When Anastasia Aslan, in the Republic of Moldova, found out she was expecting her fourth child, she didn’t hesitate. Unlike many working mothers who struggle to balance career and family, Ms. Aslan knew she had a safety net: Her employer, the Panilino bakery company, had flexible hours, a daycare centre and policies that supported parents.
“When planning for the child, we considered several factors, such as whether we could support ourselves during my maternity leave and how I would combine household tasks with work. In this sense, the fact that Panilino offers a daycare centre was a factor that helped us decide to have another child.”
Panilino’s family-friendly policies are actually core to its business model. With support from UNFPA and the Austrian Development Agency, Panilino opened an in-house childcare centre, encouraging parents to continue working while their children were being cared for.
A business case for family-friendly policies
Throughout south-eastern Europe, shrinking populations and staff shortages are forcing companies to rethink the way they support families. Far from being a financial burden, companies adopting these policies see them as positive. “These practices foster a positive and flexible environment that promotes well-being,” says Mergim Cahani, founder and CEO of Gjirafa, one of central Europe’s fastest-growing tech companies. “From a human resources perspective, offering these practices helps attract top talent who appreciate these values. Additionally, by improving employee satisfaction and reducing turnover, these practices ultimately contribute to profitability through higher productivity, reduced recruitment costs and a more engaged workforce.”
Gjirafa offers flexible hours, hybrid work, caregiver leave and parental leave for fathers. These are designed to help employees balance their responsibilities at work and at home, especially if they have young children.
“We introduced these practices gradually, responding to needs as they emerged. Rather than implementing them all at once, we adapted over time, recognizing the importance of flexibility and support in creating a more inclusive workplace,” Mr. Cahani says.
Beyond baby bonuses: The role of government
For decades, Eastern European countries have experimented with financial incentives – cash bonuses for new babies, tax breaks for larger families, even medals for mothers of multiple children. Increasingly, governments are becoming aware that economic incentives and awards are not meeting the full needs of parents.
Maja Papatolevska, Deputy Head of North Macedonia’s Department of Labour at the Ministry of Economy and Labour, says her country has been working to improve workers’ rights and their work-life balance – including plans to introduce paid leave for caregiving, expanded maternity and paternity leave, and new parental leave rights, which should help redistribute caregiving responsibilities more equally.
“We also introduce the possibility for an employee who has a child up to the age of 8 to request to work more flexible hours for the purpose of childcare, in the form of part-time work, adaptable working hours or remote work, in accordance with his or her needs for childcare and the work-related needs of the employer,” she adds.
The proposed shift extends beyond legal reforms to cultural attitudes. “Pregnancy and the beginning of motherhood are some of the most challenging periods for a woman. However, if she is supported by the state during these processes, ensuring that her experience is as painless as possible in terms of its potential impact on her professional life, the chances of her not giving up on motherhood or her career, but pursuing them in parallel, are significantly greater.”
UNFPA is supporting these policies through its Expanding Choices initiative, which works with governments and businesses to create sustainable, gender-responsive approaches to work and family life in the Western Balkans and the Republic of Moldova.
Shifting social norms
Cultural barriers to parenthood are persistent in many parts of the region, where women still bear the brunt of unpaid caregiving, and men are less likely to take parental leave. “If we think about the daily household chores – cleaning, cooking, taking care of the children, school, kindergarten – that routine can become overwhelming for a woman. That’s why I encourage mothers to have the courage to return to work as soon as possible,” says Ms. Aslan.
For Ms. Aslan, the benefits of her company’s policies go beyond convenience. “The opportunity to work remotely, offered by the director, is extremely valuable. I know that I am a valued employee and that there are people waiting for me to return. The daycare provides me with the peace of mind I need, knowing that my child is safe and that I can be with him whenever necessary. I hope that more and more companies will encourage such policies, supporting mothers in planning their future and their families with confidence.”
