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Paternity Policy
I need a paternity policy that outlines the leave entitlements and procedures for new fathers, ensuring compliance with Indonesian labor laws, and includes provisions for flexible working arrangements post-leave to support work-life balance.
What is a Paternity Policy?
A Paternity Policy outlines an employee's right to take time off work when they become a new father. In Indonesia, this policy gives male workers up to 2 days of paid leave following their child's birth, as specified under the Manpower Law No. 13/2003.
The policy typically covers key details like eligibility requirements, notification procedures, and how the leave coordinates with other benefits. Many Indonesian companies now offer extended paternity leave beyond the legal minimum, recognizing that fathers need time to bond with newborns and support their partners during the early days of parenthood.
When should you use a Paternity Policy?
Implement a Paternity Policy when establishing or updating your company's parental leave framework in Indonesia. This policy becomes essential before hiring male employees or when expanding your workforce, ensuring clear guidelines exist for when fathers welcome new children.
Many organizations create or revise their Paternity Policy during annual benefits reviews, when harmonizing with the Manpower Law, or after employee feedback highlights the need for clearer leave procedures. Having this policy ready before paternity leave requests arise helps avoid confusion, ensures fair treatment, and demonstrates your company's commitment to supporting working fathers.
What are the different types of Paternity Policy?
- Basic Minimum Policy: Follows Indonesia's mandatory 2-day leave requirement under Manpower Law
- Enhanced Leave Policy: Offers extended paid leave beyond the legal minimum, often 5-10 days
- Flexible Schedule Policy: Combines leave with work-from-home options during the first month
- Comprehensive Family Policy: Integrates paternity leave with other family-friendly benefits like childcare support
- Industry-Specific Policy: Adapts leave provisions based on work patterns, such as modified schedules for shift workers
Who should typically use a Paternity Policy?
- HR Managers: Draft and implement the Paternity Policy, ensuring compliance with Indonesian labor laws
- Male Employees: Primary beneficiaries who can claim leave rights when they become new fathers
- Department Heads: Help coordinate leave arrangements and maintain workflow during paternity absences
- Legal Teams: Review policy content to ensure alignment with Manpower Law requirements
- Company Directors: Approve policy terms and any enhanced benefits beyond legal minimums
- Labor Unions: Negotiate additional paternity benefits during collective bargaining discussions
How do you write a Paternity Policy?
- Review Current Law: Check Indonesia's Manpower Law No. 13/2003 for minimum paternity leave requirements
- Gather Industry Data: Research competitive paternity benefits in your sector
- Budget Assessment: Calculate financial impact of basic and enhanced leave options
- Employee Demographics: Analyze workforce data to project usage patterns
- Leave Procedures: Define notice periods, documentation requirements, and approval processes
- Policy Integration: Ensure alignment with existing HR policies and systems
- Communication Plan: Prepare clear guidelines for announcing and implementing the policy
What should be included in a Paternity Policy?
- Policy Purpose: Clear statement defining paternity leave rights and scope
- Eligibility Criteria: Employment status and conditions required for leave
- Leave Duration: Minimum 2-day leave guarantee per Manpower Law
- Notice Requirements: Process and timeline for requesting leave
- Documentation Needs: Required proof of childbirth or adoption
- Salary Continuation: Terms of payment during leave period
- Return-to-Work Terms: Job protection and reinstatement guarantees
- Implementation Date: When policy takes effect and applies to employees
- Legal References: Citation of relevant Indonesian labor laws
What's the difference between a Paternity Policy and an Adoption Policy?
A Paternity Policy is often confused with an Adoption Policy, as both deal with parental rights and time off for new parents. However, they serve distinct purposes and cover different situations in Indonesian employment law.
- Primary Focus: Paternity Policy specifically covers biological fathers' rights during childbirth, while Adoption Policy addresses both parents' leave rights when legally adopting a child
- Leave Duration: Paternity leave is typically shorter (2 days minimum by law) compared to adoption leave, which may be longer to accommodate legal proceedings
- Documentation Requirements: Paternity Policy requires birth certificates or hospital records, while Adoption Policy needs court documents and legal adoption papers
- Implementation Timeline: Paternity leave usually starts immediately at birth, whereas adoption leave might be taken in stages throughout the adoption process
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