Global Reporting Initiative+Male Employees Entitled to Parental Leave (G4-LA3-a)

Male Employees Entitled to Parental Leave (G4-LA3-a)

What is the total number of male employees that were entitled to parental leave?

Companies Values


2015 = 184,898 Employees


2013 = 57,424 Employees

Merck & Co

2015 = 35,360 Employees

OMV Petrom

2015 = 17,090 Employees

United Microelectronics Corporation (UMC)

2015 = 9,257 Employees

Lexmark International, Inc.

2015 = 8,855.9 Employees

Coca-Cola Hellenic Bottling Company

2015 = 7,816 Employees


2015 = 7,357 Employees


2015 = 6,489 Employees

Mediclinic International Limited

2016 = 6,290 Employees

PTT Global Chemical

2015 = 4,422 Employees

IRPC Public Company Limited

2015 = 4,417 Employees

Royal Bafokeng Platinum

2015 = 2,814 Employees

Bukit Asam

2014 = 2,670 Employees

du (Emirates Integrated Telecommunications Company PJSC)

2015 = 1,179 Employees

New Forests Company

2016 = 1,102 Employees

Banca Intesa Beograd

2015 = 893 Employees

EDP Renovaveis S.A.

2015 = 693 Employees


2015 = 513 Employees

Banco Sabadell

2015 = 413 Employees

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Designed By
Metric Type
Research Policy
Community Assessed
Report Type
Communication on Progress
Corporate Social Responsibility Report
Value Type


This metric is based on the Global Reporting Initiative (GRI) G4 Guidelines. It covers one of the requirements of Indicator G4-LA3 – ‘Return to work and retention rates after parental leave, by gender’.

​Many countries have introduced legislation to provide parental leave. The aim of the legislation is to allow employees to take leave and return to work to the same or a comparable position.

The application of legislation varies according to interpretation by government, employers and employees. Many women are discouraged from taking leave and returning to work by employer practices that affect their employment security, remuneration and career path. Many men are not encouraged to take the leave to which they are entitled.

Equitable gender choice for maternity and paternity leave, and other leave entitlements, can lead to the greater recruitment and retention of qualified staff, and boost employee morale and productivity. Men’s uptake of paternity leave options can indicate the degree to which an organization encourages fathers to take such leave. More men taking advantage of leave entitlements has a positive effect for women in taking such leave without prejudicing their career path.


Employee - An individual who is, according to national law or practices, recognized as an employee of the organization.

Parental leave - Leave granted to men and women workers on the grounds of the birth of a child.


This metric is looking for the total number of male employees that were entitled to parental leave:

For WikiRate researchers:

Companies who align reports to GRI’s Sustainability Reporting Standards often include a GRI Content Index or Annex where GRI disclosures, with GRI codes, are listed.

  • Use the GRI Index, CTRL F, Command F or search button on source preview to search for this index and metrics within the report

  • Use G4 codes, G3 codes or keywords to quickly find values, keeping in mind that some companies report on the metric using different terms, e.g. G4-LA3 or LA3, parental leave or male employees

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Further guidance on how to research values for GRI-based metrics is available here, including detailed guidance on adding, editing and checking metric values.

Global Reporting Initiative compliance guidance for companies:

To calculate the total number of male employees that were entitled to parental leave - G4-LA3-a2:

​Identify the proportion of employees, by gender, who are covered by organizational policies, agreements or contracts that contain parental leave entitlements.

Reporting on this Indicator should include the following contextual information as a comment to the metric value:

  • the page number of the report where the information is disclosed.

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