Rosewood Hotel Group institutes a global 16-week paid parental leave policy as Asia grapples with falling birth rates

In Hong Kong, the fertility rate has plummeted to approximately 0.8 children per woman, substantially below the replacement rate of 2.1 needed to sustain a stable population. The number of registered births in the city dwindled to just over 31,000 in 2025, marking a record low after years of decline.

The challenges of starting a family are compounded by extended working hours and high childcare expenses, making this decision difficult for many families. Currently, Hong Kong's statutory maternity leave offers 14 weeks of paid leave, while paternity leave is limited to just five days. Despite attempts to alleviate childcare costs through measures such as a one-time "baby bonus" of 20,000 Hong Kong dollars ($2,550), these initiatives have not yielded significant results.

The issues faced by Hong Kong are echoed in other Asian economies such as South Korea, Japan, and Mainland China, all contending with declining birth rates. Even less affluent markets within Asia, including Thailand, are experiencing rapid aging relative to their economic development, raising concerns that such nations may "grow old before they grow rich."

Earlier this year, Rosewood Hotel Group, the luxury hotel chain owned by the Cheng family of Hong Kong, implemented a parental leave policy that grants 16 weeks of fully paid leave to all employees, irrespective of gender or seniority. This policy also extends to employees who adopt. It is applicable to associates across corporate offices and managed properties worldwide.

"By rolling this policy out, it's going to have an impact on our culture and our talent, and it's going to drive business resilience in the long-term," asserts Keno Lung, the global senior vice president for talent and culture at Rosewood Hotel Group. "It's not just about doing the right thing—though it certainly is—but also about our organizational strategy."

This initiative places Rosewood ahead of the statutory requirements prevalent across much of Asia, a region that has traditionally trailed North America and Europe in offering parental benefits. Its timing is notable, especially given recent cutbacks by other corporations in their family leave policies. For instance, Deloitte has reduced paid family leave from 16 weeks to eight weeks for internal support roles and has withdrawn support for certain fertility treatments. Similarly, Zoom has decreased maternity leave from 22 weeks to 18 weeks and non-birthing parents' leave from 16 weeks to 10 weeks.

Founded in Dallas in 1979, Rosewood is now part of the Cheng family's vast business portfolio. Sonia Cheng, the daughter of family patriarch Henry Cheng, serves as the CEO of Rosewood, in addition to holding the roles of vice chair and executive director at jewelry giant Chow Tai Fook Jewellery.

Presently, the group operates in 26 markets, with its latest establishment opening in Courchevel in the French Alps in December 2025. Additional projects are underway in Saudi Arabia, Seoul, and Shanghai. Rosewood Hong Kong was acknowledged as the No. 1 hotel by The World's 50 Best Hotels in 2025.

Like many luxury hotel brands, Rosewood is in competition for skilled hospitality workers, a resource that remains limited across Asia in the wake of a post-pandemic travel resurgence. A contributing factor is the perception that the hospitality sector lacks the prestige associated with other industries.

"Job candidates are more focused on aligning with the values of a company rather than brand prestige or job opportunities," Lung explains. "They often consider whether they resonate with the organization's mission." Lung himself notes that he has left roles where he found the answers to these questions unsatisfactory.

The rollout of Rosewood's parental leave policy presented its own set of challenges; Lung acknowledges "a lot of complexity" due to the varying statutory regulations across different jurisdictions regarding payment frameworks, eligibility, and the legalities surrounding parenthood recognition. Additionally, existing cultural norms tied to gender roles regarding parental responsibilities further complicate the implementation process.

Typically, generous leave policies see underutilization, particularly by male employees, if a company's culture subtly discourages taking time off.

"If you design a policy that centers solely around maternity leave, which many statutory frameworks do, you inadvertently place an undue burden on women," Lung points out. "By adopting a gender-neutral approach, we are conveying that mothers, fathers, and non-birthing partners are afforded equal treatment, effectively removing the stigma associated with taking leave."

Nevertheless, Rosewood does not mandate that parents must take their allotted leave. "We don't require that you must take leave, but we ensure that you are given the option," Lung clarifies. The company will monitor return-to-work rates, engagement survey outcomes, and long-term career advancements among parents to assess the policy's impact on practice.

Additionally, Rosewood has established employee resource groups, including one focused on supporting parents and caregivers, to facilitate reintegration upon their return to work. "We collaborate with leadership to eliminate the idea that parenting responsibilities are a distraction or hindrance to one's career," Lung adds.