Maternity Leave

5.1. Purpose and Principles

TSUULL recognizes maternity as a vital period in the life of every woman and family. The University provides maternity leave to ensure the health, safety, emotional well-being, and academic or professional security of expecting and new mothers.

This leave guarantees adequate time for rest, recovery, and bonding with the child, while protecting the individual’s employment, enrollment, and social rights.

TSUULL affirms that pregnancy and childbirth must never result in academic disadvantage, employment insecurity, or discrimination in any form.

All departments and supervisors are required to provide an environment of empathy, flexibility, and confidentiality for expectant mothers and new parents.

5.2. Duration of Maternity Leave

The standard period of maternity leave at TSUULL follows national legislation and international good practices. The leave is designed to balance physical recovery and family bonding while ensuring continuity of academic and professional duties.

 

 

 

 

 

 

 

 

The University may, upon medical recommendation, extend the period of pre- or post-natal leave if required for the health and safety of the mother or the child.

5.3. Leave for Adoptive and Guardian Parents

Adoptive and guardian parents of newborns are granted 56 days of paid or protected leave, or 70 days in the case of multiple adoptions.

During this period, the University provides emotional and administrative support, ensuring full access to counseling, medical services, and reintegration assistance.

5.4. Employment and Academic Protection

During maternity leave, employment and study status remain fully active.

Faculty and staff retain their positions, ranks, salaries, and benefits, while students maintain active enrollment without risk of academic penalty.

Upon returning, individuals must be reinstated to their prior or equivalent academic or professional roles, preserving all rights accrued before the leave period.

5.5. Flexible Study and Work Arrangements

TSUULL promotes flexibility to ensure continuous learning and professional growth during maternity leave.

Students may continue their studies through distance, blended, or external (eksternat) learning formats.

Academic advisors and department coordinators are responsible for providing individualized study plans, rescheduling assessments, and facilitating online coursework when requested.

Staff members may apply for temporary workload reduction, adjusted schedules, or remote work options if compatible with their role and institutional needs.

5.6. Reintegration and Post-Leave Support

Upon returning to study or work, all students and staff receive institutional reintegration support.

This includes:

• Medical examinations and consultation with the University Health Unit to ensure readiness and well-being.

• Academic and psychological counseling to assist in adapting back to study or work routines.

• Individualized scheduling or phased return options for those requiring gradual reintegration.

• Priority access to on-campus childcare services or partner facilities (where available).

The University’s Gender Equality Committee and Student Support Center coordinate these measures in collaboration with the relevant faculties and departments, ensuring every returning parent feels respected, supported, and valued as a vital part of the TSUULL community.

Paternity and Family Leave

6.1. Purpose and Principles

TSUULL recognizes that parenting and caregiving are shared responsibilities that are essential for the well-being of children and families. The University affirms the rights of fathers and legal guardians to participate fully in the early stages of childcare and to provide emotional, physical, and logistical support to their families.

Paternity and family leave at TSUULL are designed to promote gender equality, encourage active fatherhood, and support balanced family involvement without compromising academic or professional obligations.

6.2. Scope of Paternity Leave

Paternity leave allows fathers or legal guardians to:

• Support their spouse, partner, or child during childbirth and postpartum recovery;

• Participate in early caregiving and bonding activities;

• Share childcare responsibilities, reinforcing family stability and equitable caregiving roles.

The University ensures that paternity leave is recognized as an official entitlement and that all individuals using it are protected from academic or professional disadvantage, discrimination, or any form of retaliation.

6.3. Flexible Arrangements for Students and Staff

TSUULL offers flexible arrangements for male students and staff members during their spouse’s pregnancy, childbirth, or early childcare period. These include:

• Short-term leave or temporary absence from study or work;

• Adjusted schedules to accommodate family responsibilities;

• Reduced workload or temporary remote work where feasible and compatible with institutional needs.

These provisions are intended to facilitate the father’s or guardian’s active participation in the child’s early life while maintaining academic and professional continuity.

6.4. Leave for Adoptive Fathers and Guardians

Adoptive fathers and legal guardians are entitled to the same leave and family support measures as biological fathers under national legislation and TSUULL’s family-friendly policy.

This includes leave to support the adoption process, provide initial caregiving, and integrate the child into the family, while retaining full protection of their academic or professional status.

6.5. Reintegration and Support Post-Leave

• Upon return from paternity or family leave, all male students and staff are supported in resuming their studies or work responsibilities through:

• Academic counseling or guidance for students who missed classes or assessments;

• Workplace reintegration plans for staff to resume duties without penalty or disruption;

• Access to support services, including counseling, flexible schedules, and institutional advice on family-work balance.

The Gender Equality Committee, together with the Human Resources Department and relevant academic departments, ensures that all paternity and family leave measures are implemented confidentially, equitably, and in accordance with University and national standards.

 

Maternity, Childbirth, and Adoption-Related Benefits for Employees

8.1. Maternity, childbirth, and adoption benefits are provided based on a duly issued certificate of incapacity for work. This also applies to employees who have adopted a newborn or been appointed as the child’s guardian through a court decision or khokim’s order.

8.3. Benefits related to maternity, childbirth (including cases of miscarriage), adoption, or guardianship cover the entire period specified in the certificate of incapacity for work.

8.4. In cases of labor disputes involving unlawful dismissal, benefits are paid once reinstatement is granted or when an official decision recognizes the termination as unlawful, covering the full unpaid period of incapacity.

8.5. Employees who begin work after completing higher or postgraduate education programs are entitled to these benefits from the date their employment officially starts.

8.7. Employees on annual leave or childcare leave who are granted maternity or adoption-related leave shall receive benefits for all days indicated in the incapacity certificate.

8.8. Benefit Calculation:

• Employees with less than 12 months of employment — receive 75% of their average monthly wage;

• Employees with 12 months or more of employment — receive 100% of their average monthly wage.

8.9. The total benefit amount is calculated by multiplying the employee’s average daily wage by the number of workdays missed during the incapacity or leave period.

8.10. If an employee’s salary changes during the leave period, the benefit amount shall be recalculated accordingly.