Other companies always seem to have the best perks! On June 19th, Trip.com Group Limited announced that all eligible male employees will now be entitled to a full 20 days of paternity leave.
Just ahead of Father's Day, the company has further boosted its family-friendly benefits, declaring that starting May 1, 2026, full-time male employees who meet the criteria will receive no less than 20 days of paternity leave.
This new benefit not only increases the number of days off but also allows for flexible use, with employees able to apply for the leave from five days before the expected due date up to six months after the child's birth.
In fact, every time Trip.com Group Limited announces a family-friendly policy, it garners significant attention. Since fully implementing a hybrid work policy in 2022, introducing substantial "Next Generation" bonuses in 2023, and establishing child-care leave in 2025, this extension of paternity leave for male staff addresses the needs of working fathers to share parenting responsibilities in families with newborns, providing stronger support for employees' home lives.
With this move, Trip.com Group Limited has established a nationwide paternity leave benefit of no less than 20 days, adapting to the varying statutory leave allowances across different Chinese provinces and cities. In Shanghai, where the statutory leave is 10 days, the company is adding an extra 10 days. In regions like Beijing, Guangdong, and Jiangsu, where the statutory leave is typically 15 days, the company is uniformly adding 5 days. Furthermore, the flexible rule allowing use from five days pre-due date to six months post-birth provides significant adaptability.
For many new fathers, the extended leave translates directly into more substantial support for their families. Wang Weijie, a front-end development engineer in the Travel Business Unit, was among the first to benefit from this policy. During his paternity leave, he became a full-time caregiver for his wife, who gave birth in their hometown in Henan, meticulously preparing three daily postpartum meals. "I plan to use the extra leave to help my wife with her postpartum recovery; her health is very important," he said.
Luo Jingnan, a customer service representative at the company, took on numerous tasks like newborn feeding, diaper changes, and obtaining the birth certificate during the first few weeks after his wife gave birth. He noted, "The extra 5 days in Guangdong allow me to adjust more comfortably to my new role as a father. I can not only learn more about caring for the baby but also provide more emotional support to my wife."
This policy also helps families struggling with long commutes or childcare pressures find a better balance. Big Data Platform Development Engineer Liu Dongfei commutes weekly between Shanghai and Nanjing. After learning about the company's hybrid work policy four years ago, he decisively chose to work there. Having just become a father in May, he finds the extended paternity leave very reassuring and plans to keep it as a reserve. He also intends to deposit the upcoming 50,000 yuan "Next Generation" bonus into his child's new account.
Zhao Haisheng, a R&D engineer in the Accommodation Business Unit, shares similar sentiments. With a one-way commute exceeding an hour, working from home saves him considerable energy and allows him to accompany his wife to important prenatal appointments. Upon learning he is also eligible for an annual 3-day "Childcare Leave" and the upgraded paternity leave, he remarked, "After the baby is born, there will be vaccinations and hospital visits. Having more leave would make handling these things much more manageable."
In response to the news, many netizens have exclaimed that the policy is incredibly heartwarming, calling it an excellent family benefit and expressing envy for such a good company. Are there any readers working at such "dream companies"? What great benefits does your company offer? Share your stories in the comments section!
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