Various companies offer alternatives to the licenses law, such as hybrid schemes, additional days or gradual returns. From Randstad they see these measures as a substitution for “the absence of regulations that facilitate the balance in the distribution of care times.”
Paternity licenses: 1 in 3 Argentine companies grants them as “additional”
In Argentina the worker counts, by law, with two days of license before the birth of his son and according to the consultant Michael Page, The country is still on the list of those who have less time. From there the trend of companies that grant additional licenses to the legal ones were recorded. Among them, “1 in 3 allocate them for paternity.”
According to your Trend Study and Argentine Salary Guide 2025which compiled responses from more than 1,800 companies and Argentine professionals, More and more than additional license weeks are offering within its benefits and compensation package.
An encouraging fact is that 28.4% of local companies offer additional licenses to the legal as benefit to attract and retain talent. Of that number, 33.3% are due to paternity.
“The extended paternity license is an advance in this regard. A worker who can count on it can have an active role in raising your children And stop occupying the role of the father ‘that helps’ at home, ”said the Director at Michael Page, Francisco Scaserra.
From the consultant they added that the companies that allow the extending the licenses allow add their collaborators between 20 and 30 days in a row to the legal period. “It is essential that companies can support Personal processes of your collaborators. Extending paternity licenses allows you to share the responsibilities of care and domestic tasks. “The MP director added.
In turn, he emphasized that this “facilitates the full labor integration of women “ and “promotes the redefinition of masculinity by challenging gender stereotypes rooted in society, such as The role of man as the only provider and distant from family life”, Concludes Scaserra.
From the consultant Bumeranhis CEO Federico Barni He explained that, in addition to the extension of licenses outside the law, many organizations implement:
- Remote or hybrid work the first months after birth
- Reduced or flexible days, for greater adaptation to the new family dynamics;
- Additional days by birth or adoption, included as administrative or special days;
- Gradual return programs to work;
- Psychological support or parental coaching
Barni emphasized that “there is increasing awareness” about this type of resources offered by companies for labor well -being and that “many organizations implement policies of this type.”
The director of Public affairs & sustainability of the consultant Randstad, Jorge Figueroa, He pointed to this medium that licenses by law “are not enough and are only thought about the natural role of women.”
“They do not consider the father when sharing the birth of a child. This forces organizations to supply the absence of regulations that facilitate the balance in the distribution of care times “Figueroa said.
In that line, he stressed that “diversity, equity and inclusion policies are a basis for having a position against these challenges, but They require levers that work as concrete incentives for the equalization of conditions. “
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A slope: that men are encouraged to take care of
Fabbri He mentioned that “there are debates in relation to the obligation of these licenses” since “leaders have to take them so that the rest of the male staff then dare to do it“
Some men fear being “replaced or displaced from their positions when they return”, after taking their days, and there is a “tension between the licenses are considered a benefit or a right,” Fabbri added. In that line, the teacher highlights the importance of Transform organizational culture.
“If your environment, your team or your leader, has A pejorative look that men take permits to take careand that circulates in terms of biases or stereotyped comments, This determining men to make effective use of those permits even when they exist as an institutional policy. “And adds:” The strategy has to be more integral. “
An investigation exposed during the last Grow Panel “Paternities, co -responsibility and care in Latin America”, on Thursday, showed enlightening data on how the Men make use of the licenses offered by their workplaces.
The sociologist Martín Olivaof the Interdisciplinary School of High Social Studies (EIDAES) of the National University of San Martínmade for his doctoral thesis a survey between 2020 and 2023 to 30 workers (heterosexuals, adults, middle class and urban areas) with formal jobs.
When exposing on the panel, he explained that this group corresponds to men with an intention to sustain and get involved in paternity, Already the pair to aspire to grow in your jobs. The licenses offered by employer companies varied in days according to the company and could be extended (They went from 15 to 45 days) and Parental (They went from 150 to 180 days).
Oliva points out that, in any kind, these parents are “the exception in Argentina” and stressed that one of their findings was that several “tended to limit the use of licenses”: “That’s where I found certain prejudices or fears they made that they take less time than they could“
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The fears to be taken and the culture of “constant availability”
One of the fears that Oliva stands out is related “to the lack of understanding of the environment”: “It is not assumed that parents have the responsibility of caringas when a woman is a mother, who goes through a pregnancy and ‘who will be the main responsible’ of food and care, “says Oliva.
“It is one of the fears that appeared most: that they do not understand them and see them little committed. This also has to do with the career projection of these parents“The sociologist said that this harmed them labor.
Other fears passed in case they did not pay in the performance evaluations of objectives or with presentism. “In many companies, which even implemented extended or parental licenses, This culture usually prevails that ‘a good worker is always available’, which puts any other personal/family need for those of work. “
Thus, Oliva ends up remarking that if a worker is considered in “a maximum of one month” in care tasks this is not so problematic “because he is assimilated to the maximum vacation time that they were taken”: “But when imagining six months out of work is when these doubts appear.”
Source: Ambito
I am an author and journalist who has worked in the entertainment industry for over a decade. I currently work as a news editor at a major news website, and my focus is on covering the latest trends in entertainment. I also write occasional pieces for other outlets, and have authored two books about the entertainment industry.
