5.6.3 & 5.6.9 - Bahçeşehir University Maternity, Paternity and Parental Support Policy

Policy Statement

Bahçeşehir University (BAU) is committed to fostering an inclusive, equitable, and supportive academic and working environment that promotes gender equality, equal opportunities, and the well-being of all employees and students.

This policy supports women's participation in education, employment, research, leadership, and professional development by ensuring maternity protection, encouraging shared parental responsibilities, and enabling non-gestational parents to actively participate in childcare duties.

BAU recognises that pregnancy, childbirth, adoption, breastfeeding, miscarriage, and parental responsibilities must not create barriers to academic progress, employment opportunities, career advancement, or equal participation in university life.

The University provides maternity and paternity leave, parental support, breastfeeding facilities, flexible working arrangements, and protection against discrimination and professional disadvantage.

By supporting both gestational and non-gestational parents, BAU seeks to reduce the disproportionate caregiving responsibilities often assumed by women and promote their continued participation in academic and professional life.

This policy operates in accordance with relevant Turkish legislation and includes additional institutional provisions designed to strengthen parental support and gender equality.

1. Equal Treatment and Non-Discrimination

BAU guarantees that no employee or student faces discrimination based on pregnancy, childbirth, adoption, breastfeeding, miscarriage, parental status, or caregiving responsibilities.

All employees and students are entitled to fair treatment, dignity, and equal access to institutional opportunities.

Pregnancy and parental responsibilities do not constitute grounds for unfavourable treatment in recruitment, admissions, academic assessment, promotion, performance evaluation, professional development, remuneration, or career advancement.

BAU is committed to ensuring that maternity and parenthood do not limit women's educational opportunities, academic participation, research activities, or professional progression.

2. Maternity Leave and Support for Gestational Parents

BAU recognises maternity protection as an essential mechanism for supporting women's health, well-being, employment continuity, and equal participation in academic and professional life.

BAU provides employees with 24 weeks of maternity leave, including eight weeks before childbirth and 16 weeks after childbirth, with income protection and applicable employment benefits.

Additional provisions relating to multiple births, medically necessary adjustments, prenatal leave arrangements, and unpaid leave are implemented in accordance with applicable legislation.

BAU also supports employees requiring additional recovery or caregiving time through appropriate leave arrangements, subject to applicable regulations.

Employees taking maternity leave are protected against discrimination, loss of employment rights, and unjustified disadvantage in career advancement, academic promotion, research opportunities, or professional development.

The University recognises that effective maternity support is essential to preventing motherhood from becoming a barrier to women's continued participation in higher education and employment.

3. Paternity Leave for Non-Gestational Parents

BAU recognises that shared parental responsibilities are essential to achieving gender equality and supporting women's continued participation in academic and professional life.

The University ensures that non-gestational parents can actively participate in childcare duties, reducing the disproportionate caregiving responsibilities often assumed by women.

In accordance with Turkish labour legislation as amended in May 2026, employees are entitled to a statutory minimum of 10 days of paid paternity leave.

As an enhanced institutional provision currently in effect, BAU provides three full weeks of paid paternity leave for non-gestational parents, exceeding the statutory minimum.

This additional support enables non-gestational parents to bond with newborn children, support gestational parents during the postnatal period, and participate meaningfully in early childcare.

Paternity leave is provided independently of annual leave entitlements and without any reduction in regular remuneration.

By encouraging the equitable distribution of childcare responsibilities, BAU's paternity policy aims to reduce barriers to women's employment, career progression, academic participation, and professional development.

The University promotes an inclusive understanding of parenthood and recognises the importance of supporting caregiving responsibilities without reinforcing traditional gender stereotypes.

4. Adoption Leave and Support for Adoptive Parents

BAU recognises adoption as an equally significant family milestone and is committed to supporting employees who assume parental responsibilities through adoption.

Adoptive parents receive the leave entitlements and employment protections provided under applicable Turkish legislation.

The University also supports appropriate arrangements that allow adoptive parents to bond with their children and adjust to new family responsibilities.

Adoptive parents have equitable access to relevant parental support provisions, without unjustified discrimination based on gender or family circumstances.

5. Breastfeeding and Lactation Support

BAU is committed to providing a supportive environment for breastfeeding employees and facilitating their continued participation in professional and academic life.

Employees are entitled to paid breastfeeding breaks during working hours in accordance with applicable Turkish legislation.

The University also ensures access to designated, private, hygienic, and appropriate spaces for breastfeeding or expressing breast milk on campus.

Breastfeeding responsibilities do not negatively affect an employee's professional assignments, performance evaluation, promotion opportunities, or career development.

These provisions support women's return to work following childbirth and help prevent breastfeeding responsibilities from becoming barriers to employment continuity and professional participation.

6. Miscarriage and Pregnancy Loss Support

BAU recognises the physical and emotional impact of miscarriage and pregnancy loss and is committed to providing compassionate, confidential, and non-discriminatory support.

Employees experiencing miscarriage or pregnancy loss are entitled to applicable medical and paid leave provisions, based on medical advice and relevant employment regulations.

Where necessary, additional leave or temporary adjustments to working arrangements may be considered in consultation with Human Resources.

