HUL Introduces Kinship Caregiver Leave Policy
The Foster and Kinship Caregiver Leave Policy, introduced by Hindustan Unilever Ltd. (HUL), provides employees with up to four weeks of leave if they want to become legal guardians or choose pre-adoption foster care in accordance with their family's needs.
Hindustan Unilever Ltd. (HUL) has launched a foster/kinship caregiver leave policy, the first of its type for corporate India. The program offers employees up to four weeks of leave if they want to become legal guardians for their family members or choose pre-adoption foster care.
The Foster and Kinship Caregiver Leave Policy, introduced by Hindustan Unilever Ltd. (HUL), provides employees with up to four weeks of leave if they want to become legal guardians or choose pre-adoption foster care in accordance with their family’s needs.
According to the corporation, the policy expands caregiving to encompass extended family members by acknowledging the diversity of family arrangements. The policy is compliant with Juvenile Justice Act rules as well as model foster care guidelines that were implemented in 2015.
Foster care under the HUL policy entails applying to the local administration to become a guardian rather than a parent, and this process frequently comes before adoption in India. Assuming legal guardianship of a close relative’s child is known as “kinship care.”
“Last week, we launched HUL’s Foster and Kinship Caregiver Leave Policy—our latest effort to build an inclusive and equitable workplace,” stated Executive Director HR & CHRO Hindustan Unilever & Unilever South Asia in response to Anuradha Razdan.
We are expanding our philosophy of care to accommodate different types of family structures. This program, a first for the industry, acknowledges the value of assisting various family structures. HUL introduces a policy for kinship caregiver leave,” she continued.
Anuradha further said, “Employees fostering a child or acting as a legal guardian can now access 4 weeks of leave, available to caregivers of all genders.”
“This, combined with our existing 20+ equitable policies, empowers employees to manage personal and professional commitments with flexibility and takes us one step closer to building a more equitable and supportive workplace for all,” she further added.
HUL’s current policies cover a wide range of support measures, including additional medical coverage for disabled employees beyond group insurance; financial, psychological, and medical aid for survivors of abuse; a gender transition policy that assists transgender employees with medical, leave, counseling, and workplace transition support; and a career break policy that allows extended unpaid leave to balance personal and professional obligations.
These programs highlight HUL’s dedication to the flexibility, diversity, and well-being of its workforce, promoting a welcoming workplace that takes into account a range of requirements and life situations.
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