

Syensqo’s 16-week fully-paid parental leave policy
What did you want to achieve?

Syensqo’s 16-week fully-paid parental leave policy, introduced in 2021, offers equal leave to all parents, including adoptive parents, regardless of gender. This policy replaces previous maternity-only leave, providing the Syensqo-employed parent 100% salary coverage, supplemented by local benefits. By granting equal leave, Syensqo supports career choices and work-life balance for all parents, promoting gender equity in the workplace. In three years, 284 fathers and all mothers of newborns or adopted children have benefited, highlighting its positive impact on career opportunities and inspiring industry-wide equity advancements.
What did you do?
The initiative was impulsed by our CEO Ilham Kadri. The principle of granting a universal right to 16 weeks fully paid parental leave in all countries where we operate was discussed at the executive level. As a top up to local benefits provided by social security schemes and/or private healthcare systems paid by the employer, the implementation required clear communication to all employees, guidelines to local HR and change requests in the HR systems.
The practical conditions were discussed at the European Works Council as well as the results of the first year of experience. As a result, initially granted as a block of 16 weeks, the parental leave has been adapted so that it can be taken within the first 12 months, in periods of minimum four weeks.

What are the results so far?
Since the launch in 2022, all mothers, as well as 284 fathers have benefited from the program. In focus groups, fathers reported that the 16-week leave allowed them to form stronger bonds with their newborns by being actively involved in early caregiving. This time also deepened their understanding of the challenges of childcare and household responsibilities, fostering a newfound appreciation for family demands. Even after the leave, these fathers maintained increased involvement in household duties, suggesting a lasting shift in their role at home.

What have you learned?
The cultural change was the biggest challenge. In many cultures, fathers are not seen as active parents in the first years of a newborn. The program could not have been a success without change management and awareness campaign, especially towards team managers and fathers themselves. But the satisfaction rate among those who have benefited is extremely high. It has increased employee engagement, sense of belonging and pride to work for Syensqo. Several fathers have also reported that they chose Syensqo as an employer because of the 16-week policy.
