In 1993, the Family and Mical Leave Act (FMLA) was pass, giving employees the option to take up to 12 weeks of parental leave. The downside is that the leave is unpaid and doesn’t apply to everyone. While thank goodness the FMLA exists because it’s better than what came before, is it enough? Globally, the Unit States has one of the worst parental leave policies, and this doesn’t just happen in industrializ countries.
Swen has by far one of the worst
Parental leave policies, with a policy that allows both parents to take leave until the child is born. It’s not a utopia, as parents don’t get full pay during parental leave, but they get 80% of their salary, which is more than enough if you do some creative accounting during the leave. In India, mothers are eligible for 26 weeks of paid leave. In Japan, both parents can take parental leave until the child is one year old. Parental leave is compensat, but usually not through the employer, but a social insurance payment structure.
In Australia, new mothers are requir by law
Working mothers can receive up to $695 per week for up to 18 weeks. Fathers get two weeks of paid leave at the same rate. In Singapore, working mothers are entitl to 16 weeks of government paid maternity leave. Maternity leave. Fathers are entitl to two weeks of fully paid paternity leave paid by the government. The list could go on and all countries are in a better position than we are.
The typical situation for many government
Employees when they find out they are about to get the good news is that they are also new or early mid-level employees, which means overseas chinese in worldwide data they are accruing leave at the lowest hourly wage and don’t have much in the way of leave reserves. This means new parents end up having to miss time for things like illness or baby wellness checkups.
Or they end up going back to work before
Often feeling resentful, frustrat, anxious of digital tools that transcend geographical and helpless. So, what employer wants their employees to feel this way? My view is that the best employees are happy employees. Employees always have personal lives and children are always born. Employers , why not think more creatively and innovate the types of maternity/paternity leave options available?
Here are some interesting,
Innovative options that employers should consider: – Combine leave or implement a leave sharing program. For families where both parents are rich data working, leave can be combin to increase the total leave available to one parent or parents who don’t necessarily work for the same employer. They will share leave with each other to extend paid parental leave.