Authored By: Tala Badawi
Abstract
This article proposes a progressive and optional employment law designed to support working mothers in Lebanon. The suggested framework allows eligible women, specifically those with children under the age of twelve, to choose a flexible work model without compromising their salary or professional development. The law permits a four day workweek with five-hour workdays and provides a two-month paid maternity leave. By addressing the pressures working mothers face and creating an equal opportunity system, the law aims to foster a more inclusive and productive work environment. This Law may sounds impossible in the Lebanese Labor Law, but it’s a must and it will be the greatest revolution in the Employment Law, and we will wetness a lot of productivity, developments and creativity from women who are given the chance and space to shine and prove themselves is a very comfortable environment.
Introduction
In modern society, working women—particularly mothers—continue to struggle with balancing professional demands and family responsibilities. While women have made remarkable progress in education and employment, they remain disproportionately burdened by unpaid domestic labor, especially child-rearing. This dual pressure often results in burnout, limited career advancement, and, in many cases, withdrawal from the workforce. Addressing this imbalance requires not only social awareness but also legal innovation. This article proposes a law that allows working mothers the option of a more flexible work structure without penalizing their income or professional trajectory.
Background
Despite progress in labor rights and gender equality movements, current labor laws in Lebanon offer limited support to working mothers. Maternity leave is often too short, and work environments rarely provide the flexibility needed to accommodate family duties. Globally, countries have experimented with flexible work models to varying degrees of success. Conventions such as the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)[1] and the International Labour Organization’s Maternity Protection Convention[2] advocate stronger safeguards for female workers. These international instruments inspire the need for more tailored and effective domestic laws.
Main Body
Section 1: The Proposed Law
This proposed law introduces an optional flexible work model for women, particularly mothers of children under twelve. Key components include:
– A choice between the standard work model and the flexible law upon entering a job. – A four-day workweek and five-hour workdays.
– Full salary and promotion eligibility maintained.
– A two-month paid maternity leave.
The law allows mothers to manage their responsibilities without relying on domestic helpers or sacrificing quality time with their children.
The law also provides that any woman who initially opts for the standard employment model may later shift to the flexible model if her circumstances change—such as upon marriage or becoming a mother while employed. This ensures that every working woman who becomes a mother is equally entitled to benefit from the flexible structure and protective measures of the law, regardless of her initial choice.
Section 2: Legal Analysis
The law respects the principle of optional participation, preserving employers’ planning capabilities and employees’ autonomy. It aligns with Lebanon’s obligations under CEDAW and ILO recommendations, offering structural solutions to real-world gender disparities. Countries such as Sweden, the Netherlands, and Germany [3] have implemented flexible work laws that prove effective in promoting gender equality, work satisfaction, and family cohesion [4]. This proposal brings Lebanon closer to these international best practices while respecting its unique legal and cultural context.
Section 3: Addressing Counterarguments
Some may argue that flexible laws could reduce productivity or create inequality. However, evidence suggests the opposite—flexible workers often show higher engagement and loyalty. Life is constantly evolving, and our laws must evolve with it in deed. Legal Frameworks should be regularly updated to reflect the changing needs of society. In today’s world, where flexibility has become a core value, individuals increasingly seek balance, comfort, and the ability to manage multiple responsibilities through effective time management. Laws must therefore support this shift by promoting structures that align with modern lifestyles and well-being. Making the model optional prevents conflict with uniform workplace policies. Furthermore, the law doesn’t exclude men but provides targeted support to redress existing inequality in unpaid care duties. Instead of creating imbalance, it addresses an entrenched societal gap.
Section 4: Protection against Workplace Harassment
In addition to work-life balance, this proposed law affirms a woman’s right to a safe and respectful workplace free from all forms of sexual harassment. Despite progress in gender equality, many women in 2025 still face inappropriate behavior or intimidation that severely affects their mental health, sense of security, and productivity.
This law introduces mandatory anti-harassment protections, including the right to report and legally pursue any form of verbal, physical, or psychological harassment. Employers will be required to adopt clear anti-harassment policies, provide secure reporting mechanisms, and implement immediate disciplinary measures. By institutionalizing these protections, the law promotes a working environment where women can contribute fully and confidently without fear or discomfort.
Discussion
Beyond its legal and economic rationale, this proposed law offers significant social and psychological benefits. Mothers who feel supported at work are more likely to remain in the workforce, maintain mental well-being, and raise emotionally secure children.
When women are empowered to manage both personal and professional responsibilities, it reduces burnout and strengthens family stability. This law also promotes a cultural shift: it redefines strength not by overworking, but by balance and well-being. Encouraging work-life harmony does not weaken the workplace—it strengthens it through higher morale, stronger team dynamics, and increased productivity. By valuing women’s roles both inside and outside the home, this law helps society recognize that caregiving is not a limitation, but a vital function that deserves legal recognition and protection. Moreover, implementing such a policy sets a precedent for future reforms that support fathers, caregivers, and diverse working arrangements—further normalizing empathy and equity in the labor market
Conclusion
This proposed legal reform offers a fair, modern, and effective solution to the ongoing challenges faced by working mothers. By making the flexible model optional and fully protective of women’s rights and career development, it bridges the long-standing divide between family care and professional advancement. It is not a favor granted to women, but a structural necessity that benefits families, employers, and society as a whole. Importantly, this law also promotes a cultural shift. It redefines strength not through endurance and overwork, but through balance, well-being, and sustainability. In a world where burnout and stress are often seen as badges of productivity, this law presents a new standard—one that values human needs and respects the multifaceted role of women. Recognizing that caregiving and professional ambition can coexist, this approach uplifts not only women but the entire workforce. As Lebanon moves toward legal modernization, embracing such gender-sensitive and development-oriented policies is no
longer optional—it is essential. A law that supports working mothers is a law that invests in healthier families, stronger communities, and a more equitable future.
Reference(S):
- Convention on the Elimination of All Forms of Discrimination against Women (adopted 18 December 1979, entered into force 3 September 1981) 1249 UNTS 13 (CEDAW).
- International Labour Organization, Maternity Protection Convention (No 183) (adopted 15 June 2000, entered into force 7 February 2002).
- OECD, ‘Flexible Working Time: A Policy Tool to Promote Work-Life Balance’ (OECD, 2016) <https://www.oecd.org/gender/data/flexible-working-time.htm> accessed 25 May 2025.
- European Institute for Gender Equality, ‘Work-Life Balance Measures’ (2022) <https://eige.europa.eu/gender-mainstreaming/policy-areas/employment/work-life balance> accessed 25 May 2025.
- ILO, ‘Gender Equality and Decent Work: Selected ILO Conventions and Recommendations that Promote Gender Equality as of 2012’<https://www.ilo.org/gender/Informationresources/Publications/WCMS_111336/lang– en/index.htm> accessed 25 May 2025.
6. International Labour Organization, Violence and Harassment Convention (No 190) (adopted 21 June 2019, entered into force 25 June 2021)
