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A Parental Leave Policy outlines how your company handles time off for employees when they welcome a new child. In Saudi Arabia, this policy must include the mandatory 70-day maternity leave with full pay and the 3-day paternity leave established by the Saudi Labor Law.

The policy spells out important details like eligibility requirements, notice periods, job protection guarantees, and how benefits continue during leave. It also explains any additional company-provided leave beyond the legal minimums, helping both managers and staff understand their rights and responsibilities when growing their families while maintaining their careers.

Use a Parental Leave Policy from the moment you start hiring employees in Saudi Arabia. This policy becomes essential when your first team member announces a pregnancy or plans to adopt, but implementing it beforehand prevents confusion and ensures compliance with Saudi Labor Law requirements.

Your organization needs this policy in place during key moments: when onboarding new staff, preparing for workforce expansion, updating your employee handbook, or responding to maternity/paternity leave requests. Having clear guidelines ready helps avoid disputes, maintains consistent treatment across departments, and protects both your company and your employees' rights.

• Maternity Leave Agreement: Covers the mandatory 70-day paid maternity leave, return-to-work arrangements, and nursing hour provisions required by Saudi Labor Law. This basic version focuses on compliance with minimum legal requirements.
• Extended Benefits Policy: Offers additional paid leave beyond legal minimums, often used by larger companies to attract and retain talent.
• Comprehensive Family Leave Policy: Combines maternity, paternity, and adoption leave provisions with flexible working arrangements during the transition period.
• Industry-Specific Policy: Tailored for sectors like healthcare or education, addressing shift work, coverage requirements, and specialized return-to-work protocols.

• HR Departments: Create and maintain the Parental Leave Policy, process leave requests, and ensure compliance with Saudi Labor Law requirements
• Company Management: Review and approve policy terms, allocate resources for leave coverage, and support implementation across departments
• Employees: Submit leave requests, provide required documentation, and follow policy procedures for their maternity or paternity leave
• Legal Advisors: Review policy language to ensure alignment with Saudi labor regulations and help resolve any disputes
• Ministry of Human Resources: Oversee compliance with mandatory leave provisions and investigate any reported violations

• Review Labor Law: Confirm current maternity and paternity leave requirements under Saudi Labor Law, including the 70-day paid maternity leave provision
• Company Details: Gather information about your organization's size, industry, and any existing leave benefits
• Documentation Requirements: List required forms, medical certificates, and notice periods for leave requests
• Leave Parameters: Define leave duration, pay continuation, and return-to-work procedures
• Additional Benefits: Decide if you'll offer extended leave beyond legal minimums
• Internal Review: Have HR and department heads review the draft to ensure it aligns with operational needs

• Leave Duration: Clear statement of the 70-day maternity and 3-day paternity leave entitlements under Saudi Labor Law
• Eligibility Criteria: Employee qualification requirements and service period conditions
• Notice Requirements: Mandatory notification periods and documentation needed for leave requests
• Pay and Benefits: Details on salary continuation and maintenance of benefits during leave
• Return Provisions: Job protection guarantees and return-to-work procedures
• Nursing Hours: One-hour daily nursing breaks for new mothers as required by law
• Policy Updates: Process for reviewing and updating the policy to maintain compliance

A Parental Leave Policy differs significantly from an Adoption Policy, though they're often discussed together in Saudi workplaces. While both deal with family-related leave, they serve distinct purposes and have different legal requirements.

• Legal Framework: Parental Leave Policy primarily focuses on the mandatory 70-day maternity and 3-day paternity leave under Saudi Labor Law, while Adoption Policy covers the specific provisions for employees adopting children
• Documentation Requirements: Parental Leave requires medical certificates and expected delivery dates, whereas Adoption Policy needs court orders and legal adoption documentation
• Time Periods: Parental leave has fixed statutory periods, but adoption leave may be more flexible to accommodate the adoption process
• Benefits Structure: Parental leave includes specific provisions for nursing hours and medical coverage, while adoption benefits focus on adjustment periods and family integration support