation, and approval chain
• Notice Periods: Set reasonable timeframes for leave requests and supporting document submission
• Payment Terms: Clarify salary continuation, benefits coverage, and any additional company offerings
• Return Protocol: Establish procedures for workplace reintegration and role continuation
• Documentation System: Create templates for leave applications and tracking mechanisms

• Eligibility Criteria: Clear definition of who qualifies for paternity leave under Saudi labor law
• Leave Duration: Specification of the mandatory three-day leave period and any additional company benefits
• Notice Requirements: Required timeline and process for leave requests and documentation
• Salary Continuation: Terms of payment during leave period and benefit maintenance
• Documentation Rules: Required proof of childbirth and application procedures
• Return Protocol: Conditions for workplace reentry and position guarantee
• Legal Compliance Statement: Reference to relevant Saudi labor laws and Ministry regulations
• Policy Updates: Process for reviewing and modifying policy terms

While both address employee benefits, a Paternity Policy differs significantly from an Adoption Policy. Understanding these differences helps organizations provide appropriate support for different types of family formation.

• Qualifying Event: Paternity Policy applies specifically to biological fathers following childbirth, while Adoption Policy covers both male and female employees who legally adopt a child
• Leave Duration: Paternity leave in Saudi Arabia is fixed at three days, whereas adoption leave often allows for longer periods to accommodate adoption proceedings and bonding
• Documentation Requirements: Paternity Policy requires birth certificates, while Adoption Policy needs legal adoption papers and court documents
• Implementation Timeline: Paternity leave must be taken within one month of birth, but adoption leave typically offers more flexibility to align with the adoption process