Why no paternity leave in Bangladesh?

Bangladesh remains one of the few nations where fatherhood is yet to be recognised by the labour law. Despite longstanding discussions, the issue continues to be overlooked, both legally and socially.

Paternity leave is not just a break from work-it is an opportunity for fathers to provide emotional and physical support during a critical period of family bonding and child development. Numerous studies, including a 2019 international report, reveal that a father's early involvement significantly improves a child's language and social skills. Yet, Bangladeshi fathers are denied even a single day of mandatory leave.

The absence of paternity leave stems from several barriers: a clear legal vacuum in labour law, entrenched gender stereotypes that see men solely as breadwinners, economic concerns-particularly for small businesses-and, most notably, a lack of political will. Although the High Court directed the formulation of a paternity leave policy in 2024, implementation has been sluggish.

Global examples show the transformative effects of paternity leave. Norway offers fathers up to 150 days of leave; even India introduced 15 days of leave for government employees in 2023. These progressive steps promote shared parenting, boost women's employment, and reduce workplace stress.

The time has come for Bangladesh to adopt a similar stance. Paternity leave must be recognised in our labour laws and enforced across both public and private sectors. Awareness campaigns, educational programmes, and advocacy by labour rights organisations and commissions like the Women and Children's Affairs Commission are essential for cultural and institutional changes.

Let us not treat paternity leave as a luxury. It is a necessity for building a more compassionate, equal, and family-friendly society. Bangladesh must act now to acknowledge fathers' roles both at home and in the nation's future.

Surja Mandal

LL.B. Student

Department of Law

World University of Bangladesh

surjamandal032@gmail.com