Innovative Parental Leave Policies Every Employer Should Consider

In an ideal world, the responsibility for supporting working parents wouldn’t fall solely on the shoulders of employers. The absence of a comprehensive national solution places a disproportionate burden on companies, making it imperative for them to innovate and invest in parental leave policies. However, the return on investment (ROI) and positive impact on employee retention make such considerations not just responsible but also good business sense.

Minimum 18 Weeks Fully Paid Parental Leave + Benefits

Let’s start by redefining what should be considered innovative — and that’s a commitment to a minimum of 18 weeks of fully paid parental leave with benefits. Shockingly, this proposal isn’t groundbreaking; it’s rooted in a recommendation by the World Health Organization (WHO) more than 23 years ago. The WHO, as part of its ILO Maternity Protection Recommendation, urged governments to provide at least 18 weeks of fully paid parental leave. While the federal government has yet to catch up, employers can seize the opportunity to set a standard that goes beyond the bare minimum. Considering that 4.5 months equates to roughly 37% of the year, and the cost of employee turnover is at least 30%, investing in paid parental leave undeniably makes sound business sense.