As employees transition back to full work routines after Ramadan and Eid, organizations have an opportunity to reignite focus, reduce burnout, and support work-life balance—critical factors for long-term engagement. Deutsche Bank recently introduced new employee benefits in the Middle East and Africa (MEA) that, while not specifically designed for Ramadan, offer valuable lessons for companies seeking to support employees in the post-holiday period.
What They Did Differently
1. Extended Parental Leave for Work-Life Balance
• Deutsche Bank now offers up to 26 weeks of fully paid parental leave for primary caregivers and two weeks for secondary caregivers.
• While this policy applies year-round, it is especially impactful during times like post-Ramadan, when employees returning to work may be balancing family responsibilities while trying to regain momentum.
2. Compassionate Leave to Acknowledge Personal Hardships
• The bank introduced paid leave for employees who experience a miscarriage, recognizing the emotional and physical toll.
• For IC professionals, this reinforces the importance of acknowledging personal challenges—whether they arise from grief, post-holiday exhaustion, or family responsibilities.
The Insights
• A Culture of Support Fosters Re-engagement
By expanding benefits that allow employees to re-enter the workplace with ease, Deutsche Bank demonstrates how companies can help teams pick up the pace post-Ramadan without sacrificing well-being.
• Trust & Inclusion Lead to Higher Productivity
Employees who feel genuinely supported—whether through flexible leave or workplace wellness policies—tend to be more engaged and productive.
• Reinforcing Employer Brand Post-Ramadan
After a month of reflection and community-building, organizations that invest in long-term well-being build a reputation as employers of choice.
The Impact
Deutsche Bank’s enhanced benefits may not be Ramadan-specific, but they highlight a strategic approach to employee well-being that can inspire IC professionals during the post-Ramadan transition. When companies recognize employees’ personal and family needs, they foster a more engaged and high-performing workforce—ready to tackle Q2 with renewed energy.
