Parentaly’s Post

If you find your company’s paid parental leave policies to be a little bit... meh... we’ve got the tool for you. Get access to an editable deck you can use to get stakeholders and leadership bought in on the importance and opportunity of better leave policies. 🔗 https://lnkd.in/eQq8RZ39 ⭐️ Important note: We know that paid leave isn’t just an employee benefit; it’s an investment in a company’s workforce, productivity, and reputation. With paid *return*, you’re not asking for your employee to pay for you while you’re gone, you’re asking them to invest in your return. That’s big!

Welcoming new moms and dads back to work requires a partnership between HR and the employee to ensure a smooth transition. Give new parents support by proactively informing them about relevant HR policies, including parental leave, flexible work arrangements, and available resources for working parents. Consider exploring options for extending parental leave, such as unpaid leave or utilizing accrued vacation time, to provide maximum flexibility. What perks or benefits are especially valuable for new parents? #WorkingParents #EmployeeBenefits #Perks #TakeCareOfYourPeople https://lnkd.in/gUXunVCp

Companies offering paternity leave see a 60% boost in employee retention. 👨👦 New changes starting April 6, 2024, enhance parental leave for partners in England, Scotland, and Wales: weekly pay up to £185.03, 2 weeks' leave in separate chunks, flexible timing within the baby's first year, and 4 weeks' notice to employers. Ensure your leave policies attract and retain talent, vital for business success. Discover below 4 ways paternity leave drives employee retention in the link to our recent blog. #EmployeeRetention #PaternityLeaveBenefits #paternityleave #humanresources

Check out my latest Human Capital Leadership article, "Supporting New Parents: Why Organizations Should Offer Both Maternity and Paternity Leave." From the conclusion: "As work-life priorities evolve, businesses must adapt by embracing the critical role of paid parental leave. Implementing comprehensive maternity and paternity leave programs aligned with leading research and practices yields clear organizational rewards as well as communal benefits. Establishing strong family care infrastructure through robust paid leave sends a powerful signal about values of respect, support and inclusion to both current and prospective employees. Leading companies are already discovering the varied advantages in workforce performance, innovation, and prestige that result from prioritizing employee well-being through supportive leave policies. Adopting innovative paid family leave practices allows organizations to be socially progressive while gaining strategic benefits in today's competitive talent landscape." Take a look at the full article and leave your comments below! https://lnkd.in/gKrn6b7d

Welcoming new moms and dads back to work requires a partnership between HR and the employee to ensure a smooth transition. Give new parents support by proactively informing them about relevant HR policies, including parental leave, flexible work arrangements, and available resources for working parents. Consider exploring options for extending parental leave, such as unpaid leave or utilizing accrued vacation time, to provide maximum flexibility. What perks or benefits are especially valuable for new parents? #WorkingParents #EmployeeBenefits #Perks #TakeCareOfYourPeople https://lnkd.in/gps-z8eb

Question for people who work at companies that have a #PaidLeave program for parental leave: If you have a time-employed requirement, do you allow employees to utilize the paid leave following the same guidelines as #FMLA? With FMLA, you're entitled to the full 12 weeks as soon as you meet the eligibility requirements, even if that doesn't happen to line up exactly with the birth/adoption of your baby. For example, if you work somewhere 10 months and have a baby on that 10th month, you'll become eligible/entitled to the full 12 weeks of FMLA on your work anniversary (assuming you also meet the hours-worked requirement). Does your company's paid leave program follow that? Why or why not? #ThingsYouHearInHR #LOA #GenuinelyCurious

Check out my latest Human Capital Leadership article, "Supporting New Parents: Why Organizations Should Offer Both Maternity and Paternity Leave." From the conclusion: "As work-life priorities evolve, businesses must adapt by embracing the critical role of paid parental leave. Implementing comprehensive maternity and paternity leave programs aligned with leading research and practices yields clear organizational rewards as well as communal benefits. Establishing strong family care infrastructure through robust paid leave sends a powerful signal about values of respect, support and inclusion to both current and prospective employees. Leading companies are already discovering the varied advantages in workforce performance, innovation, and prestige that result from prioritizing employee well-being through supportive leave policies. Adopting innovative paid family leave practices allows organizations to be socially progressive while gaining strategic benefits in today's competitive talent landscape." Take a look at the full article and leave your comments below!

What would it mean to you to have MORE paid leave? We've helped multiple people convince their company to increase their paid parental leave benefit by following these 4 steps: 1️⃣ Gather data and third-party research to outline the benefits of paid leave 2️⃣ Use theSkimm's #showusyourleave campaign to share what your competitors are offering 3️⃣ Collect testimonials from colleagues about their parental leave experience to humanize why it can be so challenging 4️⃣ Do the work for them: Create a business case that shows the cost and the expected ROI Now...wouldn't it be GREAT if there was a resource that pulled all of this together for you, so you can just fill in the blanks?! 👀 Parentaly built a template that does just that to make it easier for employees and HR leaders advocating for more generous policies. Get it for free! 📌 👇 #parentalleave #policy #benefits

If one of your employees came to you today to talk to you about taking parental leave, would you know what their rights and entitlements are? In many small businesses, parental leave is a rare event and, because it’s not something that happens often, it can lead to uncertainty about the process. We think having a parental leave policy is good practice for small businesses, even if they only offer the minimum unpaid leave required by law. Here are a few reasons why:   Clarity and Consistency A documented policy ensures that all employees understand their entitlements and the procedures for taking leave. This consistency helps avoid confusion and ensures fair treatment for everyone.   Legal Compliance Clear documentation helps ensure the business complies with legal requirements, reducing the risk of legal disputes or penalties.   Employee Morale Having a policy demonstrates that the business values family and work-life balance. This can improve employee morale and loyalty, fostering a positive workplace culture.   Operational Planning A documented procedure helps managers plan for temporary staffing needs and workflow adjustments, ensuring business continuity during an employee's absence.   Professionalism A formal policy enhances the business's professionalism and can improve its reputation as a fair and supportive employer, which is crucial for attracting and retaining talent. Need help with a parental leave policy? Contact us at info@concepthrservices.com.au #smallbusiness #smebusiness #parentalleave #concepthrservices

Why should companies offer paternity leave? Because it’s beneficial for businesses AND their employees. Research on paid parental leave, including leave for dads, shows that it positively impacts productivity, performance, turnover, employee morale, employee engagement, and retention.* 👏 Despite its benefits, paternity leave is offered less frequently than maternity leave. Men typically take only one week off, compared to the 11-week median for mothers. This disparity presents a key opportunity for employers to differentiate themselves and stand out in a competitive labor market. Interested in implementing paternity leave but don't know where to start? A brief employee survey can gauge caregiving and family planning needs, helping identify beneficial parental leave arrangements. Check out a sample survey here: https://lnkd.in/g7zAWce8 *Source: Scientific American and McKinsey #WorkingParents #FamilyFriendlyWorkplace #FutureOfWork #EmployeeBenefits #PaternityLeave #ParentalLeave