The average Indonesian woman gives birth to two children in her lifetime. While fertility rates remain steady for now, the rise of a global childfree movement – such as DINK or the “dual income, no kids” trend – has sparked concerns about potential declines in birth rates in the years ahead.

This is true not only for Indonesia but also for Singapore, Malaysia, and the Philippines.

Recognising the importance of maternal and child wellbeing, Indonesia enacted Law No. 4 of 2024 on Maternal and Child Welfare During the First 1,000 Days of Life in July last year.

This landmark legislation seeks to improve maternal health, tackle childhood malnutrition, and provide better workplace protections for working parents. It is part of a broader government effort to curb stunting, a condition affecting nearly one in four Indonesian children under five, which can lead to lifelong cognitive and physical impairments.

With an emphasis on nutrition, early childhood care, and workplace rights, the law not only supports the wellbeing of mothers and children but also aligns with Indonesia’s economic objectives – ensuring that future generations grow up healthier, more educated, and able to contribute meaningfully to national development.

A push for shared parenting responsibilities

Beyond healthcare and child welfare, the legislation also addresses broader social and economic challenges. Many Indonesian women worry that having children could derail their careers, leading to lower participation in the workforce.

By introducing paternity leave and workplace breastfeeding facilities, the government aims to foster shared parenting responsibilities, ensuring that fathers play a more active role in childcare.

This shift reflects global trends in work-life balance policies, recognising that supporting working parents is not just a family issue but an economic one.

Countries with strong parental leave policies often see improved workforce productivity and higher female labour force participation.

Indonesia’s reforms signal a move in this direction, aiming to ease the pressure on working mothers while encouraging a more equal distribution of caregiving duties at home.

Also Read: Parental leave can be a game-changer

Key provisions and expected impact

One of the most significant changes under the new law is the extension of maternity leave. Working mothers are now entitled to three months of fully paid leave, with the option to extend up to six months if medical complications arise.

During extended leave, they receive 100% salary for the first four months and 75% for the last two months. Previously, many women had to return to work too soon after childbirth, often at the expense of their own recovery and their newborn’s health.

Fathers are now granted two days of paid paternity leave, with the option of three additional days if agreed upon with their employer. The law also provides flexible leave options for fathers to care for a spouse or child facing health issues – an important step toward normalising paternal involvement in caregiving.

Another significant aspect of the legislation is mandatory workplace accommodations for breastfeeding mothers. Employers must now provide breastfeeding facilities and allow flexible work arrangements, ensuring that women can continue breastfeeding without professional constraints.

To safeguard job security, the law prohibits dismissals due to maternity or miscarriage leave. Employers who violate these provisions may face fines or up to four years of imprisonment. These protections ensure that women do not have to choose between career progression and starting a family.

The law also reinforces child nutrition policies, mandating exclusive breastfeeding for the first six months and continued complementary feeding until the child turns two. These measures aim to reduce malnutrition and improve early childhood health outcomes.

Challenges and community engagement

While the law is a step forward, its real-world impact will depend on enforcement. The government must ensure that employers comply with these new protections and that healthcare facilities are adequately equipped to support mothers and children.

Community participation will also play a crucial role. Organisations such as the National Population and Family Planning Board (BKKBN) are actively working to promote father involvement in child-rearing through initiatives like Suami Siaga (Alert Husband), which encourages men to take an active role in family wellbeing.

Former President Joko Widodo highlighted the importance of tackling stunting. “Our goal is to create a generation that is healthy, strong, and capable of competing globally. The foundation of this effort begins with the first 1,000 days of life.”

While the law sets an ambitious agenda for improving maternal and child welfare, its success hinges on how effectively policies translate into meaningful change for working families.

The coming months will reveal whether Indonesia can bridge the gap between legislation and implementation, ensuring that parental rights and child welfare remain at the heart of national development efforts.

Also Read: Gender-inclusive parental benefits

Key takeaways from Law No. 4 of 2024

Maternity leave: Three months of fully paid leave, extendable up to six months under special circumstances.

Paternity leave: Two days of paid leave, with up to three additional days if agreed upon with the employer.

Workplace support: Mandatory breastfeeding facilities and flexible work conditions for nursing mothers.

Employment protection: Prohibition of job termination due to maternity or miscarriage leave.

Health and nutrition: Exclusive breastfeeding for six months, followed by complementary feeding up to two years old.

Penalties for non-compliance: Employers face up to four years of imprisonment or fines for violating the law.

Community involvement: Programs like Suami Siaga promote father engagement in child-rearing.

Indonesia’s expansion of parental leave entitlements is both a policy shift and a reflection of a changing workforce, where supporting families is seen as an investment in human capital.

The country is moving towards a more inclusive and family-friendly work environment, and businesses and their HR leaders will need to adapt to ensure these reforms translate into genuine improvements for employees and their families.