5.6.3 : Maternity policy
Kemudahan Cuti Bersalin Pegawai Perkhidmatan Awam
Universiti Teknologi Malaysia (UTM) demonstrates a high-impact commitment to supporting women’s professional participation and family well-being through its progressive maternity leave policy. This policy is formally implemented via Pekeliling Pentadbiran Bilangan 10/2018, which adopted the provisions of the national Pekeliling Perkhidmatan Bilangan 5 Tahun 2017. This measure is a critical component of the university’s dedication to SDG 5: Gender Equality and SDG 8: Decent Work and Economic Growth.
The cornerstone of this policy is the provision of an extended period of paid maternity leave for all eligible female public service officers, which includes UTM staff. The university ensures comprehensive support by increasing the total paid maternity leave entitlement from 300 days to 360 days throughout a staff member’s entire service period. This duration significantly exceeds international standards, firmly establishing UTM as a leader in creating a supportive work environment for mothers.
The commitment of 360 fully paid days provides substantial security, enabling women to fully recover, establish maternal-infant health, and ensure a smooth transition back to their professional duties without financial penalty or career compromise. By mitigating the structural disincentives often associated with childbirth, UTM's policy directly supports the long-term recruitment, retention, and advancement of female academics and administrators. It ensures that family responsibilities do not hinder women's careers, fostering an inclusive and equitable workplace where women can thrive professionally while managing their personal lives. This clear, systematic provision confirms UTM’s proactive stance in creating a gender-balanced and sustainable institution.
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Panduan Cuti dalam perkhidmatan
Universiti Teknologi Malaysia (UTM) enforces a robust and supportive maternity policy, detailed in its Panduan Cuti Dalam Perkhidmatan (Vol. 1), which significantly boosts women’s career participation, directly addressing the core objectives of UN Sustainable Development Goal 5 (Gender Equality). This policy is foundational to the university's commitment to providing comprehensive welfare (kebajikan) facilities for all permanent staff.
The core of UTM's support for female staff is the generous Cuti Bersalin (Maternity Leave) provision, which includes:
- Extended Paid Leave: Female officers are entitled to a maximum of 360 days of fully paid maternity leave to be utilised across up to five separate births throughout their service period.
- Flexibility: For each birth, the officer is granted the flexibility to determine the leave duration, which can range from 60 to 90 days.
- Holistic Support: Beyond the initial maternity period, the policy framework further ensures long-term parental support by also detailing provisions for Cuti Menjaga Anak (Childcare Leave).
By offering this extensive duration of paid leave, UTM structurally removes barriers to women’s continuous employment and professional advancement, guaranteeing financial security and necessary recovery time. This progressive approach ensures that staff can meet critical family responsibilities without compromising their career trajectory, thereby fostering an inclusive and gender-equitable workplace in line with the highest standards of impact assessment methodology.
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