Motherly

It’s time for employers to stop penalizing parents who take paid family leave

Danielle Weisberg — Tue, 13 Sep 2022 18:43:46 +0000

The past two years have been a blur. I entered 2020 as the co-founder & co-CEO of theSkimm, and now in 2022 I’m also a mother to a 23 month and 4-month-old. I utilized theSkimm’s paid family leave benefits both times and it has made me a better leader, teammate, and more passionate human.

As theSkimm evolved, my co-founder & co-CEO, Carly Zakin, and I always wanted our core values to be a part of our business model–to create real impact while having perspective, and while our mission is to empower generations of informed, confident women and to make it easier to live smarter, this also means doing the same for our employees. We believe in benefits that not only support our team but a culture where they feel empowered to utilize them. Having a staff of mostly women and being female leaders, we recognized the importance of paid family leave early on and are proud of the policy we have–18 weeks for all parents (which we updated to no longer distinguish between primary and secondary caregivers), as well as leave for pregnancy loss. And for parents who have a child in the NICU, leave doesn’t start until after the child comes home.

We have heard so many devastating stories about the lack of paid leave through theSkimm’s #ShowUsYourLeave initiative. Having created an expansive and inclusive policy—one long before any of our employees needed it—we felt it was important for us to transparently share ours to highlight what companies are offering. More than 550 businesses joined us (theSkimm’s #ShowUsYourLeave database).

While it’s great to see this progress, it’s also time to stop penalizing parents who utilize these policies and start supporting them when they do. “86% of companies say it’s “very or extremely” critical that managers support their team members’ well-being, but only 25% formally recognize those who do,” according to a Leanin.org survey. With working mothers being nearly a third of the female workforce in the US (as of 2020), employers can no longer ignore the struggles of millions of women. Paid family leave is imperative to getting women back to work, and women in the workplace is beneficial to everyone, especially the business. (P.S. Dads taking paid family leave is crucial, too.)

As a co-founder, when I became pregnant with my first child, I struggled with whether I actually could or would truly step away for 18 weeks and take the leave that I had championed. And if I did, what that would mean for me, my co-founder, and our business. I knew that I didn’t want to perpetuate the narrative that “women can do it all” and also wanted to normalize taking paid leave. I also knew that having a baby would be a huge change for me physically and emotionally. I am fortunate to have a support system, yet I struggled with feeling that meant I should sacrifice this time with my family or the time to heal physically. Powering through this major life change is not something we as women or leaders should be striving for.

With Carly’s support, we both decided it was important for me to fully utilize the policy we had helped put in place. Not only did I want to spend this time with my family and get accustomed to this new role as mom, but I recognized the importance of leading by example.

Here are 5 things I learned in the process of taking paid family leave:

1. It made me a better leader

We know the world doesn’t stop and neither does business, but that doesn’t mean we can’t give our employees peace of mind when they step away. As a co-founder, this company has been such a big part of my life for a decade. I thought I would want to stay updated and in the loop. But once I gave birth to my first child, I felt differently, especially when I struggled with postpartum anxiety.

I also realized part of leading means encouraging our employees to feel empowered in their roles. Trust goes both ways, and I had to trust them to keep things moving while they had to trust that I knew they could. There’s a lot of juggling as a new parent, so this trust goes a long way when building confidence across the company.

And having gone through my own struggles with postpartum anxiety, that also gave me another level of understanding and empathy as a manager. I needed that time to recuperate, learn my new role as a mom, and feel confident and clear headed for decisions I needed to make once I returned to work. Being a new mom taught me to expect the unexpected, while taking my leave allowed me the time to re-adjust my mindset.

2. It made me a better teammate

Carly and I are friends, and we built theSkimm together as equal partners since the very beginning. We know each other’s strengths and weaknesses and we work as a team when making big business decisions. She wanted me to feel at ease taking this time away and I wanted her to feel confident making decisions on our behalf. It’s crucial to have an understanding of how your team is feeling to alleviate some of the pressures they may feel during this time and set them up for success.

Carly and I worked closely together on setting up a structure and plan the first time I was out. We didn’t bring in anyone to cover for me, so we discussed the top priorities, what I did and didn’t need to weigh in on, and who from the Executive Team could support Carly where needed. And then we re-adjusted based on our needs the second time–managing some of my own expectations of when I would be offline and when I wanted to be updated. We also discussed what the most effective transition back plan looked like that would eliminate any stress and anxiety for both of us. Coming back to my full-time role, on day one we did a re-onboarding where I could listen in, and then I shadowed Carly the first few weeks. We saw the value in me being able to assess the business with fresh eyes, while not feeling overwhelmed immediately jumping back in.

Setting up these goals and plans alleviates some of the pressure parents feel when disconnecting, shows the value they’re adding to the business, and increases employee morale and retention.

3. It made me a more passionate human

I’ve experienced a lot of highs and lows in my career. But becoming a mother brought a new set of challenges. I realized that the reality of what I thought I wanted before becoming a mom (absolutely no change in my career, same path and routine…just with a baby) and what I want now (flexibility, dedication to my work, and quality time with my family) are quite different.

