Paternity policy

Goal 4 of the University of Warsaw’s Gender Equality Plan focuses on creating conditions that facilitate the reconciliation of research, teaching, and administrative work with family commitments. It addresses the needs of both mothers and fathers, so that the academic community can pursue careers without having to sacrifice family life.

The actions include both institutional solutions and initiatives implemented at the faculty and unit level, such as access to childcare facilities, flexible working hours, mentoring programs, and training to support the balance of family and professional responsibilities.

Main Actions
1. Systemic Support for Parents

• Establishing a Team for Parental Support and Parenting Issues, which provides information, identifies appropriate support institutions, and manages an email inbox for questions.
• Developing and regularly updating a Guide for Parents and Guardians, which includes information on available benefits, flexible work arrangements, and care options.
• Disseminating information about available support options through information campaigns.

2. Development of care infrastructure

• Development of plans for the creation of new childcare facilities (nurseries, preschools, daycare/ad hoc) at the Ochota Campus, Śródmieście.
• Mapping and disseminating information about parent-friendly spaces (e.g., breastfeeding rooms, childcare spaces).

3. Work flexibility

• Home office and flexible work hours.
• Unification of remote work policies and the introduction of individual work schedules for individuals with family responsibilities.
• Recommendations regarding meeting times for Scientific, Teaching, and Faculty Councils during holidays and vacations.

4. Training and psychological support

• Training for parents and caregivers of dependents, covering legal, psychological, and practical aspects.
• Workshops for men on mental health and work-life balance.
• Mentoring programs for those returning to work after parental leave.

5. Grants and Financial Support for Returns

• Competitions and grants supporting return to academic activity after a break related to childcare.
• Analysis and update of the Company Social Benefits Fund (ZFŚS) system, including subsidies for nurseries, preschools, and sports cards for children.

Examples of solutions for fathers: promoting their active role in childcare, access to and promotion of paternity leave, and workshops on work-life balance and mental health dedicated to men.

The new, Inclusive Gender Equality Plan continues the activities of Goal 4, expanding them with systemic and institutional solutions. Strengthening and developing these activities is a priority for 2025–2029 and will be developed gradually, based on reports, evaluations, and recommendations from expert teams.

More information about the Inclusive Gender Equality Plan for 2025–2029.

The right to paternity leave is the exclusive and independent right of the father raising the child, independent of the child’s mother’s rights. It is also available if the mother is not employed and does not take leave related to the birth of the child, as well as if the father is not in a relationship with the child’s mother (provided he has recognized the child and his name is entered on the child’s birth certificate).

An employee-father raising the child is entitled to paternity leave of up to two weeks, no longer than until the child reaches 12 months of age or until 12 months have passed since the adoption decision became final and binding, and no longer than until the child reaches 14 years of age. Taking paternity leave is not mandatory.

Relevant regulations regarding maternity leave apply to paternity leave, in particular regarding the guarantee of employment in the current or equivalent position after the leave ends, the prohibition on termination of employment, and interruption of leave due to the child’s hospitalization.

Paternity leave may be taken all at once or in no more than two parts, neither of which may be shorter than one week. The period of paternity leave is payable at 100% of the benefit calculation basis.

This is based on the Act of June 26, 1974, the Labor Code, and the Rules of Work at the University of Warsaw.