Employees are protected against discrimination, professional disadvantage, and retaliation resulting from miscarriage, pregnancy loss, or related leave.

The University is committed to supporting employees' recovery and their continued participation in professional and academic life.

7. Flexible Working Arrangements and Shared Caregiving Responsibilities

BAU supports flexible working arrangements that help gestational and non-gestational parents balance professional responsibilities with childcare and family life.

Subject to operational requirements and the nature of individual roles, available arrangements may include:

• Flexible or adjusted working hours;

• Hybrid or remote working arrangements where feasible;

• Temporary workload adjustments;

• Adjustments to teaching, research, or administrative responsibilities;

• Phased return-to-work arrangements following parental leave.

Requests for flexible arrangements related to pregnancy, childbirth, adoption, or caregiving are assessed fairly and without discrimination.

By extending family-friendly working arrangements to both gestational and non-gestational parents, BAU encourages shared caregiving responsibilities and seeks to reduce the unequal impact of parenthood on women's professional and academic careers.

8. Health, Safety, and Workplace Adjustments

BAU is committed to maintaining a safe and healthy environment for pregnant employees, breastfeeding parents, and individuals recovering from childbirth or pregnancy-related medical conditions.

Where necessary, the University assesses workplace risks and implements appropriate adjustments to working conditions, schedules, or professional responsibilities.

Such measures are provided without discrimination or unnecessary disadvantage to the employee's professional position.

9. Job Security, Career Continuity, and Return to Work

BAU guarantees protection against discriminatory dismissal, unfavourable treatment, or professional disadvantage arising from maternity, paternity, adoption-related, or pregnancy-loss leave.

Upon completion of approved leave, employees are entitled to return to their previous position or an appropriate equivalent role, in accordance with applicable employment protections.

The University recognises that parental leave must not become an obstacle to professional advancement.

For academic employees, this commitment includes fair consideration of parental leave in the assessment of research productivity, academic performance, promotion, professional development, and access to institutional opportunities.

BAU also supports employees returning from extended parental leave through appropriate communication, workload planning, and reintegration arrangements.

These measures are designed to protect women's career continuity and ensure that pregnancy, childbirth, and caregiving responsibilities do not result in unequal professional outcomes.

10. Support for Pregnant Students and Student Parents

BAU is committed to ensuring that pregnancy, childbirth, and parental responsibilities do not unnecessarily interrupt students' education or academic progress.

Pregnant students and student parents may request appropriate academic support, subject to academic requirements and University regulations.

Support arrangements may include:

• Reasonable adjustments to attendance and assessment arrangements;

• Academic guidance for continuing or resuming studies;

• Consideration of medically necessary absences;

• Access to relevant student support services.

Pregnancy and parenthood do not constitute grounds for discrimination in admissions, enrolment, academic assessment, or access to educational opportunities.

These provisions reflect BAU's commitment to supporting women's continued participation in higher education.

11. Equal Benefits and Gender-Inclusive Parental Support

BAU promotes equitable access to parental benefits for gestational and non-gestational parents, including biological and adoptive parents.

The University recognises that maternity-related protections address specific medical and recovery needs, while paternity and other parental support provisions encourage shared childcare responsibilities.

By supporting both parents, BAU seeks to promote gender equality in caregiving and reduce structural barriers that disproportionately affect women's participation in employment and education.

Parental benefits are administered fairly, transparently, and without unjustified discrimination based on gender or family circumstances.

12. Implementation and Institutional Responsibility

The Human Resources Department is responsible for coordinating the implementation and oversight of this policy for employees, including leave administration, compliance with applicable legislation, and guidance on parental support arrangements.

Relevant academic and administrative units are responsible for supporting appropriate arrangements for students.

University managers and academic supervisors are expected to promote fair treatment and support the implementation of family-friendly practices within their areas of responsibility.

Employees and students may contact the relevant University units for information, guidance, or assistance concerning their rights under this policy.

13. Confidentiality and Non-Retaliation

All personal, medical, and family-related information disclosed under this policy is treated confidentially and handled in accordance with applicable data protection requirements.

No employee or student faces retaliation, discrimination, or disadvantage for requesting or exercising maternity, paternity, adoption, breastfeeding, miscarriage, or other parental support rights.

BAU is committed to maintaining an environment in which employees and students can seek parental support without fear of negative consequences.

14. Policy Review and Continuous Improvement

BAU periodically reviews this policy to ensure its continued alignment with applicable legislation, institutional priorities, and the evolving needs of employees and students.

The University remains committed to strengthening policies that promote women's participation in education and employment, maternity protection, shared parental responsibilities, gender-inclusive childcare support, and equal opportunities for career advancement.

Policy Scope: All academic and administrative employees, and students of Bahçeşehir University, as applicable to the relevant provisions.

Responsible Unit: Human Resources Department, in coordination with relevant academic and administrative units.

Implementation: The policy is implemented by the Human Resources Department and relevant University units.

Monitoring and Review: The policy is periodically reviewed to ensure compliance with applicable legislation and alignment with the University's commitments to gender equality, parental support, and women's participation in education and employment.

Policy Established: 2022

Latest Revision: 2026