I work for a fairly progressive, medium-sized tech company. I will be taking parental leave in six months and plan to tell them in three months. My company currently doesn’t offer any top-ups for parental leave, but I think they should. And I think they can afford it – the business is doing well.
A final note for those who may be considering asking the same of your employer – almost all top-up programs come with what is called a clawback provision. This means that if you do not return to that employer for a specified amount of time after the leave you will be on the hook to pay it all back.That’s a great question that I’m sure has echoed in the minds of many.
Have other employees shared the importance of parental top-ups or are you the first? How do your employees feel about the company benefits today? Do they feel well supported?How difficult is it to attract and retain young talent in the market? Is your company committed to attracting and supporting the advancement of women in your industry? Would supporting the holistic well-being of your employees who are starting families align with and support your company values?