From Sweden’s generous policies to Australia’s creative campaigns, learn about the countries and companies leading the way for parental leave. Uncover how parental leave has evolved from its humble beginnings to a powerful force for change, empowering families worldwide
Introduction
In our fast-paced world, the value of parental leave cannot be overstated. It allows parents to bond with their newborns, recover from childbirth, and adjust to their new lives without the pressure of rushing back to work. Parental leave is not only beneficial for families, but it also promotes a more gender-equitable society, as both parents can share caregiving responsibilities.
As a family studies grad and a proud advocate of gender equality, I have spent years researching and observing the impacts of parental leave policies on families and societies. It brings me great joy to share the positive changes we have witnessed in recent years.
Background of parental leave policies
Paid parental leave policies have come a long way since the early 20th century when few countries offered any form of leave. In the United States, the Family and Medical Leave Act (FMLA) was only enacted in 1993, providing 12 weeks of unpaid leave to eligible employees (U.S. Department of Labor, n.d.). Similarly, other countries struggled with implementing comprehensive parental leave policies, with varying levels of success.
Recent changes in Parental leave policies [updated in 2023]
Expanding leave durations
Countries around the world have made significant strides in expanding parental leave durations. For example, Canada now offers up to 18 months of combined maternity and parental leave, with 15 weeks dedicated to mothers (Employment and Social Development Canada, 2021). In the UK, parents can take up to 52 weeks of leave, with the first 39 weeks paid (GOV.UK, 2021).
Availability to both parents
In an effort to promote gender equality, many countries have made parental leave available to both mothers and fathers. Sweden, for instance, offers 480 days of paid leave to be shared between both parents (Swedish Social Insurance Agency, 2021). Similarly, Singapore provides two weeks of paid paternity leave and 16 weeks of paid maternity leave, encouraging fathers to be involved in caregiving (Ministry of Manpower, Singapore, 2021).
Adoption of paid leave policies by companies and governments
Several governments and companies have begun to adopt paid parental leave policies. In the United States, for example, some states like California, New Jersey, and New York have implemented paid family leave programs (National Conference of State Legislatures, 2021). Major corporations, including Google, Netflix, and Microsoft, offer generous paid leave policies that support their employees during the critical early months of parenthood (The Guardian, 2021).
These positive changes demonstrate that countries and companies around the world are increasingly recognizing the importance of parental leave and its role in promoting gender equality.
What does it mean to have improved parental leave policies?
A better parental leave can enhanced parent-child bonding
Parental leave allows for quality time between parents and their newborns, which is essential for developing strong emotional bonds. A study conducted in Norway found that longer parental leave led to better cognitive and emotional outcomes for children (Carneiro, Loken & Salvanes, 2015).
A better parental leave can build healthier and happier families
Improved paid parental leave policies contribute to the well-being of both parents and children. Mothers who take maternity leave experience lower rates of postpartum depression (Dagher, McGovern & Dowd, 2014). Fathers who take paternity leave are more likely to be engaged in caregiving activities, fostering a more equitable division of labor at home (Nepomnyaschy & Waldfogel, 2007).
A better parental leave policy can supporting women in the workforce
Generous parental leave policies help retain women in the workforce by giving them time to recover from childbirth and adjust to their new roles as mothers. A study from Denmark found that paid leave policies were associated with higher labor force participation rates for women (Kleven, Landais & Sogaard, 2018).
A better parental leave policy can improve gender equality at home and at work
When both parents have access to parental leave, traditional gender roles are challenged, promoting a more equitable division of labor at home. This, in turn, helps break down stereotypes and fosters a more inclusive work environment. Research from Sweden suggests that fathers who take paternity leave are more likely to share in childcare and housework, leading to more gender-equal relationships (Eriksson, 2018).
What businesses and governments can help make better parental leave policies
Examples of companies leading the way in parental leave policies
Many companies have made strides in offering generous parental leave policies. For example, Spotify provides six months of fully paid leave to all employees, regardless of gender or country (Spotify, 2021). Patagonia offers up to 16 weeks of fully paid leave for primary caregivers, and secondary caregivers receive up to 12 weeks of paid leave (Patagonia, 2021). Similar for the Amazon parental leave policies as well.
Some governments are implementing policies to encourage equal participation in parental leave. In Germany, the “daddy quota” incentivizes fathers to take at least two months of leave by offering additional paid leave to families that do so (Bünning, 2015). New Zealand’s government recently extended its paid parental leave to 26 weeks, with the intention of promoting gender equality and supporting working families (New Zealand Government, 2021).
The collaboration between businesses and governments in developing and implementing progressive parental leave policies is vital for promoting gender equality. By working together, the public and private sectors can establish a new standard for parental leave that supports families, encourages a more equitable society, and benefits both employees and employers.