I now seek out even more meaning and efficiency in the hours spent away from my kids, which is for the majority of my day to day–a reality most working parents can relate to. I feel even more impassioned to show my boys what strong women do and create, and to continue advocating for women to have the information they need to make decisions right for them. I spent a lot of time worrying about what would change once I had kids, but I didn’t understand that the change could bring more passion to my career, instead of taking it away (and I’m fortunate that this passion can be central to my professional role).

4. I stopped feeling like I had to do it all

During this time, I realized I couldn’t do it all, didn’t want to do it all, and above all, shouldn’t feel like I have to. Adjusting to this new role of working parent doesn’t happen overnight and the expectation it does is just not reasonable.

It also helped me embrace and value transparency even more. I have always been a private person, but I thought it was important to share my experiences–the good and bad–because if one other person is going through it, they will know they are not alone. Being able to open up gave me a sense of vulnerability and empathy.

5. A strong family leave policy can be a difference maker in this market

Businesses are struggling to keep strong talent, the market is highly competitive, and expensive. Do not overlook the value of a comprehensive family leave policy in attracting talent–or in being a motivator for people to grow with your company. It should no longer be looked at as a perk but a necessity for all employees: moms, dads, non-binary parents, adoptive parents, and anyone else who is a caregiver. Offering access to paid family leave is good for your people and that means it’s good for your business.

As a society, we need women to participate in the economy. If we don’t want a declining birth rate, it’s in all of our collective interests to support families. Paid family leave is a lever that we can pull now. What’s truly surprising is that taking leave is not yet normalized across companies. People need support. They need time to care for their families and loved ones. It’s time we normalize companies of all sizes having an expansive paid family leave policy that includes encouraging employees to take it–and business leaders supporting them and walking the walk.

U.S. Army makes huge policy changes to help new parents

Cassandra Stone — Tue, 26 Apr 2022 19:01:49 +0000

The U.S. Army announced major policy changes this week that will expand the benefits for soldiers who are parents when it comes to pregnancy, the postpartum period, and parenthood in general.

Military.com reports that the Army’s Parenthood, Pregnancy and Postpartum directive, which is aimed at both birth and non-birth parents, was initiated as a grassroots effort by soldiers looking to advance their careers in the Army while providing the time and flexibility they need to care for their growing families. There are currently over 400,000 parents in the Army who will benefit from the new policies.

“We recruit Soldiers, but we retain Families,” Gen. James McConville, chief of staff of the Army, said in a statement. “Winning the war for talent means making sure our best and brightest people don’t have to choose between service and Family.”

The new directive includes 12 provisions (some new, some are updates to existing rules). One of them is for parents in the Army include a 365-day deferment:

Soldiers who give birth will be excused for a year from any continuous duty events longer than one normal duty day, including deployment and field training.
The one-year deferment also applies to non-birth parents, single soldiers, and soldiers who are undergoing fertility treatment.
In terms of dual-military couples that adopt or have a long-term placement of a child, one Army member of the couple is also eligible for the deferment.

Army Reserve and National Guard soldiers will be granted 12 paid training days off after the birth of a baby. Since members of the Reserves only work part-time, this can add up to three to six months off for them.

When it comes to breastfeeding, the Army is now requiring Commanders to give breastfeeding soldiers 30-minute lactation breaks every two to three hours. They’re also able to breastfeed or pump milk in a private, locked room (that is not a bathroom), that will include a place to sit down and a fridge for storing breastmilk.

Notably, a soldier who has a miscarriage or other form of perinatal loss will get leave, as will an Army spouse.

There are updates to the physical fitness requirements for soldiers who recently gave birth as well.

This week, I signed the new @USArmy Parenthood, Pregnancy, Postpartum directive. This directive seeks to normalize parenthood & extend benefits & accommodations to all new parents: dual/single military, single moms & dads. Our Army is 404,000 parents strong & growing! #ArmyStrong pic.twitter.com/0BksFa0iRE
— SecArmy (@SecArmy) April 21, 2022

Army Secretary Christine Wormuth signed the directive, which is a huge improvement for Army families, on April 19. Hopefully it will inspire other branches of the armed forces to follow suit.

“We believe all of these will have an outsized impact on our ability to recruit and retain talent as well as promoting and improving the well-being of all parents,” Amy Kramer, lead action officer for the policy, tells WBIR News.

This mama perfectly sums up what everyone gets wrong about maternity leave

Zara Hanawalt — Tue, 19 Apr 2022 17:47:35 +0000

I took four and a half months away from work after I gave birth to my twins. And yes, those days were full of sweatpants and dirty hair and Netflix and couch cuddles—but make no mistake: They were grueling. They were mentally, physically and emotionally exhausting. And they were certainly not a vacation.

Of course, that didn’t stop the comments about how I must be “getting so bored” or questions about how I was “passing the time.” Because we have this weird societal idea that parental leave is a vacation. And newsflash: It’s not.

