When employees start their workday, they bring their responsibilities, experiences, and emotions. For working parents, this includes their family, struggles, and dreams. By promoting a family-friendly culture, your organization values employees' lives beyond their work roles.
Investing in family-friendly benefits like flexible work options, remote work, care reimbursement, and parental leave can boost retention, attract new talent, and enhance your company's culture. A survey showed that half of U.S. employees prioritize improved benefits or paid leave over receiving a higher salary or bonus.
What Are Family-Friendly Benefits?
Family-friendly benefits assist workers in integrating and juggling work and family obligations at every stage of life. These benefits include resources such as planning guidance, family-building reimbursements, mental health support, and access to specialized care that caters to the needs of parents during their family journeys. They can also include paid bereavement leave, adoption, parental leave, childcare benefits, and more general caregiving leave (such as caring for a parent, spouse, or domestic partner).
How Companies Can Support Parenthood?
In pursuing equitable, diverse, and inclusive workplaces, family-friendly benefits are becoming increasingly crucial for drawing in and keeping top talent.
Child Care Assistance
Childcare is one of the most significant expenses for families, often posing a considerable financial burden. According to a survey conducted by Care, a staggering 69% of parents acknowledge that the availability of childcare assistance significantly influences their decisions regarding career choices and professional paths. The financial and logistical challenges of securing reliable and affordable childcare can create a substantial barrier for working parents, impacting their ability to pursue and maintain fulfilling careers.
Recognizing childcare's pivotal role in employee lives, employers can make a substantial impact by implementing supportive measures. Whether by providing on-site daycare facilities, offering childcare subsidies, or facilitating flexible spending accounts dedicated to childcare expenses, these initiatives significantly alleviate the financial strain on working parents.
Lactation Support
Create a nursing-friendly environment in your office to support parents who are nursing their babies. Consider setting aside a private lactation area with a refrigerator to store and pump breast milk. Provide a breast milking shipping service to parents who must travel for work so they can conveniently send or bring milk with them. By teaching all staff members about the needs of nursing mothers and the company policies that support them, you can contribute to developing a stigma-free workplace.
Compassionate Leave
Some companies have expanded their paid leave benefits to cover miscarriages and unsuccessful surrogacy, adoption, or fertility treatments, as the path to parenthood is not always smooth sailing. New parents are not mandated to utilize paid leave, but they can take up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA). Many companies have policies, and some states, such as New York, California, and Washington, provide paid family leave.
Comprehensive Family-Building And Fertility Support
One out of eight employees can experience infertility. Employers can help with coverage by providing benefits since fertility treatments can be unaffordable. It is crucial to give financial support to various family-building techniques (such as adoption, surrogacy, IVF, and more) while also taking into account the needs of LBGTQIA+ workers.
Flexible Work Arrangements
For working parents, fulfilling family obligations like getting kids to school or appointments is more straightforward and less stressful when flexible work arrangements are in place. When drafting your policy, take cues from businesses that have implemented these agreements successfully and incorporate them with what functions best for your business.
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