Parentaly’s Post

Parental leave is evolving to become more than just time for mother and child to bond. We're encouraged by the trend amongst employers to provide leave benefits for fathers too. The impact of receiving job protection and paid time for both parents, regardless of gender, cannot be ignored. #parentalleave #paternityleave #maternityleave #leavemanagement https://lnkd.in/gM-cTgRW

Business Responsibility and Sustainability Reporting Return to Work and Retention Rates While there could be personal/social/cultural reasons for not returning to work after a parental leave or continuing to work beyond 12 months (retention rate) after the parental leave, work environment and support at work also plays an important role. A high percentage indicates a good positive environment. While male % are normally high, a low female return to work % or retention % may indicate any of the below- which is a factor that can be improved. Factors that affect return to work and retention rates after parental leave include:  ❗ Work stress -Women who have a stressful work environment are less likely to return or remain long after maternity leave. ❗Job satisfaction-Women who have access to breastfeeding support at work report higher job satisfaction and likely to return and remain. ❗Feeling valued-Women who feel valued by their managers and coworkers are more comfortable and confident with the compromises they made to balance work and family life.  ❗Nursing room availability-A nursing room can reduce anxiety and increase morale for new mothers, which can lead to higher retention rates.  ❗Flexible working-Flexible working hours are important for many new parents.  ❗Coaching and psychological support-These programs can help improve confidence and retention for those returning from maternity leave. Among few companies in the same sector compared- 💡 Company A has lower Female Return to Work % (NOT GOOD) but Retention was relatively better. (GOOD) Company B has high male return to work (89%) and high Retention ( 75%). 💡 Also female employees have all returned to work (100%) and retained (100%)- VERY GOOD. 💡 Company C - no one has availed parental leave. 💡 Company D - no male has taken parental leave, high female return to work (83.3%) and retention (83.3%). Employee retention is important for a company's success and can provide immense long term benefits. #viveknamboodiripad #social #brsr #sustainability #parentalleave #employeeretention #workenvironment

What do you think? Parental leave - as a career crossroads? 🙃New research from Parentaly unveils eye-opening insights about parental leave. With over 2,750 mothers surveyed, the findings are impossible to ignore: • 64% of women fear career setbacks when taking parental leave • This worry peaks for those in senior roles or with higher salaries • 41% are anxious about job security during leave • Over half of parental leaves trigger team burnout Men aren't immune either: • 38% worry about career progression • 66% fear being perceived negatively for taking "too much" leave These statistics aren't just numbers – they represent real concerns for professionals navigating the delicate balance between career and family. 😯Here's the kicker - while 78% of employers recognize the importance of parental leave policies, only 49% offer support beyond legal requirements. This gap? It's an opportunity for visionary employers to lead the charge. At Return2Career, we're passionate about transforming these challenges into opportunities. Here's how forward-thinking organisations can make a difference: 📍Design robust "parental leave career plans" 📍Implement flexible work arrangements and phased returns 📍Create mentorship programs to keep employees engaged during leave 📍Strategically manage team workload during parental leaves By addressing these issues head-on, we're not just supporting parents – we're cultivating diverse, inclusive workplaces that attract and retain top talent. 🎤🫵What's your take on parental leave policies? Share your thoughts below!👇 #ParentalLeave #CareerProgression #ReturnToWork #DiversityInWorkplace #TalentRetention

In recent years, there has been a significant employer focus on maternal disability and parental leave. The majority of employers are now offering paid leave for parental bonding and/or maternal disability leave, according to our 2024 Family-Friendly Benefits Survey. In an article from Benefit News, experts discuss the critical phase employees face after returning from parental leave. Companies often overlook the support needed during this transition, which can impact employee engagement and retention, with 24% of women leaving the workforce in their first year of motherhood. Key strategies for organizations include clear communication, flexible work arrangements, and continued support for both new parents and their teams. By fostering an inclusive environment and understanding the unique challenges faced by returning parents, businesses can enhance employee well-being and drive organizational success. To read the full article: https://lnkd.in/gjgUAmh5 #ParentalLeave #EmployeeWellbeing #WorkplaceSupport #Retention

