Nowadays being a working parent is more challenging than ever. Both mothers and fathers are often forced to take paid or unpaid leave to take care of their children. Others are laid off because their kids take too much of their focus and time, while others have no choice but to resign from work to raise their children. This is a serious problem that is affecting millions every year. But there are things that employers can do to help parents return to their workplace without making compromises with their parenting duties.
Paid Parental Leave
The United States is the only developed and wealthy country in the world that doesn’t mandate some amount of paid parental leave. The lack of financial support has a significant negative impact on new parents, especially women. Numerous studies, however, show that paid family leave can be beneficial for employee retention, worker productivity, and company development. Parental leave gives women and men peace of mind that they will be able to raise their babies without losing their means of income.
Flexible Scheduling
Remote working options and flexible scheduling can do wonders for parents. This enables them to chauffeur their kids to school, work from home when daycare services are off, and breastfeed and pump for their newborns. It doesn’t anchor them to a workplace, which gives them the freedom they need to correctly look after their children. Companies that are known to offer these working options have higher employee satisfaction and retention rates than their inflexible counterparts.
Transparent ‘Family Leave’ Policies at the Workplace
Employers should acquaint potential employees with their company’s full benefits package, which also includes information about their family leave policies. Whether a candidate is thinking about having children or not, they should be made aware of whether they are allowed to request paid leave. Being transparent about important matters such as parental leave allows employers to forge a strong bond with their workers. It also permits employees to decide whether the offered conditions are acceptable or not.
Emotional and Instrument Support
Many working parents complain that they don’t get enough emotional or instrumental support from their workplace after they return from family leave. They feel their job security is compromised because they have children, which causes them to spread themselves thin between working and parenting. This leads to stress, discomfort, and frustration, meaning their efficiency plummets. Companies that support their employees who have returned from parental leave are known to have a healthier and more productive staff.
Any workplace offering the above-listed benefits to its workers is destined to have a dedicated, loyal, and passionate workforce. It’s this type of employer-employee relationship that allows companies to grow.