Center for Public Justice’s Post

Did you know the US doesn't guarantee paid family leave? It's time for change. The US doesn't guarantee paid family leave, but it’s crucial for families. Here’s why it matters: Stronger Families: Paid family leave allows essential family bonding time. Child Development: Ensures parents can care for their newborns during critical early months. Health Benefits: Linked to healthier pregnancies and lower infant mortality rates. Equality: Helps low-income families who lack the resources for unpaid leave. Economic Boost: Companies with paid leave see better employee retention and morale. While some states have enacted paid family leave programs, 35 states still lack one. Get involved: If you are from Texas or North Carolina and passionate about paid family leave, drop a comment below to get started #PaidFamilyLeave #FamilySupport #CPJ #WhyItMatters #FamilyFirst #PolicyChange #WorkLifeBalance

Paid family leave provides employees with paid and protected time off to care for a newborn or family member. Although its physical, mental, and economic benefits are widely acknowledged, the U.S. has no national paid family leave program. Many new parents can't afford to take much (if any) unpaid time at all. One study found that 23 percent of women in the U.S. return to work within just ten days of having a baby. Despite not having a paid family leave program, Americans widely support it – one poll found that 82 percent of people believe mothers should have paid leave after a birth or adoption. Your thoughts? #HR #maternityleave #pto

In 2023, 74% of mothers were in the workforce, yet many lack access to paid family leave. Only 27% of private sector workers have this benefit, dropping to 6% for low-income workers. This disproportionately affects low-income families and women of color. Why Paid Family Leave Matters: ✨ Health & Well-being: Supports mothers' recovery and bonding with newborns. ✨ Family Strength: Helps families handle challenging times without financial strain. ✨ Economic Boost: Reduces employee turnover and absenteeism, benefiting businesses. Paid Family Leave not only helps mothers but the entire family and greater society.

The US is one of six countries in the world that doesn't guarantee paid family leave, and the only industrialized country in the world that doesn't offer #PaidLeave. This is quite a nuanced conversation with lots of questions as to who this responsibility falls on - employers, the government, or both? This is an older article (Dec 2021) but it popped up again today on my daily theSkimm email, and I figured it was worth sharing. It goes in-depth on the issues and topics surrounding #ParentalLeave, who is for it or against it (surprise - both sides of the political aisle). There isn't quite a one-size-fits-all solution for this one, but the pandemic has certainly increased visibility on the importance of all different types of medical and paid #LeaveOfAbsence. The country and the workforce itself continues to evolve and change. Policy change will need to be figured out sooner or later. If you're interested in why the US has or hasn't created solutions yet, check this out and learn more. Paid Family Leave: Why the US Falls Behind >>>>> https://lnkd.in/ew-pZ5yW

CNN’s Jeanne Sahadi boils it down best in her latest article on paid family leave - https://lnkd.in/gy4iGx_t My experience in Australia showed massive societal and employer benefits of government-funded family leave. It fuels the gig economy (skilled professionals like me fill maternity leave contracts for awesome people like Yumeko Sahely) while protecting employee's jobs for 12 months. The US lacks such a system, forcing parents to navigate complex, inadequate unpaid leave programs, and many are not in financial position to use unpaid leave even if it’s available. As the article notes, despite Mercer US’s research showing 75% of US companies with more than 500 employees now offer or plan to offer paid parental leave in 2024, the median is only 7 weeks, and this still leaves a huge segment of our workforce without sufficient access to paid time off. To learn more about family building benefits, check out our latest research and insights from my esteemed colleagues Shauna Bryngelson, CPDM and Deborah Gray https://lnkd.in/gT59jZZP Info on Australia’s fair work polices around parental leave can be found here: https://lnkd.in/gb2UjUMs

🚨 Washington D.C. Employers Must Post New Paid Family Leave Notice! Starting 2.1.24, D.C. employers must post the newly updated Paid Family Leave Notice, and provide a copy to all covered employees. The new notice is nearly identical to the previous one, except that the maximum weekly benefit has increased to $1,118. Find the link to download here: 👉 https://lnkd.in/d7JpcURe Tino Russo Joseph Alfonsi Pat Doherty #TriBen: Disability, Life, Leave, Voluntary Benefits "There are Savings in Specialization" #paidleave #paidfamilyleave #fmla #ada #groupbenefits #employeebenefits

As the Democratic convention kicks off in Chicago and the fall campaign begins, we’re sure to be hearing about paid family and medical leave as one of the policies that will provide security, opportunity, and mobility to workers and families, advance gender, racial, and economic equity, and reinforce values of family and freedom. To share the evidence supporting seven key benefits of well-designed and well-implemented paid family and medical leave for workers, families, businesses, and the economy, here's a new piece. Paid leave is a win-win-win, and it's exiting to see progress in political leadership, states, and national dialogue. #PaidLeave #PaidLeaveForAll #Economy #Families #Jobs #Entrepreneurship #PassPaidLeave

Things like paid leave and care aren't social or soft — they are kitchen table issues and economic imperatives. "But what could be more important to your pocketbook than the ability to choose whether or not to have a family, to take time off work after giving birth or when a loved one is ill, the ability to support a family at all? For the record, average annual spending on gas is around $5,000, while the average cost of childbirth in the United States is $18,865. Milk costs families less than $200 per year, on average, while child care is upwards of $10,600. Workers lose more than $20 billion in wages every year because they don’t have access to paid leave — and how do you calculate the emotional price of not having paid leave when a crisis strikes or a new baby arrives?"

What you need to know about paid family leave in the United States: 13 states + Washington D.C. offer some form of paid leave, but we need EVERY state and ALL workers covered. Federally mandated paid family leave would offer every family: 💸 More financial security and less stress 👩🏽💻 Better overall job satisfaction 🛌 Time to recover from childbirth And it could: 📈 Boost the economy and business performance 🟰 Narrow career advancement and gender pay gaps  🫶 Decrease risk of depression in new parents Read more via theSkimm: https://lnkd.in/e2j9E5JZ #paidleave #parentalleave #policy

When my son was born in Japan, I took a combination of prenatal, postnatal, and child care leave, all supported by the national employment insurance system. It gave me the time and security to bond with my child and transition into this new chapter of life. But even with that support, raising a child in a foreign country without the help of family was incredibly challenging. Navigating parenthood without the familiar safety net of family, cultural norms, and community left us feeling isolated at times. Fast forward to last week: I sat in an employment law class here in the U.S., watching a video that left the entire room in silence. I couldn't help but reflect—what would it have been like to navigate the U.S. work environment while raising my son? In a country that champions capitalism and individual freedom, the U.S. government provides minimal intervention in family leave policies. This puts the onus on companies to bridge the gap, to think beyond compliance and towards meaningful support for their employees. The question isn’t just whether we’re competitive, but whether we’re fair—not only in the local labor market, but also in the global talent pool. What is the true cost—and benefit—of aligning parental leave policies across borders? How can we craft an employee value proposition that doesn’t just attract talent, but also retains it? These are the conversations we need to have if we want to build workplaces that are not only high-performing but also human. Thanks to Tamara Lee, Esq. for sparking this critical dialogue in class! https://lnkd.in/eayNryjJ