Denver PEO, StaffScapes, Shares 5 Reasons to Start Offering Your Employees Paternity or Maternity Leave

Family values and business have continued to find ways to collide. The costs and benefits of paternity or maternity leave are seen in different lights depending on the company. Three years ago, the gap between viewpoints on the matter was relatively large. Only 26 percent of companies were offering maternity leave assistance.

A year ago, the discussion of paternity leaves being equally available for men and women became an olive branch in the debate. The benefits companies receive from offering employees paternity or maternity leave is revolutionizing outdated stereotypes and creating necessary change in the business world. Here, StaffScapes, a Denver PEO, explores five reasons below as to why such an offer is crucial for both organizations and employees.

Reason 1: Long-term employee retention is a result of supporting, and in some cases extending maternity leave. Companies that offer longer maternity leave with pay understand the hardship a mother and family go through during their first year as parents. Generous maternity leave periods have resulted in higher job returns, which helps cut expenses that come with finding a new replacement.

When consulting company Accenture decided to double its maternity leave offer, it resulted in a 40 percent decrease of mothers leaving their job for good after childbirth or adoption. 

Reason 2: Recruiting improvement is a result of employee maternity and paternity leave packages. Companies that target young men and women usually win the bid over competitors if they offer generous paid time off. 

GE found that when they increased paid maternity leave to 16-18 weeks, they were able to compete with the benefits developing startups offered. 

Reason 3: Companies instill equality past the stereotypical social limitations. Due to the traditional role that females have fulfilled as primary caregivers, the issue of balance for working mothers is labeled as a female issue. However, this is a business and economic issue.

Businesses who are offering equal parental leave help keep women in leadership roles and assist in a quicker return to work. Only 36 percent of men utilize their full paid paternal leave, but their purpose at home is useful. Men helping at home gives women the option to return to work in a shorter amount of time. This duel parenting opportunity also enables women to benefit from pay or promotion. 

Reason 4: Caregiving roles are being redefined when businesses offer equal paid leave for men and women. A new norm is generating when the traditional caregiving role goes to the father. Also, men are more likely to be involved in their child’s life when taking a minimum of two weeks of paternity leave.

Reason 5: Job satisfaction is further promised and reached when fathers are supported to take leave for a new child. Society should not assume mothers are the only individuals wanting to participate actively in parenthood. Many fathers would like to presume an active parent role but fall short with the lack of support from coworkers.  

“A work environment that encourages paternal leave and provides support for both mothers and fathers will create job satisfaction with employees,” stated StaffScapes.