Analysing the introduction of new paternity and parental leave entitlements for fathers in accordance with European Union directive 2019/1158 : a qualitative study on the employers’ perspective in Malta

Abstract

The European Union (EU) is set to reduce the persisting child caring gap between parents through EU Directive 2019/1158 and the introduction of new paternity and parental leave entitlements for fathers. With the aim to increase fathers’ participation in the upbringing of their children, the EU is instructing all member states to offer a minimum of ten days paid paternity leave and a two month paid parental leave exclusively for fathers. On such grounds, the purpose of this qualitative study is to explore the perspective of employers on the matter. To achieve the objective of this study, eight semi structured interviews were conducted with human resources (HR) personnel working in medium sized private sector companies and collected data was analysed through the utility of Thematic Analysis (Braun & Clarke, 2006). The findings show that most of the employers had conflicting views on the introduction of the new paternity and parental leave entitlements. Whereas they acknowledged the importance of having more men participating in the upbringing of children, employers, especially those from the manufacturing sector and the food service and hotel industries (HORECA) are concerned that this could lead to negative repercussions on their businesses. Despite these concerns, most of the employers were quite positive about the introduction of a ten-day paid paternity leave and the idea of having fathers requesting and making use of parental leave. In relation to the compensation rate, employers believe that in order for fathers to avail of their new rights, this should be paid at 100% of earnings. The majority of the employers also suggested that the costs associated with the new leave entitlements should be shared by both the Government and employers. Employers want a voice in the implementation of the new entitlements since industries differ and may not necessarily be affected in the same manner. Thus, they are keen to seek compromise with both the Government and employees on the implementation of such new rights.