1. Paternity Leave

Universiti Kebangsaan Malaysia (UKM) upholds a comprehensive paternity leave policy designed to support family welfare, gender equality and shared parental responsibility among its staff. The policy, titled “Isteri Bersalin”, grants male employees (non-gestational parents) the right to take dedicated fully paid leave to assist their spouses during childbirth. This initiative aligns with UKM’s broader institutional commitment to creating a family-friendly work environment that enables both parents to balance professional obligations and childcare duties effectively.

Under this policy, male officers are entitled to seven (7) days of individual fully paid paternity leave, with an additional entitlement of up to twenty (20) days for group leave within a calendar year. The leave period may commence on the day of childbirth or the following day if the birth occurs after working hours. It also includes weekends and public holidays, ensuring that fathers can provide immediate and continuous support to their families. Eligible employees must provide documentation, such as a birth certificate or certified confirmation, to their department head for verification purposes. The policy further stipulates that paternity leave may be taken up to five (5) times throughout an employee’s service, reflecting flexibility and inclusivity for families with multiple children.

This paternity leave framework is a significant step toward promoting gender equity and aligns with Sustainable Development Goal (SDG) 5: Gender Equality, which emphasizes shared domestic responsibilities and equal participation of men and women in family care. By granting sufficient time for fathers to engage in childcare, UKM helps alleviate the disproportionate caregiving burden often placed on women, thereby encouraging women’s continued participation and advancement in the workforce.

• Policy Created: 2019
• Policy Review: 2025

2. Permission to leave work one hour earlier than the official working hours

The Government of Malaysia, through Service Circular Number 11 of 2017, implemented a policy allowing female officers who are five months pregnant and above to leave work one hour earlier than the normal working hours. This privilege is also extended to their husbands who are public service officers working in nearby locations. This privilege is provided for the welfare and safety of female officers.

As a statutory body, UKM also adopts the policy implemented by the Government. Accordingly, female UKM staff who are five (5) months pregnant and above are permitted to leave work one hour earlier than the normal working hours.

3. Circular on Human Resources Services, issued by the Department of Public Service Malaysia

UKM refers to the Circular on Human Resources Services, issued by the Department of Public Service Malaysia as guidelines for Equality, Diversity, Inclusion, and Anti-Discrimination Policy. Circular on Human Resources Services is not just a guideline; it is a promise to uphold the dignity and rights of all our citizens. Circular on Human Resources Services emphasizes the importance of equality, diversity, inclusiveness, and anti-discrimination across all genders within the workforce. It aims to create a fair and respectful environment, promoting equal opportunities and treatment for all employees. This includes implementing policies to prevent gender-based discrimination, ensuring representation in decision-making, and fostering a culture that values diverse perspectives. By addressing these issues, the policy supports a more equitable workplace that encourages collaboration and innovation.

The Government of Malaysia’s circular on Human Resource Services

The Government of Malaysia’s circular on Human Resource Services outlines maternity and paternity leave provisions for civil servants. It specifies entitlements for maternity leave, including duration and eligibility criteria for female employees. Paternity leave guidelines ensure that male employees can take time off to support their partners during and after childbirth. The policy aims to promote family welfare and work-life balance within the public service sector. For comprehensive details, you can refer to the official document.

Circular on Human Resources Services, issued by the Department of Public Service Malaysia

https://docs.jpa.gov.my/ppsm

The Government of Malaysia’s circular on Human Resource Services

www.ukm.my/pendaftar/wp-content/uploads/2022/06/LAMPIRAN-C.pdf

UKM’s paternity policy demonstrates progressive leadership in fostering inclusive, family-oriented and gender-responsive workplace practices. Through this policy, the university not only strengthens family support systems but also reinforces its dedication to creating a balanced, equitable environment that empowers both male and female staff to thrive personally and professionally.