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Sustainable Agriculture Institute


Sustainable Agriculture Institute Promotes Sustainable Education through Permaculture Design


Paternity Leave Policy


Policy brief & purpose


SAI’s employer Paternity Leave Policy outlines the company’s provisions for employees who have become fathers either through the birth or adoption of a child. The company recognizes that men need time to bond with their child and take care of it as much as women do. Therefore, we have established a policy to allow new fathers to commit to their new parental duties without hindrance.

The company will offer at least the minimum benefits mandated by law and this policy is merely complementary to the existing legal guidelines.


This policy applies to all eligible male employees of the company.

Policy elements

This policy will take effect for each of the following two reasons:

  • The birth or care of a child in the first year of its life
  • The adoption or foster care placement of a child

The following rules are in effect inside the company:

  • All eligible male employees of the company can request paternity leave after they have been employed by the company a specified amount of time. Eligibility is determined by legislation
  • Employees can not utilize paternity leave before the birth or adoption of a child. Exceptions may occur for the need to attend a certain number of prenatal appointments with their partner or appointments necessary to proceed with the adoption process
  • The employee must be the primary caregiver to qualify for paternity leave
  • Surrogacy arrangements are also included in the context of this policy

What is the employer’s paternity leave policy?

Fathers who require time for the care of an infant or bonding with an adopted child will be granted time off work for a specified amount of consecutive days/weeks. Depending on the jurisdiction under which the company operates, the legal limit of paternity leave may span from one day to twelve weeks. Whether the time off will be fully or partially paid or unpaid, depends also on legislation and the company’s judgment.

When the legislation and/or the company allows it, the employee may extend his leave for several additional weeks. This may be deemed necessary if, for example, the partner of the employee is obliged to return to work. Shared parental leave between spouses may also be utilized when the law allows it.

During the time an employee is on paternity leave, his position, regular pay, and benefits will not be altered.

Additional benefits that the company may decide to offer to its employees will be stated in the employment agreement.


Employees must give notice of the expected birth or adoption of their child a specified amount of weeks prior to these events.

The following procedure should be followed:

  1. The employee gives formal written notice of the expected event of birth or adoption to his supervisor and/or HR department and the beginning and ending dates of the requested leave*. The company’s HR department may have specific forms that must be completed. The minimum time of notice is defined by law or the company and will usually be greater than three weeks before the due date of birth
  2. If any formal document (e.g. certification of partner’s pregnancy) is requested, he must submit it as soon as possible
  3. The appropriate person will determine the employee’s eligibility for paternity leave
  4. The employee will be formally notified of his eligibility status and the amount of leave he is entitled to
  5. Alternate arrangements, such as working part-time instead of taking full leave, must be in writing and agreed upon by both employee and employer
  6. The employee will begin his paternity leave at the specified date unless the child is born early. In such cases, the employee may begin his leave on the day of birth

*The leave may begin within a specified number of weeks after the birth of a child or, in cases of adoption, within some days after placement or arrival in the country (when the child was overseas).

Employees are advised to consult with their immediate supervisor or the human resources department to ensure they have adequate information about benefits and procedures.

Employees may interrupt their leave for reasons allowed by the law or the company. Return to work is obligatory at the determined date unless there is a request for a leave extension. Failure to return will be considered job abandonment.