That’s why we’re applauding Anna Whitehouse, the founder of Mama Pukka, for posting about this very idea. “A reminder to businesses: Maternity/ paternity leave is not ‘a holiday’. It’s not ‘a nice break’ and it is not time off,” Anna writes in a LinkedIn post.

“It’s a heady cocktail of anticipation, expectation, arrival and survival. It’s stripping yourself back to a primal state and nakedly navigating blocked milk ducts, torn stitches, bloody sheets, broken minds, manically Googling blackout blinds,” the mother continues. “You are needed. Every second you are needed—if not in person, in mind. It is a job. Without sick days. Without fair remuneration. It is the most privileged position in the world but it takes balls, guts (often with no glory), boobs and any other extremity you can put to work.”

Maternity leave is the perfect representation of motherhood’s demands: You’re in pain, recovering from serious physical trauma, dealing with an unfathomable hormonal shift—but you can’t really stop to take care of or even check in with yourself because there’s a little person (or a few little people) who depend on you for survival. And the weight of that? It can feel crushing.

Maternity leave is a perfect exercise in selflessness and tenacity. It’s certainly not the stuff vacations are made of, that’s for sure.

So thank you to this mama for making a truly important point. Because there is this unfair idea that mothers have a few weeks or months to simply check out…when in reality, that’s simply not the case. Maternity leave is demanding. It’s hard. It’s isolating. It’s essential. It is so many things happening all at once…and none of them feel anything like a break.

A version of this story was published October 22, 2021. It has been updated.

“I was not ready”—This mom’s honest post about maternity leave is so relatable

Jamie Orsini — Thu, 02 Sep 2021 00:00:00 +0000

A Utah mother of two shared a heartfelt post about her return from maternity leave and it sparked an emotional conversation on LinkedIn.

“It took me four years to have the courage to share this photo. Even now, it’s hard to look at,” Rachael Larsen wrote about an image of herself sitting in a car, staring tearfully into the camera.

“The shame around raising a family and working full-time is real. I took this on my first day back to work after my second daughter was born. I wasn’t ready. My daughter wasn’t ready. She wasn’t sleeping and was extremely fussy. I woke up five times the night before to feed her. I was exhausted. As a majority income source for our family, I was forced to suck it up, put on a smile, and get back to work.”

Larsen acknowledges that she had access to resources that eased her transition back to work—but they still couldn’t erase her unease about returning to work before she and her daughter were ready.

Rachael Larsen on LinkedIn: It took me four years to have the courage to share this photo. Even

www.linkedin.com

“I know that I am extremely privileged,” Larsen continued. “I was able to have some partial pay during my maternity leave and I was able to take 12 weeks off. I had a job that I loved at an amazing company with great bosses. I had a daycare facility that I could afford with great teachers I trusted. But… I was not ready.”

“We need to do more to support parents and families,” she concluded her post. “It may have taken me four years after I knew I’d never have another baby to share this photo. But, I’m glad that I have the courage to speak my truth now.”

Larsen’s post got a lot of attention on LinkedIn, where parents are sharing their own experiences with maternity leave.

“Oh, sweet girl. I’m so sorry,” commented one user. “I know this pain. I know the faking. I know the pumping in a clients bathroom because there are no private areas. I know leaking through my work blouse. I know aching for my infant. I know bosses and coworkers making snide and threatening comments about my hours, my pumping, my outfit. I went back to work two weeks after my younger daughter was born because I didn’t think we could afford to drop to 60% of my income. It threw me into adrenal fatigue and perimenopause. I spend the next 9 years with digestive issues and then had an emergency gall bladder removal. This America is not working for women. We must do better.”

Another person added, “As a single mother of 4, I am solely responsible for supporting my family and I SEE YOU! Girl, it takes a lot to be expecting, to give birth and to heal. But to leave them is even harder, I know. You may be luckier than most, but don’t minimize your pain. It is heartbreaking. It is shame and guilt inducing. It’s a problem in our country. Im proud of you for speaking up.”

“Well said, Rachael,” wrote another user. “There is so much work to do in understanding and reintegrating parents (especially mothers) to work after family leave and in the many stages thereafter. Even the ones that choose not to return need more support. We just roll with the punches of a system that was not designed for us but it does hurt. I don’t think I would have this understanding had I not gone through the experience myself and frankly, can’t blame managers that don’t know how to handle it out of ignorance, shame, fear, etc. BUT that’s what makes this post even more meaningul [sic]. It starts the conversation. “

That’s what’s so important about Larsen’s post. She didn’t share a tearful photo of herself for attention or sympathy. She did it to spark a conversation about this universal experience all working parents go through—seemingly in silence.

You can have an incredible support system and love your job. That doesn’t negate the whirlwind of emotions you might feel when asked to leave your child for the first time.

For so many mothers, 12 weeks simply is not enough time to heal from childbirth. It’s not enough time with your baby. It’s just not enough.

