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{
    "id": 1017562,
    "url": "https://info.mzalendo.com/api/v0.1/hansard/entries/1017562/?format=api",
    "text_counter": 146,
    "type": "speech",
    "speaker_name": "Limuru, JP",
    "speaker_title": "Hon. Peter Mwathi",
    "speaker": {
        "id": 104,
        "legal_name": "Peter Mungai Mwathi",
        "slug": "peter-mwathi"
    },
    "content": "month's pre-adoption leave with full pay from the date of the placement of the child. (b) by inserting the following new subsections immediately after subsection (3)— (3a) Where a child is born as a result of a surrogate motherhood agreement, an employee who is a commissioning parent shall be entitled to— (a) two consecutive months parental leave with full pay from the date the child is born, in the case of a female employee; and (b) two weeks paternal leave with full pay, in the case of a male employee who is married. (3b) An employee who is eligible for leave under subsection (3a) shall give the employer not less than seven days’ written notice in advance or a shorter period as may be reasonable in the circumstances of the intention to proceed on parental or paternal leave, as the case may be, on a specified date and to return to work thereafter. (3c) A notice under subsection (3b) shall be accompanied by documentation evidencing the surrogate motherhood agreement between the employee and the surrogate mother, and if required by the employer, a certificate as to the medical condition of the surrogate mother from a qualified medical practitioner or midwife. (c) in subsection (4) by deleting the words “subsection (1)” and substituting therefor the words “this section”. The justification is that there is need to balance between the needs of the employee and the employer while considering the best interest of the child. The Committee was of the view that provision of one month for purposes of pre-adoption leave is sufficient to enable an adopting parent to provide continuous care to the child proposed for adoption. I thank you."
}