A gender-equitable society through parental leave advancement
To create a truly gender-equitable society, we must continue to push for improvements in parental leave policies. Expanding paid leave, increasing flexibility, and ensuring that policies cater to the needs of diverse families are crucial steps in achieving this goal. A study from the World Bank found that countries with generous parental leave policies tend to have higher gender equality scores (Ferrant & Thim, 2019).
It is essential to challenge traditional gender norms and foster a culture that values work-life balance and shared caregiving responsibilities. This cultural shift can be achieved through education, public awareness campaigns, and supportive workplace policies. In Australia, for example, the government’s “Share the Joy” campaign promotes the benefits of shared parental leave, encouraging parents to distribute the workload more equally (Australian Government, 2021).
Educating the public about the benefits of gender equality and advocating for improved parental leave policies are crucial for driving change. Organizations like Promundo, a global leader in promoting gender equality, work to challenge stereotypes and promote shared caregiving through research, advocacy, and educational programs (Promundo, 2021).
Takeaways
Significant progress has been made in recent years regarding parental leave policies, and we should celebrate these achievements. Parents around the world are now better supported in their caregiving roles, leading to stronger family bonds and greater gender equality.
While we have come a long way, there is still much work to be done. Ensuring that all parents have access to generous, paid leave policies and promoting a cultural shift around caregiving responsibilities are essential steps in creating a truly gender-equitable society.
With continued advocacy, education, and progressive policy-making, we can create a brighter future in which all parents are supported, gender norms are challenged, and families thrive. Together, we can build a more inclusive and gender-equitable society that values the well-being of parents and their children.
References
Australian Government. (2021). Share the Joy. Retrieved from https://www.sharethejoy.gov.au/
Bünning, M. (2015). What Happens after the ‘Daddy Months’? Fathers’ Involvement in Paid Work, Childcare, and Housework after Taking Parental Leave in Germany. European Sociological Review, 31(6), 738-748. doi:10.1093/esr/jcv072
Carneiro, P., Loken, K., & Salvanes, K. (2015). A flying start? Maternity leave benefits and long-run outcomes of children. Journal of Political Economy, 123(2), 365-412. doi:10.1086/679627
Dagher, R., McGovern, P., & Dowd, B. (2014). Maternity Leave Duration and Postpartum Mental and Physical Health: Implications for Leave Policies. Journal of Health Politics, Policy and Law, 39(2), 369-416. doi:10.1215/03616878-2416247
Employment and Social Development Canada. (2022). EI maternity and parental benefits. Retrieved from https://www.canada.ca/en/services/benefits/ei/ei-maternity-parental.html
Eriksson, R. (2018). The more they do, the more they share? Long-term effects of the ‘daddy months’ parental leave reform on the division of housework. Social Science Research, 74, 148-161. doi:10.1016/j.ssresearch.2018.08.003
Ferrant, G., & Thim, A. (2019). Measuring Women’s Economic Empowerment: Time to Adapt Our Methods? World Development, 120, 85-95. doi:10.1016/j.worlddev.2019.04.004
GOV.UK. (2021). Maternity Pay and Leave. Retrieved from https://www.gov.uk/maternity-pay-leave
Kleven, H., Landais, C., & Sogaard, J. (2018). Children and Gender Inequality: Evidence from Denmark. American Economic Journal: Applied Economics, 11(4), 181-209. doi:10.1257/app.20180010
Ministry of Manpower, Singapore. (2021). Paternity Leave. Retrieved from https://www.mom.gov.sg/employment-practices/leave/paternity-leave
National Conference of State Legislatures. (2022). State Family and Medical Leave Laws. Retrieved from https://www.ncsl.org/research/labor-and-employment/state-family-and-medical-leave-laws.aspx
Nepomnyaschy, L., & Waldfogel, J. (2007). Paternity Leave and Fathers’ Involvement with Their Young Children. Community, Work & Family, 10(4), 427-453. doi:10.1080/13668800701575077
New Zealand Government. (2022). Paid parental leave. Retrieved from https://www.employment.govt.nz/leave-and-holidays/parental-leave/paid-parental-leave/
Patagonia. (2021). Family. Retrieved from https://www.patagonia.com/our-footprint/family.html
Promundo. (2021). About Us. Retrieved from https://promundoglobal.org/about/
Spotify. (2021). Welcome to the Band – Spotify’s Global Parental Leave Policy. Retrieved from https://hrblog.spotify.com/2015/11/19/welcome-to-the-band-spotifys-global-parental-leave-policy/
Swedish Social Insurance Agency. (2021). Parental benefit. Retrieved from https://www.forsakringskassan.se/privatpers/foralder/nar_barnet_ar_fott/foraldrapenning
The Guardian. (2021). Which companies offer the best parental leave policies? Retrieved from https://www.theguardian.com/business-to-business/2021/sep/23/which-companies-offer-the-best-parental-leave-policies
U.S. Department of Labor. (n.d.). Family and Medical Leave Act. Retrieved from https://www.dol.gov/agencies/whd/fmla
Parental Leave
