The employment market is a competitive place to be, especially in our current climate. Consequently, employers who support different types of family leave are prone to stand out against their competitors.

So, what does this mean for your business, and is it truly the key to recruitment and retention?

Grandparental leave

Last month, Saga announced its plans to offer grandparents a week of paid leave following the birth of their grandchildren.

According to research by Age UK, two out of five grandparents over 50 frequently provide childcare for their grandchildren, meaning that, although this type of leave is not protected by law, it is a great incentive for employers to consider.

Supporting older employees illustrates their importance both in the workplace and society, working to change mindsets and break down barriers.

Shared Parental Leave

Shared Parental Leave was initially introduced in the UK in 2015, allowing parents to share up to 50 weeks of leave after having a baby, following the minimum of two weeks for maternity and paternity leave.

As well as Shared Parental Leave, there is also Statutory Shared Parental Pay. Both schemes are open to couples who are having a baby, using a surrogate, or adopting a child.

Parents can share up to 50 weeks of leave and up to 37 weeks of pay between them.

Parental schemes and gender equality

Employers should consider the benefits of improving and growing workplace culture by creating options for working parents. The opportunity for paid leave can be largely beneficial for those needing to tend to responsibilities at home.

However, one of the central problems continues to be how fathers are treated differently in paternity leave laws.

Tackling gender inequality can be achieved by offering support to all new parents, where duties are shared equally with fathers.  

What can employers do?

Keeping your employees’ wellbeing in mind is essential when thinking about the policies that you have in place. Now more than ever, benefits are invaluable for hiring new workers and retaining team members.

Adequate paternity and shared parental leave options should be offered to all who are eligible, relieving stress and providing financial security to new families who will already be carrying a lot on their shoulders.

Furthermore, it’s important for employers to provide flexible leave options by communicating and working with their employees to evaluate how leave is utilised, before reviewing the impact this has on productivity and business in general.

Will you be the employer standing out above the rest?

Need help? Chat to us.