We don’t talk enough about all the difficult parts of postpartum life. It’s time we start speaking our truths, like Larsen. We suspect that if we’re brave enough to share those vulnerable experiences, we’ll find strength together.

This story was originally published on March 31, 2021. It has been updated.

5 lies I believed about maternity leave

Diana Spalding, CNM — Thu, 02 Sep 2021 00:00:00 +0000

Before having a baby, maternity leave as a concept was pretty mysterious. I had many pregnant coworkers who took maternity leave—they’d just leave one day, we’d get word they’d had the baby and then a few weeks or months later they’d return, looking tired but proud and very excited to show us photos of their new baby. I realized that no one really talked about what that time was really like.

When I got pregnant and started looking forward to my own maternity leave, I came up with my idea of what the experience would be. I got some of it right—the diapers, the milk, the cuddles—but I got a lot wrong, too. So I want to share my learnings with you, in the hopes that you may feel better prepared for what the journey could be like (understanding, of course, that everyone’s experience is different).

5 lies I believed that prove maternity leave is not a vacation

1. I believed that maternity leave would be a “break”

I looked forward to my maternity leave much as I looked forward to a vacation. I mean sure, there would be a baby to take care of, but wow, won’t a few weeks off of work be nice? Um…no.

Maternity leave was not a break from work, it was simply a change of where I worked and what that work looked like. I love the newborn stage, but taking care of a newborn is a lot of work—in many ways, more so than my job. There are no days off, my “tiny boss” called on me repeatedly while I was trying to sleep, and all while I was trying to heal from giving birth.

Maternity leave was lovely, but it was hard work, for sure.

2. I believed I wouldn’t miss my job

Because I thought maternity leave would feel like a vacation, I also thought I wouldn’t miss my job—I was wrong. I missed my coworkers and having grown-up conversations.

Mostly, I missed the satisfaction of going into work, accomplishing concrete objectives and leaving at night feeling like I was done. One of the hardest adjustments to motherhood for me was how intangible the “successes” were. I mean sure, I was caring for a tiny human, which is the biggest feat of all. But when I was in it, it was hard to feel like I had accomplished anything at the end of the day.

3. I believed that maternity leave was all about taking care of the new baby

I could not wait to meet and take care of my sweet new baby. I daydreamed about all the time I would spend feeding, holding, changing and just loving her.

But I forgot to think about—and plan for—taking care of myself.

Yes, maternity leave is a time to bond with the baby and attend to all their needs, but also when my body was recovering from birth, the most physically intense thing I had ever done. I wish I had given myself more grace. I wish I had prioritized my healing in a way that honored everything I had just been through, rather than trying to push through it and bounce back. I wish I had planned a little more for my well-being.

4. I believed I would “get my body back”

I thought that as soon as the baby was out, my body would be mine again—the lie detector determined this that was a lie.

To be honest, I actually felt less comfortable in my own skin during the postpartum period than when I was pregnant. I was healing from birth and pregnancy (which requires that your organs actually move around in your body to their rightful locations), my boobs had minds of their own and there were hormones…so many hormones. I think that if I had prioritized my own needs and healing a little more I would have felt more comfortable, but it’s still a very weird experience to go through.

5. I believed the plan I set forth for my career would go, well, to plan

Before my baby arrived, I had a very specific plan in mind for what my future would look like, especially as it pertained to my career.

But then she arrived, and goodness did that little girl rock my entire world. It’s been nine years and I now have a completely different job, I live in a new state and most importantly I have even more kids.

Becoming a mother changed everything, in ways I could never have imagined. And even though the plot twists have been stressful, I am so grateful for the ways that motherhood has shifted and woven my life.

A version of this post was published September 2, 2021. It has been updated.

This study proves that paid parental leave benefits moms’ health—for decades

Jamie Orsini — Thu, 02 Sep 2021 00:00:00 +0000

When we talk about paid leave, the conversation usually revolves around benefits seen by moms and babies in the first weeks and months following childbirth. However, a 2021 study suggests that when moms take longer paid maternity leave, they experience mental and physical benefits that last decades.

The first-of-its-kind study examined the health of Norwegian mothers who gave birth both before and after paid maternity leave became law in Norway in 1977. Because the law change applied to mothers across income levels and social backgrounds, it offered researchers a chance to study how paid leave would impact all women, not just those with the privilege of working for a company that offered it.

“This sharp change in who was eligible for paid maternity leave provides a nice natural experiment,” said study author Meghan Skira, an economist for the University of Georgia.

“It provides an environment where we can examine the causal health effects of paid leave. Our findings show that having access to paid leave leads to important health benefits for mothers around age 40,” she said.

Long-ranging health benefits

The women who gave birth after the 1977 law change were in better health overall when they hit their forties.

Tellingly, the biggest health gains were seen among low-income women who may not have been able to take the full amount of unpaid leave before the law went into effect.

The Norwegian Institute of Public Health collects health data on its citizens around age 40 to reflect on the nation’s well-being.

