Evaluate Family Leave Benefits and Flexibility Practices

By Sarah Meusburger

Over the past several years, companies have come a long way in recognizing the need for family-related leave and flexibility benefits in the workplace.

But most of the emphasis has been on working mothers, as opposed to both mothers and fathers. Working mothers are typically afforded flexibilities within the workplace that working fathers are not. Although this follows traditional trends from years past, it is a highly outdated practice. Both men and women are parents and they deserve equal treatment in the workplace.

It’s important to evaluate all workplace practices and policies to ensure they not only comply with laws and regulations, but also that they are reflective of their current and desired work culture.

Companies of all sizes should take the time to evaluate their own leave and workplace flexibility practices and policies to determine what enhancements or equitable improvements could be made to further support their employees while still allowing their businesses to grow. Use this checklist:

1. Flexible Work Schedule Options

Does the company allow or afford some flexibility in the work schedule that allows parents (both men and women) to get their children to day care or school each morning? Are they offered an opportunity to ensure their children are where they need to be and taken care of during the workday?

2. Sick Leave Use

Does the company allow employees to utilize sick leave for their children? Are those hours limited to a certain number and tracked by payroll? If yes, reconsider this practice and evaluate what it accomplishes for the company and for the employees. What does the leave request process look like? Does the company offer a supportive approach to family-related leave requests or are requests for time off met with irritation and annoyance?

HRD, LLC

3. Vacation and Paid Time Off Use

Many activities occur for children during the work day. Do you afford employees an opportunity to utilize their leave to attend these mid-day activities or to take care of their child’s transportation to and from various activities?

4. Maternity Leave and Paternity Leave

Consider implementing a parental leave policy that is equitable to mothers and fathers in the workplace. These types of policies can have a positive impact on career prospects from the recruitment standpoint, and increase overall retention within the organization.

5. Culture

Does the company have a work culture that supports employees that are parents? Is it frowned upon to be gone if children are sick? Or is it accepted and supported by leadership? If leadership wants employees to be active parents, engaged in family as well as work, find ways to communicate that with the staff.

When companies allow appropriate leave and flexibility for their employees that are parents, they absolutely benefit from that. In fact, everyone benefits. The company increases its chances of retaining that employee. The employee will be happier. Happier employees are more effective and efficient in their roles. They are more likely to stay engaged in their work. They will offer more creative solutions to business challenges and add more value. They will be more productive and will recruit other top talent to join the company. When a company is able to see the big picture, it puts them in a position of reaping large rewards. PB