Working Motherhood Initiative Calls on Ghana’s Parliament for Swift Legislative Action on New “Parental Leave for All” Bill

As Ghana's Parliament finalizes its Labour (Amendment) Bill, 2023 ("Parental Leave for All” Bill), the nation stands at the brink of a historic shift towards greater gender equality and support for working families. Spearheaded by Member of Parliament for Madina, Hon. Francis-Xavier Sosu, Esq., this ground-breaking legislation seeks to extend maternity leave and introduce paternity leave, aligning with global standards and responding to the evolving needs of Ghanaian families.

The Working Motherhood Initiative is advocating for the rapid passage of this crucial Bill, highlighting its potential to transform gender parity and family welfare in the country.

At the Stakeholders Engagement Forum on the Bill: Hon. Francis-Xavier Sosu, Esq., Member of Parliament for Madina (left), and Prof. Abigail Opoku Mensah, Director of the Research and Consultancy Center at UPSA and Industrial and Organizational Psychologist (right).
Image Source: Office of Hon. Francis-Xavier Sosu, Esq.

Key Provisions of the Bill

The Labour (Amendment) Bill, 2023, proposes significant changes to existing policies:

1. Paternity Leave: Male workers will be entitled to two to four weeks of paternity leave, contingent on presenting a medical certificate confirming the expected delivery date of their spouse. The Bill guarantees full benefits and remuneration during this period, with an additional two weeks for cesarean sections, stillbirths, or multiple births. Paternity leave is also extended to men who adopt children under three months old.

2. Maternity Leave: The Bill proposes increasing maternity leave from twelve to a range of seventeen to twenty-six weeks. Women who adopt children under three months old are included in this provision, with an additional two weeks for abnormal confinements, cesarean sections, stillbirths, or multiple births.

3. Flexible Working Conditions: Employers must respond to written applications for flexible working conditions from pregnant or lactating female workers within fourteen days, indicating approval or denial.

Prof. Abigail Opoku Mensah (Director, Research and Consultancy Center, UPSA Industrial and Organisational Psychologist) at the Stakeholder Engagement Forum on the Bill.

Legislative Process and Support

Following its completion, the draft Bill will be gazetted and presented for the first reading in the House before being referred to the relevant committee for further deliberation. MP Sosu, who initiated the Bill in October 2023 and conducted stakeholder engagements in March 2024, emphasizes its role in promoting gender parity and fostering an inclusive society. Sosu, a Deputy Ranking Member of the Constitutional, Legal, and Parliamentary Affairs Committee, has previously led successful legislative initiatives on the death penalty, anti-witchcraft accusations, community sentencing, and tax exemptions for sanitary pads.

Common Misconceptions About Extending Maternity Leave

1. Misconception: Extending maternity leave will hurt the economy
   Fact: Extending maternity leave can actually boost the economy. Supporting mothers through longer maternity leave improves their health and well-being, leading to higher productivity and a more engaged workforce when they return. Furthermore, it can reduce turnover rates and the costs associated with hiring and training new employees. For instance, Ethiopia's extension of maternity leave from 90 to 120 days in 2019 has been part of broader labour law reforms aimed at improving employee welfare and supporting economic growth.
   
   

2. Misconception: Introducing paternity leave is unnecessary and will be underutilized
   Fact: Paternity leave is essential for promoting gender equality and supporting fathers in taking an active role in child-rearing. Countries with paternity leave see higher uptake rates over time, which helps balance family responsibilities and improves relationships. Fathers on paternity leave develop a closer bond with their children and return to work more motivated and productive. Moreover, paternity leave supports mothers' careers by reducing stress and allowing them to return to work earlier, which can help close the gender wage gap.
   
   

3. Misconception: Only mothers benefit from extended maternity leave and paternity leave
   Fact: Both parents and employers benefit from these policies. Families benefit from shared responsibilities, better work-life balance, and improved mental health. Employers benefit from a more motivated and loyal workforce, lower turnover, and higher productivity.
   
   

4. Misconception: Only Large Companies Can Afford Extended Parental Leave
   Fact: The belief that only large companies can afford to offer extended parental leave is a misconception. In reality, small and medium-sized enterprises (SMEs) and even informal sector businesses can implement effective and affordable parental leave strategies.

Affordable Strategies for SMEs and Informal Businesses

1. Flexible Work Arrangements: SMEs often excel at providing flexible and family-friendly work arrangements that can support parental leave without significant financial burden. These include allowing part-time work or flexible hours upon return from maternity leave, which helps integrate new parents back into the workforce gradually while accommodating their family responsibilities.

2. Shared Workload and Intern Programs: Small businesses frequently manage maternity absences by distributing work among existing staff or utilizing interns and apprentices. This approach not only covers the workload but also provides valuable training opportunities for interns, enhancing their employability and sometimes leading to permanent positions within the company.

3. Community and Informal Support Systems: In many informal economies, community-based support systems play a crucial role. For instance, market associations and church groups often provide financial support and other resources to new mothers, helping them manage without formal maternity benefits.

4. Cost Management through Planning: Effective planning and management of maternity leave can reduce costs. Some small business owners plan ahead by training multiple employees in various roles, ensuring that the workload can be distributed effectively during maternity absences.

Recommendations for the Government of Ghana to Support SMEs

1. Subsidized Maternity Leave Programs: The government can introduce subsidized maternity leave programs that alleviate the financial burden on SMEs. These programs could involve partial funding from the government, making it more feasible for small businesses to offer extended leave without incurring significant costs.

2. Tax Incentives: Providing tax incentives to SMEs that implement family-friendly policies can encourage more businesses to adopt such practices. Tax breaks or credits for businesses that offer paid parental leave, flexible working hours, or childcare support can make these initiatives more financially attractive for small employers.

3. Access to Funding and Grants: Establishing grants or low-interest loans for SMEs to develop family-friendly workplace initiatives can provide the necessary financial support. These funds can be used to create breastfeeding facilities, flexible working spaces, or subsidize temporary staff to cover maternity absences.

4. Awareness and Training Programs: The government should invest in awareness campaigns and training programs to educate SMEs about the benefits of parental leave and how to implement cost-effective family-friendly policies. Providing resources and best practice guides can help small business owners understand and navigate the process.

5. Strengthening Social Insurance Schemes: Integrating maternity protection into national social insurance schemes can ensure that all working mothers, including those in SMEs and the informal economy, receive adequate support. This approach can provide a safety net that helps businesses manage the financial aspects of parental leave.

By tackling these misconceptions, the Labour (Amendment) Bill, 2023, along with similar reforms across Africa, has the potential to create a more equitable and supportive work environment for all employees. These changes could drive socio-economic development and improve family welfare across the continent.