Skira and her co-authors compared health data for women who gave birth both before and after the 1977 law change as the women entered their forties. The researchers examined health patterns using body mass index, blood pressure, cholesterol levels and rates of diabetes, along with self-reported rates of pain, mental health, tobacco use and exercise habits.

They found that women who had access to longer paid maternity leave had better health outcomes across the board. Those women had healthier weights and blood pressure, less pain and better mental health. They also exercised more and smoked less.

“We did not find significant changes in income or employment among the women who had access to the reform, so the health improvements are unlikely due to income effects,” said Skira. “We speculate that a reduction in stress, more time to recover from childbirth and perhaps breastfeeding played a role,” she said.

We know that when moms have access to paid maternity leave, they experience less work-related stress, have more time to recover from childbirth and breastfeed longer.

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The majority of mothers support paid family leave

This study is important because it tells us that those immediate benefits don’t just go away. They contribute to long-term health gains for moms, too.

And we know that mothers overwhelmingly support longer, paid family leave policies. According to Motherly’s 2021 State of Motherhood survey, 92% of mothers support legislative action to increase support for childcare and/or parental leave. 85% of moms also say they would support or vote for a political candidate who supported childcare legislation that did more to actively support mothers, regardless of that candidate’s party affiliation. These aren’t partisan issues. They affect everyone.

As the mothers involved in the study continue to age, Skira hopes to study their health outcomes later in life.

“While things have changed since the late 1970s, understanding the effects of this policy change is important since it extended leave benefits from a level similar to what the U.S. offers today under the Family and Medical Leave Act,” Skira said. “Our results, therefore, may inform the current debate over family leave policy.”

We hope legislators review this study, so they understand just what’s at stake when it comes to paid maternity leave.

We know that when moms have access to paid maternity leave, they experience lower rates of depression, as well as lower rates of physical and emotional abuse from partners.

When mothers take longer paid maternity leave, their babies have a “slightly reduced likelihood of infant death and an increased chance of secure maternal attachment, breastfeeding and keeping up to date with vaccinations,” according to a 2020 study co-authored by UC San Francisco researchers.

According to Scientific American, paid parental leave even boosts babies’ brain development.

And now we know that the health benefits stay with moms for decades.

It’s a no-brainer: we need paid family leave in America.

Our health depends on it.

Maternity leave planning—16 essential questions to ask your employer

Shauna Cole — Tue, 22 Jun 2021 00:00:00 +0000

Pregnancy and prepping for baby’s arrival is such an exciting adventure, but it comes with so many moving pieces. I know you’ve spent lots of time researching the latest baby gear and playgroups in your area. But how much time have you spent planning for your own transition?

You’re about to go through what’s likely to be one of the most significant transitions of your life as you make the leap from worker to mom to working mom. As you think about becoming a working parent, it’s important to recognize the value of planning for your transition away from, and back to, work.

16 questions you should ask your employer before going on maternity leave.

1. What forms do I need to fill out to request my maternity leave?

Your employer will have some administrative details as well as some planning to complete to prepare for your leave. Find out what forms you need to complete to initiate those processes, when you should submit them and who to send them to.

2. Do I get paid by my company while on maternity leave?

Outside of government programs, some companies offer additional paid maternity, parental or paternity leave benefits. These benefits can match your full salary for the length of your maternity leave (yahoo!) or just a portion of your salary for a set period of the leave. Be sure to ask your employer if there are any such benefits. Get written details on the amounts, how the payments start and end.

3. Am I entitled to benefits when on maternity leave?

Depending on your benefits structure, you might be paying for a portion of your benefits through payroll deductions. Find out how your employer administers benefits through leave, and if you need to make any special arrangements. For example, submitting post-dated checks for your potions of the benefits contributions through the leave periods.

Don’t forget about other benefits like pension contributions or registered retirement savings plan matching.

4. Does my maternity leave affect my vacation time?

Vacation is typically based on years of service (if you’re on salary). This means maternity leave shouldn’t, in theory, have any impact on your vacation. You should be able to use your vacation immediately before or after your maternity leave. Be sure to clarify this with your employer as companies can have different policies on vacation accrual and usage.

5. Am I still eligible for my full bonus, or is it a prorated?

If you receive a bonus outside of your base salary, make sure to understand how your company manages this through leave. Depending on the eligibility criteria, you could expect to receive a portion or no bonus at all through the leave period.

6. How do I add my baby to my health insurance benefits?

Find out the company’s process for this while you’re still pregnant. You’re probably going to need to fill out a form to make this happen. Make sure you get a copy of the form, the details on where to send it and how long to expect to get your new benefits cards. You’ll have lots of forms to complete when the baby arrives so add this one to the pile.

7. How can I contribute to a successful onboarding of my replacement?

Set yourself and colleagues up for continued success through this transition by participating in the onboarding of your replacement. Be sure to take your manager’s lead here and ensure your involvement in the onboarding is appropriate.

8. How can I stay connected to the company through my maternity leave?

You may want to stay connected to work (if not, that’s okay!). Ask your manager, or Human Resources department for some ideas on how to manage this productively. Give this some thought and be prepared to offer some suggestions too.