I’m a child-free job seeker in the United States, so naturally, when I’m evaluating potential employers for cultural fit, I look at their parental leave policies. ✋🏼 Hear me out. Nothing shows an employer’s commitment to supporting and maintaining talent like a generous and equitable paid parental leave policy. Here are the not-so-great things I look out for: 🚩 Less than 12 weeks paid parental leave 🚩 Any amount of “parental leave” (not specifically paid) 🚩 A vague “paid parental leave” with no details 🚩 Any amount of paid parental leave “for birthing mothers” only 🚩 Paid parental leave qualified with a complicated compensation structure This is just to evaluate the employers that offer paid parental leave. So many employers in the US offer nothing except what federal law requires: 12 weeks of unpaid leave, during which you will not lose your job. 🙅🏻♀️ My advice is to proceed with caution before applying for roles with such employers. On the flip side, here are three encouraging signs I look for when evaluating potential employers: 🟢 12+ weeks of 100% paid parental leave 🟢 Equitable paid leave, regardless of family formation or gender identity 🟢 Flexible “winding down” or “ramping up” weeks to facilitate transition into and out of leave, respectively If this seems like a high bar, consider experts recommend that paid parental leave policies offer six months’ leave to birthing parents and at least half that for parents caring for and bonding with a new child. I suspect not every employee feels the need to take the full leave offered to them, but it must be a comfort to know that it’s there if they need it. 🤔 Fellow job seekers, what are your #redflags or #greenflags when researching potential employers? #jobseeking #companyresearch #ErstwhileLibrarian

Many thanks to Aimee Shaw for helping to highlight one of the key findings in our recent report 'Parental Leave: A Kiwi Perspective'. While finances are the biggest challenge for those on parental leave, those returning to work want genuine #flexibility more than anything else. Whether you are one of the many organisations looking to better support your workforce or you're a parent looking to advocate for yourself in this space, our report (https://lnkd.in/gxMBitFn) offers practical guidance and tools to inspire you to take action and make a difference! #parentalleave #returntowork #flexibility #familyfriendly #bettertogether

#flexibility as highlighted in this article by Aimee Shaw is a term which means different things to different people and covers a wide range of options (i.e., reduced hours, compressed work weeks, hybrid working, flexible start and finish times, etc). What we learnt from surveying 369 Kiwi parents is that they want: 📌 to be involved in conversations about what flexibility could look like for them in their roles, 📌 for their version of flexibility to be given genuine consideration, and 📌 that flexibility is offered without prejudice or penalty for utilising it. Gearing up to having that conversation can be hard. Parents wanting to advocate for themselves in this space will find some useful considerations in Appendix D of our report "Parental Leave: A Kiwi Perspective". Employers wanting to engage employees in a meaningful conversation around transitioning to parental leave and returning to work will find value in checking our Transition Plan Checklist in Appendix B. Find the report here: https://lnkd.in/gedz5Xzj #parentalleave #returntowork #familyfriendly #bettertogether

“I found myself thinking it would be so much easier to quit and start somewhere else than to dig myself out of the hole of this parental leave.” — Allison Whalen, founder of Parentaly, in her recent Fast Company interview. Many new parents face significant challenges when returning to work after parental leave. While only 4% of women quit the workforce entirely, over 60% either accept different roles or leave for new opportunities. Why are women leaving? They often face exclusion from projects, fewer raises, and lack of support. Companies need to do better for new parents. If someone on your team is returning from parental leave, consider announcing their return, providing resources for nursing parents, and extending grace during this life transition. What do you think? Read more here: https://lnkd.in/eZ4fEU-9 #inclusiveworkforce #professionalmoms #womeninbusiness

Leaders Plus, a social enterprise focused on aiding career progression after parental leave, has put together some tips for those returning to work after maternity or parental leave. Read here: https://lnkd.in/e84HRHn9 #parentalleave #returntowork #maternityleave #workingmums #workingparents #parents #toptips 

Returning to Work After Maternity Leave: The Challenges Women Face For many women, returning to work after maternity leave is both exciting and overwhelming. But it also comes with its challenges: 👶 Work-life balance: Juggling the demands of children with professional responsibilities can feel like an impossible balancing act. Childcare, sleep deprivation, and guilt! 🏢 Career progression concerns: Many women fear they’ll be overlooked for promotions or new projects because of their time away. 💡 Support systems: Workplace policies on flexibility, parental leave, and understanding from leadership are critical for a smooth return. It’s essential to support mothers returning to the workforce—through flexible work options, and open conversations about the challenges they face. We can create environments where women thrive both professionally and personally. To all the mothers balancing it all—you’re incredible. 💪 #WorkingMums #MaternityLeave #WomenInWork #InclusiveWorkplaces