When a baby crawls into your life smack in the middle of your career, it can be quite the ride.
Luckily, that’s why parental leave was invented.
Parental leave is a hunk of time employees can take off if they’ve just given birth, adopted a child, and in some cases, become foster parents. The goal is to ensure that such a sunny life event doesn’t get overshadowed by the looming question mark of “What about work?”
Here are a few different ways to think about your policy, so you can roll one out that captures the appreciation and support you have for your team.
A quick synopsis of parental leave laws.
Today, the U.S is one of the only developed countries that has no paid parental leave law in place. However, we do have something called the Family and Medical Leave Act, or FMLA, which tells employers what they can and cannot do about unpaid leave.
Specifically, the FMLA requires companies with 50 or more employees (who are located within 75 miles of an office or worksite) that they need to offer up to 12 weeks of unpaid leave for new parents. This rule applies to all full-time workers, regardless of their gender, and can be taken over the course of a 12-month period.
The story doesn’t stop there. Swirled on top of the federal FMLA rule are various state rules that pack in even more weight. For example, Massachusetts, California, Rhode Island, and New Jersey all mandate companies to provide paid leave, which therefore leaves the unpaid part of the federal rule moot.
Unsure which law applies to you? See what your state has to say.
So what’s the problem?
Here’s the thing: The bare minimum for leave doesn’t guarantee that employees get to keep their wages or salary while they’re off taking time off. So they could be earning zilch while out having kids.
Imagine how hard it would be to go 12 weeks without seeing a single paycheck, especially when you’re slammed with all the intense joy and upheaval that a baby brings. That’s why many employers retool their leave packages to allow people to continue earning a salary while they’re out.
From IKEA to Netflix to small businesses right around the corner, there are tons of companies that offer paid parental leave, even if they’re not required to. Why do they bother? Because doing so signals to employees that they care about their lives, are invested in their happiness, and are right by their side throughout it all. Plus, offering paid parental leave helps ensure employees’ families get started on the right foot. It may sound like baby steps, but it paves a path to something monumental.
But what if my company is small and doesn’t have an endless budget?
That’s okay — you don’t necessarily need one. Optimizely created a great financial model template that you can use to project the actual cost of offering paid leave to your team. Play around with it, and then keep reading to learn why you can still support parents in the workplace, no matter your shape or size.
Turnover can be even pricier.
Think about how much it would cost to replace any of your employees. Spoiler alert: It’s a lot. Then, use that number to help you come up with a leave budget per person. For a general idea, the Center for American Progress found that the average cost of replacing someone was 21 percent of their salary.
“When we eventually did the math, it turned out this program cost nothing. The cost of having a mom out of the office for an extra couple of months was more than offset by the value of retaining her expertise…” – Laszlo Bock, Google’s former head of people, in Work Rules!
Your entire team won’t have kids all at once.
Chances are slim that everyone on your team will go out and get pregnant at the same time. Therefore, you won’t have to shell out for parental leave for each and every employee all at once.
It doesn’t have to be all or nothing.
Still can’t afford to provide a paid stretch of time? Then consider having a portion of the time paid and some of it unpaid, so people can still reap some of the benefits of a meaningful leave policy.
How to build a thoughtful parental leave policy.
Ready to roll? The examples below will inspire you to pool together the best possible policy for your team—and your business.
1. Leave room for flexibility.
Having children is an adjustment, so it’s important to meet folks where they are in all the intensity. Some companies allow parents to take leave when they need it most, whether that be before or after the child is born.
Under the FMLA guidelines, people can take 12 weeks during a 12-month timeframe, which employees can then spread out before and/or after the actual birth.
You can also allow people to chunk it out so they can take their leave at periodic intervals throughout the year after they give birth. People can get creative and start with 3-4 day workweeks in the beginning, or take leave when their partner isn’t taking theirs, to spread out the amount of time they don’t have to pay for childcare. This flexibility allows for a more thoughtful move back to the office.
2. Consider a “leave share” program.
Amazon recently launched an innovative addition to their policy, where parents can share leave with their spouses.
Under the program, people can share up to six weeks with a partner, allowing them to stay home and collect their salary if they don’t receive paid leave from their own employer. Why is this so revolutionary? Because it enables new parents to work together as a unit and make more creative decisions for how to share care.
3. Make the transition easy.
A baked-out transition program can help people have an easier time getting back into the swing of things. It can also help increase the odds that a parent will return to work.
Atlanta law firm Alston & Bird created an inventive program that connects new moms with mentors once they return from leave. Most of the mentors have already gone through the experience of having a child, so they’re ready to offer loads of support as new moms ramp back up.
Another option is to allow new parents the ability to work from home or work part-time right when they get back. Amazon has a dedicated “ramp back” program, where people can return part-time in the beginning, and then ease their way back to full time. Spotify offers a month of flexible work options for all full-time employees, including the ability to work from home, work part-time, or work at various hours. Easing your way back can make the transition a lot less overwhelming.
“This policy best defines who we are as a company, born out of a Swedish culture that places an emphasis on a healthy work/family balance, gender equality and the ability for every parent to spend quality time with the people that matter most in their lives.” — Katarina Berg, Chief Human Resources Officer at Spotify
4. Stay gender neutral.
You know what rocks? The fact that every family is different. So make sure your policy reflects that truth.
Instead of singling out a certain gender or family dynamic, make sure the language and rules you lay out are applicable to everyone.
Here’s a sample policy from Women Employed to give you a taste of what gender-neutral language sounds like.
5. Use it as a time to celebrate.
Many companies sweeten the whole pregnancy deal with extras. Utah-based software company, Domo, gives mothers $2,000 to buy maternity clothes so they can feel more comfortable in the months leading up to the big day. They also give both mothers and fathers $1,000 in cash to help with all the new expenses.
6. Practice what you preach.
Every employee should take advantage of their company’s parental leave policy, no matter their role. Doing so sends a message to the rest of the team that it’s not only okay to take it, it’s encouraged.
Parental leave is a right that every employer should protect—and every eligible employee should use.
Once you’re finished wrapping up your policy, get it approved by an HR expert, and then slip it into your employee handbook. After that, make sure everyone—parents and non-parents alike—get their hands on the latest version.
Having kids is for real. That’s why a thoughtful parental leave policy is one of the most important ways to keep your team feeling happy and supported during all the highs and lows.
Get cracking on a policy that’s compliant, true to who you are, and makes sense for your team. And then, watch as everyone feels way more relaxed (and stoked!) as their little ones make their worldly debuts.