9. Can I keep company assets while on maternity leave?

Think about company assets that you use regularly. Your cell phone and laptop, for example. Ask your employer to hang onto these items through your leave, if you want to. Be prepared for the answer to be ‘no’ depending on your company policy. But hey, there’s no harm in asking.

10. Will the company continue to pay for my professional designation or licensing fees during my maternity leave?

If you’re in a profession that requires a designation or license and your company currently pays, find out if the benefit still stands while you’re on leave. You don’t want a surprise bill for hundreds of dollars to creep up when you’re earning maternity leave salary.

11. Will the company continue to pay for my education through maternity leave?

If you’re currently enrolled in some sort of training program that you would like to continue through maternity leave, clarify the company policy on this.

12. Can we set up a ‘keep in touch’ schedule?

I recommend you stay connected to your employer. You should plan how frequently you will connect with the right person in your organization before you go on leave. This is subject to change, based on how you are feeling. The schedule should be something you feel you can manage.

13. What’s the best way to stay informed of ongoing organizational change and opportunities for career progression?

If you’re interested in continued career growth and progression, make sure this is part of the discussion before you go on maternity leave. Bringing this up does two things. One, it makes sure you stay in the loop. Two, it sends a clear message that you’re clearly committed to your career.

14. When will my performance review be administered?

This also serves as a reminder that you’re committed to your career. Request a performance review before going on leave to close the loop on projects you’ll be handing over.

15. How will I return to work after maternity leave?

Ideally, you don’t wait until the last minute to start planning for your return to work. Talk with your employer about appropriate timing to reconnect and plan the details of getting back to the office. Coordinate all the logistics well in advance (childcare, parking, morning routine, meals, etc.).

16. Will I be returning to the same role after my maternity leave?

Get an understanding of how your employer typically manages how your transition back into your role after maternity leave. Your role could have been adjusted while you were out of the office so it’s important to understand how they handle any changes.

Bonus tip!

You could get all this information in a single meeting with the right person in your company. It might be your Human Resources person. Treat the meeting like a fact-finding meeting. Take notes and send an email to confirm the details you discussed, so you have a record.

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These celebrity dads are raising awareness about paternity leave as a right & we are here for it 👏

Sabrina Rojas Weiss — Fri, 11 Jun 2021 00:00:00 +0000

Prince Harry has announced that he will be taking paternity leave for the next few months. The Duke and Duchess of Sussex, Meghan Markle, welcomed their second child, Lilibet “Lili” Diana, on June 4th. While he did take a quick moment to announce the Invictus Games are coming to Germany this September, Prince Harry’s paternity leave announcement, and those of other celebrity dads, help to normalize what should be a right for every new father.

When dads take paternity leave, the whole family benefits. Researchers know this and so do a growing number of families. France recently doubled their paid parental leave plan (new fathers will now receive 28 days, up from 14). And while we hope this trend continues worldwide, unfortunately, cultural norms often prevent fathers from taking time to be with their newborn babies. Companies don’t always offer paid parental leave to men, and even when they do, some men don’t feel they can justify taking it. But if we want fathers to be equal parents, they need an equal opportunity to parent in those early weeks and months.

That’s why we love to see notable fathers talking about paternity leave. By showing the world that they’re playing this important role in raising their children, they can change attitudes everywhere.

These famous fathers understand the value of paternity leave (& are fortunate enough to be in a position to take it):

1. Prince Harry

In the U.K., the standard paternity leave is two weeks, which is what Prince William took with his first two children, George and Charlotte. (Poor Louis got the third-child treatment when his dad went back to work two days after he was born.)

As mentioned above, Prince Harry has announced that he will take the next 3 months to focus on being a brand new father-of-two (Lilibet joins big brother Archie, age 2).

2. Tony Dokoupil

Tony Dokoupil, a co-host on CBS This Morning , is currently on parental leave following the birth of his second child, Eloise, with wife Katy Tur , an anchor at MSNBC.

3. Craig Melvin

Father-of-two and Today co-host Craig Melvin had some thoughtful comments on the subject after he announced that he would be taking three weeks off after the birth of his second child, Sybil “Sibby” Ann in 2016.

“It bothers me that we don’t have some sort of paternity-leave policy in this country,” said Melvin, who also wrote a blog post for PEOPLE on the subject . “If we want families to be stronger, we should probably give certainly moms, and dads as well, an opportunity to bond with their child, and I don’t think that the first two or three weeks in a child’s life … there’s no [other] time like that.”

4. Daniel Murphy

Murphy was an infielder for the New York Mets in 2014 when his wife gave birth to their son Noah by C-section just before the first game of the season. He flew to Florida to be with his family, and was actually criticized by some for missing two games.

“My wife and I discussed it, and we felt the best thing for our family was for me to try to stay for an extra day— that being Wednesday—due to the fact that she can’t travel for two weeks,” Murphy told WFAN at the time. “I can only speak from my experience—a father seeing his wife—she was completely finished. I mean, she was done. She had surgery and she was wiped. Having me there helped a lot, and vice versa, to take some of the load off. … It felt, for us, like the right decision to make.”

