The perils of parental leave and the importance of businesses taking action
As we continue to work towards a more fair and equitable society, businesses have a critical role to play in leading the way and supporting families.
Imagine you finally arrive home, cradling your precious three-day-old infant, peacefully slumbering on your chest. This is your little miracle, for whom you endured the emotional and financial rollercoaster of in vitro fertilization, a costly out-of-pocket expense of $30,000 that your employer didn’t cover. The same little one for whom you braved a grueling 41-hour labor, followed by an excruciating four hours of pushing, only to end up in an emergency c-section. The birth was so painful and traumatic that it has left you unable to sit up comfortably or even use the restroom normally. To make matters worse, your company’s policy doesn’t cover paternal leave, meaning you only get three weeks of unpaid leave that started ticking the moment you went into labor. And to top it all off, your baby is too young to be enrolled in daycare. Your infant is craving the constant comfort and presence of their mother, which is unfortunately not a feasible reality with your return to work looming in a couple of weeks.
This isn’t just a hypothetical story; it’s my personal experience. It’s also the reality for thousands of parents across the United States, who are forced to separate from their newborns after just a few weeks. Meanwhile, in many states, it’s illegal to separate puppies from their mothers before they reach eight weeks of age. Take a moment to let that sink in. Our laws demonstrate more concern for animals than they do for human beings.
Sure, there is the Family and Medical Leave Act (FMLA), which theoretically grants up to 12 weeks of unpaid parental leave for eligible employees. However, many FMLA claims are denied for reasons such as employee tenure, organization size, or the fact that countless parents are self-employed or run their own small businesses. As the Executive Director of a nonprofit with only ten employees, we fall outside the FMLA mandate. However, when my Development Director gave birth in October, I didn’t hesitate to provide her with three months of fully paid parental leave. Why? Because it matters, and here are just a few reasons why company leaders should do the same.
Fosters positive mental and physical maternal health
Paid parental leave is essential for new mothers to recover both physically and mentally after childbirth. The physical toll of giving birth is immense, and the body needs time to heal properly without the added stress of returning to work too soon. It has been shown that mothers who take paid time off after giving birth have fewer postpartum complications and are less likely to experience postpartum depression. Moreover, paid parental leave allows new mothers to form a strong bond with their newborns and provide them with the care they need, leading to reduced stress and anxiety. On the other hand, lack of paid parental leave can result in exhaustion, stress, and decreased work performance, potentially leading to long-term negative consequences. It is imperative that companies recognize the importance of paid parental leave for the wellbeing of both their employees and their families.
Promotes equal opportunity and combats workplace discrimination
Paid parental leave is a critical component in fighting workplace discrimination by ensuring that women are not penalized for having children. Gender discrimination is a systemic issue that is often perpetuated by a lack of parental support policies. Without paid parental leave, women are often forced to choose between their career and their family, leading to a widening gender wage gap and a lack of female representation in high-paying positions. Paid parental leave benefits all parents, regardless of gender or income, creating a level playing field for pursuing career goals while raising a family.
It also addresses unfair discrimination against low-income mothers, single mothers, and women of color by providing essential support during a financially challenging time, helping minimize the wage gaps and other forms of workplace discrimination. Implementing policies that offer paid parental leave sends a powerful message of valuing and supporting women and parents in the workplace. These policies not only benefit individual employees but also foster an inclusive and fair work culture, boosting morale and improving retention rates. Overall, paid parental leave is a vital tool for promoting gender equality and overcoming workplace discrimination.
Offers irrefutable business benefits
Paid parental leave has been proven to yield substantial business benefits. In fact, it has been shown to boost employee retention, fostering employee loyalty and ultimately resulting in cost savings. Retaining high-performing talent by offering paid parental leave is more cost-effective than recruiting and training new employees. The positive impact of this benefit cannot be underestimated.
Studies show that having paid parental leave makes it 50.8 times more likely to have high performers and results in a workplace that is considered 1,327 times more supportive. Furthermore, it cultivates a positive company culture which in turn helps recruit top talent. Businesses must recognize the critical role of paid parental leave in achieving long-term success. By implementing policies that prioritize employee wellbeing, companies can foster a culture of inclusivity, respect, and support, leading to overall productivity and success. It is time to move beyond the basic ethical considerations and recognize that providing paid parental leave is simply good for business.
Related: Many employers plan to implement big changes to leave programs, study finds
However, one of the primary obstacles facing small businesses and nonprofits is the cost of providing parental leave. Paid leave policies can strain already tight budgets and overwhelm small teams. It’s time for our lawmakers to update the existing laws and regulations surrounding parental leave to better protect the rights of new parents, especially for small businesses and nonprofits. These employers should be incentivized, not penalized for providing paid parental leave, and also equipped with the necessary tools and resources necessary to navigate the legal requirements effectively.
The benefits of paid parental leave are undeniable. From promoting employee retention, equalizing opportunities, and combating workplace discrimination, to providing for the mental and physical wellbeing of new parents and their children, it is clear that this should be a fundamental right for all employees. As we continue to work towards a more fair and equitable society, businesses have a critical role to play in leading the way and supporting families. By doing so, we can build better workplaces and communities that support families from the very beginning, recognizing that the wellbeing of employees is vital to creating and sustaining thriving businesses.
Ashley Sharp, Executive Director at Dwell with Dignity