The pandemic has brought on a new urgency to support employee well-being, particularly for parents.
The rise of hybrid work means parents are often working extra hours and run the risk of suffering from burnout. The most valuable way to support your employees is not through hybrid work, rather through offering paid parental leave.
The data science and wider technology industry is often regarded as a leader in paid parental leave, offering higher than average paid time away from work.
Paid parental leave is available in most countries but varies wildly. Despite its wealth, the US is the only OECD country in the world that offers no national statutory paid parental leave. Compare this to countries such as Estonia, where paid leave is 82 weeks or more for new mothers.
For those that are lucky enough to receive paid parental leave, birth mothers tend to get the lion’s share. Fathers and families fostering and adopting often lose out. Studies suggest that paid leave is beneficial for the well-being of both parents and babies, enabling them to take time off and continue to have job security.
Want to know how you can be a leader in paid parental leave? Read on…
1. Be the Change You Want to See
In a time where job security is paramount for employees, be the change you want to see. A study from Understanding Society suggests that a parent’s career trajectory is significantly affected when starting a family. Just one in five new mothers return to and remain in full-time work in the first three years, with this share falling to 15% after five years.
If you don’t have one already, start by implementing a paid leave policy to help new parents get back on the career ladder. Make sure it’s communicated to the entire business and your employees are fully aware of this policy.
Not only will this instil confidence in your existing employees, but it is also an attractive workplace benefit that could help you win new hires. If you’re unsure where to start, check your local government website to see what your employees are entitled to.
2. Make Maternal/Paternal Paid Leave Equal
Child care responsibilities do not fall solely on the birth mother, so why should the length of paid leave differ?
Studies show that businesses that implement paid leave policies are more likely to retain staff and encourage their return to work. When Google increased their paid maternity leave policy from 12 to 18 weeks, new mothers were 50% less likely to quit after taking maternity leave.
A report from Ball State University in 2020 observed paid parental leave at 353 Fortune 500 firms to find that 72% of them had some form of paid leave, while 28% didn’t offer any. Of the companies that do offer paid leave, nearly half of them offer at least twice as much paid leave to mothers than they do fathers.
Be inclusive of everyone, regardless of their background, and offer equal paid leave for all parents.
3. Explore All of Your Options
Besides offering equal paid leave for new parents, there are other benefits you should consider working into your policy. Some of these things might seem more feasible than others, depending on your company size. Make sure you’ve explored all options, such as:
- Shared parental paid leave.
- Flexible working hours.
- On-site creche.
- Antenatal appointments.
- Subsidising backup childcare, baby supplies and tutoring expenses.
4. Remove the Stigma
Implementing a paid leave policy is the first step to becoming a leader in parental leave. The real challenge, however, is removing the stigma that many parents know all too well.
In the US, the average paid/unpaid leave that new fathers take is 1 week. This is down to workplace cultures insinuating that taking paid paternal leave is not something to be proud of. In fact, in doing so, many fathers experience being marginalised, decreasing their chances of receiving promotions, pay rises and other benefits. This extends to mothers too, who are disproportionally affected.
In Sweden, parents are entitled to 480 days of paid parental leave. 90 days are reserved for each parent, with the rest available to transfer between one another as they see fit. A study in 2019 showed that roughly 90% of eligible fathers claim paternity leave, with 96% taking their full allotted leave.
Normalising paid leave for mothers and fathers is proven to encourage peers to do the same. It is especially important for those in senior positions to take paid leave that is offered to them, as they tend to be the most resistant to do so. Fathers are 11% more likely to take paid leave if they see their colleagues doing the same.
5. Be Flexible
Finally, as an employer, you need to be flexible. It is unrealistic to expect your employees to return to full-time work on a given date. Childcare will fall through; children will unexpectedly fall ill. These are just a few of the factors that can affect an employee’s ability to throw 100% of themselves back into work.
Create a nurturing environment where employees are welcomed back into work at a reasonable pace. A gradual return-to-work scheme is a good place to start.
Offer part-time alternatives, flexible working hours, or the option to work from home if they need. Working collaboratively with new parents positions you as an empathetic company that is investing in their success both in and out of the workplace.
After all, happy employees make for a happy employer!
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