5. Chance The Rapper

After the birth of his second daughter, Marli, in September, Chance the Rapper took to Instagram to announce that he had decided to postpone his tour to stay home with his wife and daughters.

“When Kensli was born, I went on tour 2 weeks later and missed some of the most important milestones in her life, but more importantly I was absent when her mother needed me the most,” he wrote of his first daughter. “At this point as a husband and father of two I realize that I can’t make that mistake again. I need to be as helpful and available as possible to my wife in these early months of raising Kensli and Marli.”

6. Alexis Ohanian

Before his daughter Olympia was born, the Reddit co-founder announced his plan to take six weeks off to care for her. But when wife Serena Williams suffered life-threatening complications during childbirth, Ohanian changed his plans and took 16 weeks off—the full amount allowed at Reddit.

Two years later, he wrote about how important that time off was for him and his family in an essay for the New York Times .

“Spending a big chunk of time with Olympia when she was a newborn gave me confidence that I could figure this whole parenting thing out,” he wrote. “Taking leave also set me off on the right foot for sharing parental responsibilities. Two years later, there is no stigma in our house about me changing diapers, feeding Olympia, doing her hair or anything else I might need to do in a pinch. They’re all just dad things (not ‘babysitter’ things—I hate it when people refer to dads spending time with their kids as babysitting).”

7. Jalen Ramsey

When the Jacksonville Jaguars cornerback took paternity leave in September for the birth of his daughter in Nashville, things were complicated, to say the least. Ramsey had already requested to be traded to another team, so many saw paternity leave as some kind of excuse not to play.

“Months ago in the offseason, Jalen notified me that he was expecting the birth of his second child in late September,” Jaguars coach Doug Marrone announced . “We spoke about this recently and again today after practice and decided it was best for Jalen to fly to Nashville tonight after meetings to be with his family during the birth of their daughter. He will return to the team when he’s ready, and we will provide an update at that time.”

Critics and commenters made this about everything but the baby, but it when dads take paternity leave it’s not because they want to upset their bosses. It’s because they want to bond with their babies. Can’t Ramsey’s decision to take paternity leave just be respected as that?

8. John Legend

John Legend clearly loves being a hands-on parent. Following the birth of his daughter, Luna, he told E! News, “‘I feel like, my mentality is just to be open and ready to help with whatever I can, and to be as loving to my wife and to our daughter as much as possible. I think paternity leave is good. I think it’s good for me to be home with Chrissy and helping her with whatever she needs, and I want to get to know our little baby!’

9. Mark Zuckerberg

Facebook offers four months of paternity leave to employees, and its founder wasn’t about to skip out on the opportunity (though he didn’t take all four months). He took two months off when daughter Max was born in 2015. In 2017, when wife Priscilla gave birth to their second daughter August, Zuckerberg split his leave, taking one month off when she was born and another a few months later.

“At Facebook, we offer four months of maternity and paternity leave because studies show that when working parents take time to be with their newborns, it’s good for the entire family,” he wrote on Facebook at the time. “And I’m pretty sure the office will still be standing when I get back.”

We demand paid family and medical leave in America

Motherly — Wed, 05 May 2021 00:00:00 +0000

The United States is the only industrialized, modernized country that does not have a paid family medical leave program in place. As the coronavirus pandemic enters its second year, it’s more important than ever that our country leaves that shameful designation in the past and embraces paid family and medical leave for American workers.

Nearly 200 businesses have joined in an open letter to Congressional leaders, urging them to work with the Biden administration to pass legislation to create a lasting federal paid family leave program. Motherly is proud to join companies large and small from across the country in supporting this crucial legislation. Our readers are in favor of this, too. In our 2021 State of Motherhood Survey, 73% of our readers placed their support behind paid family leave.

“The pandemic has exposed an acute emergency on top of an ongoing, chronic crisis,” the letter reads. “At the onset of the pandemic, fewer than 21 percent of workers had access to paid leave through their employers. Lack of a national paid leave policy makes all of us more vulnerable during this pandemic and for future public health emergencies, while putting the financial stability of businesses on the line.” The letter argues that it’s imperative to pass nationwide paid family and medical leave “so we’re never unprepared for a crisis again.”

We know that paid family and medical leave policies are good for working people and the economy. They show employees that they are valued, and help employees care for themselves and their families while remaining in the workforce. Paid leave also leads to better retention, personal health, and improved morale. Simply put, paid leave is better for business—and America.

We’re proud more than 175 businesses are calling on our leaders in Congress to pass comprehensive #paidleave policy… https://t.co/htE1mbFsiJ

— PL+US (Paid Leave for the US) (@PaidLeaveUS)
1616500922.0

The coronavirus pandemic has pushed millions out of the workforce in the past year—mostly women.

