Unilever Philippines Introduces Industry-leading Employee Benefits

In an effort to build a more inclusive and productive workplace, Unilever Philippines recently implemented new policies to address the needs of its diverse workforce, which include: expanded paternity benefits; the recognition of same-sex partners as eligible beneficiaries; and the introduction of the Adoption Leave.

Unilever introduced three weeks of fully paid paternity leave as a benefit for employees across its global operations. In the Philippines, Unilever employees enjoy an extended version of this benefit—20 days of paid paternity leave, a significant increase from the seven-day paternity leave mandated by law.

With this new policy in place, Unilever Philippines recognizes the essential role of fathers in the upbringing of their children. It is part of their continued commitment to build an environment where everyone can achieve their professional and personal goals. The expanded paternity benefit complements the company’s 120-day expanded maternity benefit, introduced in 2017.

“We recognize the roles that both mothers and fathers play in the upbringing of their children, which is why we have expanded the paternity leave for the fathers in our workforce,” stated Unilever Philippines Chairman and CEO Benjie Yap. “As a purpose-driven company committed to the well-being of every family, we are starting with our own community in making sure that the fathers in our team are able to have adequate time with their newborn children.”

At the helm of this industry-leading initiative is one of Unilever’s biggest male grooming brands, Dove Men+Care. The brand was launched as a champion of modern masculinity, challenging stereotypes by showing that care is the best of a man. Back in June 2018, Dove Men+Care announced its commitment to help men all over the world take the time to care by supporting greater access to paternity leave policies. Unilever’s improved paternity leave policy is just one of the brand’s many initiatives to drive this agenda.

Unilever Philippines also rolled out a new Domestic Partner Policy, wherein same-sex partners of employees can now be enrolled as beneficiaries who will have access to healthcare benefits, as well as be eligible for maternity and paternity leave.

Meanwhile, paid absence is also granted to parents who are adopting a child aged six months
and below, fostering familiarization and bonding as a family, similar to any other family with a newborn child.

Adoptive parents are also granted paid absence for those who are adopting child of age six months and below to foster familiarization and bonding as a family similar with the newborn child.

In acknowledging the different forms of unions and families, the company continues to explore ways and solutions to lead by example in the industry. Having a global standard on employee benefits allows Unilever to promote equality, diversity, and inclusion.

“Diversity is an essential requirement in the today’s workforce, as it lends to new ideas, energies, and solutions. As we are a company driven by people with purpose, it is equally important for us to support our employees, recognizing the varying unions and families that they may be part of,” Yap continued. “This is fundamental to our sustainability strategy, as we move toward becoming an even more inclusive workplace, where every employee is valued and empowered to share their best work with the rest of the team and with our stakeholders.”