#CostaRica 🇨🇷 #BDS_Article: "Shhh! It’s a secret!”: Confidentiality in Employment Relationships
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A century ago, the idea of a father staying home to care for a newborn would have been met with outrage. It was practically an unwritten rule, straight out of the pages of Paco y Lola, that caregiving was exclusively the mother’s responsibility.
Fortunately, we've come to understand the importance of parental involvement by both parents. However, we also need labor systems in our countries to provide opportunities to make this a reality.
Some steps to pave the way include parental leave policies that support shared caregiving roles while maintaining job stability. For Nordic countries this may seem obvious, but in Latin America, it remains a challenge as we are only beginning to dismantle entrenched social roles.
When I refer to parental leave, I mean a paid period during which both men and women can take time off from work without fear of dismissal. This typically begins before childbirth or adoption.
This concept, championed by UNICEF, aligns with ideas promoted by scholars such as María Nieves Rico and Laura Pautassi, who argue that this right should transcend gender. Their focus highlights the unique phenomena of parenthood, the best interests of children, and their right to receive care.
Fathers in Latin America
The duration of parental leave varies across Latin American countries. Generally, mothers receive several weeks, while biological fathers are granted only a few days.
In Costa Rica, a law enacted two years ago grants paternity leave, adoption leave, and caregiving leave in the event of the mother’s death.
This initiative seeks to fight workplace discrimination against women and promote the idea that caregiving responsibilities should be shared equally, regardless of gender, the couple’s composition, or whether parents live in the same household.
Currently, mothers in Costa Rica are entitled to a 16-week leave, while fathers receive only 8 non-consecutive days. Comparatively, workers who adopt enjoy greater benefits, receiving 12 weeks of leave.
This situation is not vastly different from the rest of Latin America. In Mexico, mothers receive 12 weeks, and fathers 5 days. In Panama, the leave periods are 14 and 3, respectively, while in Peru, mothers have 13 weeks, and fathers get 10 days.
The stark disparities contradict the spirit of the law. It is impossible to fight discrimination and promote equality when the leave periods remain significantly longer for mothers. This indirectly reinforces the expectation that mothers should bear caregiving responsibilities, perpetuating the stigma among employers that women are less reliable workers compared to men.
Do we need to advocate for more rights for working fathers? The answer is straightforward: we must. It is not acceptable to argue that resources are unavailable. We must find them, making incremental progress and taking meaningful steps in this area.
Just as human rights are progressive by nature, labor rights revolve around the individual and aim to expand protections rather than restrict them. Therefore, Latin American societies must continue advocating for reforms that enable longer leaves and account for the realities of all workers.
This is not just a matter of justice and equity for employees. It also benefits companies and countries, enhancing performance and driving economic growth.
Extensive evidence shows that equitable, fully paid leave increases talent retention by fostering employee loyalty and satisfaction. This, in turn, reduces employee turnover and lowers recruitment and training costs for new staff.
It also improves workplace well-being, positively impacting employees’ mental health, reducing the risk of burnout, and decreasing annual sick leaves.
Debunking Myths
Despite these advantages, some employers believe that extended leaves of absence will negatively affect productivity and increase costs. However, the experiences of leading companies like Moody’s prove otherwise. This multinational introduced 16 weeks of fully paid parental leave, resulting in improved talent retention, work performance, and an inclusive work environment.
New generations are increasingly demanding these progressive measures. Studies like State of the World’s Fathers highlight that most parents want a better balance between family and work responsibilities.
Undoubtedly, companies can play a pivotal role in this social transformation. By breaking gender stereotypes and supporting workers in their family goals, they create more productive and fair workplaces, setting milestones that will eventually become the general rule.
Marco Durante Calvo
Managing Partner, BDS Asesores