“Paid leave is also a key element of addressing racial, class, and gender inequalities in the United States,” the letter continues. “With an equal paid leave policy in place, we can help stem the historic tide of women leaving the workforce and ensure that low-wage earners and people of color have the time they need to care for themselves and their families.”

“At Motherly, we see firsthand how the lack of paid family leave disproportionately impacts mothers, contributing to the US having the highest rate of maternal death in the developed world,” says Motherly co-founder Jill Koziol. “Our annual State of Motherhood survey shows today’s mothers, regardless of political affiliation, are united on their desire to see Congress act. Now is the time for the US to shed its reputation as the only member country of OECD that has not implemented paid leave on a national basis.”

“I’m proud to join the nearly 200 business leaders calling on Congress to create a policy solution for paid family and medical leave,” Koziol says.

We know that paid leave is something that most Americans want, too. More than 8 in 10 Americans support creating a national paid leave policy and a recent report found that more than 75 percent of businesses agree that a national paid leave policy would help them be better positioned to weather future public health emergencies and economic crises.

“This crisis has given us a unique opportunity to build stronger and more equitable workplaces for working people, families, and businesses, while investing in our nation’s economic recovery. We urge Congress to meet the moment by passing a comprehensive federal paid family and medical leave policy that provides long-term health benefits and economic security to all American families and contributes to the vitality and sustainability of our businesses.”

“When families thrive, we all thrive,” concludes the letter.

We are encouraged by the wave of public support for paid family leave. We know Americans want and need support from their workplaces and government. We know it will benefit children and parents, employees and employers. We know it’s long overdue.

It shouldn’t have taken a pandemic to get nationwide attention and support for paid family leave. Now that we’re here, we hope that Congressional leaders listen to their constituents and pass legislation to create a permanent framework for paid family leave in America.

Families shouldn’t be forced to choose between making ends meet and being there for a loved one when they’re needed most.

We can do better. Congress, help us do better.

To show your support for a comprehensive paid family and medical leave program, visit Paid Leave for the United States.

The U.S. is way behind in paid parental leave–but these 6 companies offer generous policies

Kristina MacIsaac — Wed, 31 Mar 2021 00:00:00 +0000

The U.S. is one of the few countries in the world that doesn’t guarantee paid parental leave for moms and dads in the workforce. It’s a failure that hurts families and it’s long past time for a change. While American parents wait for the government to take action, some companies are stepping up to fill the void.

Volvo Cars is the latest employer to announce a package that lets parents take time off for a new addition—without having to worry about how to pay the bills. The automaker’s “Family Bond” program is going into effect this week. Employees with at least a year of service in the company will be able to take up to 24 weeks of paid family leave, regardless of gender. That means non-birth parents are eligible as well. The policy applies to new additions welcomed through birth, adoption, surrogacy, or even permanent foster care. Volvo says the leave can be taken at any time within the first three years of parenthood.

“We want to lead change in this industry and set a new global people standard,” said Hanna Fager, the company’s head of corporate functions. “By opting all our employees into paid parental leave we narrow the gender gap and get a more diverse workforce, boosting performance and strengthening our business.”

These five other companies also offer expanded policies to support employees and their families.

Netflix

Netflix has been ahead of the pack when it comes to paid parental leave . The streaming giant began offering a year of leave to employees back in 2015. The company also offers financial help to workers looking to grow their families through fertility treatments, surrogacy, or adoption, providing up to $75,000 in assistance.

Microsoft

Microsoft also offers a generous parental leave policy. According to its website, the company offers employees who give birth 20 weeks of paid leave, while non-birth partners can take 12 weeks off with pay. Those who expand their families through adoption and foster placements are also eligible. The company also offers resources for things like family counseling, parental and educational support, and even helps employees find referrals for child care.

Facebook

Facebook offers up to 4 months of paid parental leave to employees. That leave can be broken up into different periods throughout the first year following the new addition. Facebook also began offering paid leave at the start of the pandemic to help parents with students learning remotely.

Alphabet

Alphabet is the parent company of Google, and it’s been offering a strong paid parental leave policy since 2007. The company reportedly offers parents 18 weeks off to welcome a new child. The company also offered up to 14 weeks of paid leave for families amid the pandemic.

Etsy

Etsy revealed its paid parental leave policy back in 2016, giving 26 weeks of paid leave for new parents regardless of gender. “We want to support and enable parents, regardless of their gender, to play equal roles in building successful companies and nurturing their families,” the company said at the time.

This is just a small sampling of companies with strong paid parental leave programs, and we know that only a tiny fraction of Americans have access to such policies. To that end, Motherly is among nearly 200 businesses calling on Congressional leaders to work with the Biden administration to pass legislation to create a lasting federal paid family leave program. Real change—the sort that makes a difference for all workers, and helps combat racial, class, and gender inequalities in America—has to come from the federal level, and we are so ready to see that happen.

Motherly

It’s time for employers to stop penalizing parents who take paid family leave

Here are 5 things I learned in the process of taking paid family leave:

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2. It made me a better teammate

3. It made me a more passionate human

4. I stopped feeling like I had to do it all

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