A quick analysis of paid parental leave policies shows that global and enterprise level employers, boasting thousands of employees, have the most generous policies. A who's who of STEM from Adobe to Google, Bumble to Spotify boasts policies between 18 – 24 weeks for birthing parents, and often comparable (if not slightly less) lengths of leave for non-birthing parents. These tech behemoths also include generous secondary family benefits, such as adoption fee reimbursement, doula and lactation credits, flex hours, incremental leave windows, and more. 

While these programs and policies are expected, they are not confined to Silicon Valley. In today's modern workplaces, companies can offer generous family-friendly programs across industries. A roundup of uncommon industries, including education and non-profit, adding generous paid parental leave, solidifies its growing demand among employees and working parents. But beyond that, companies of all sizes can now offer paid leave, creating truly equitable offerings for both birthing and non-birthing parents. 

Many small companies are hesitant to offer paid leave because of two major factors: the cost and the disruption to company operations and workload. No matter the size, every company can afford, and should, offer paid parental leave. The Department of Labor reports that only 15% of employers with 99 or less employees have access to employer-provided paid leave.