Simplifying Parental Leaves with Tech: Insights from LeaveLogic

0
237


With only 38 percent of US employers offering paid parental leaves and current laws mandating less than three weeks’ time-off, the state of parental leave policies leaves much to be desired. We look at key facts and figures and share exclusive insights from Anna Steffeney from LeaveLogic, on the role of HR tech in parental leave management.

It’s Time for Change

Last year, we took a closer look at the state of parental leave in the United States, with WorldofWork’s first-ever survey of paid parental leave conditions across the country. And the results were disappointing, to say the least. Only 38% of all employers have any form of regularized parental leave policy. Although paid parental leave is touted by several companies as a key benefit and a major USP of their organizational culture, the reality is very different. Most employees still have to resort to other forms of paid leave like sick leaves or emergency leaves, after the birth of a child.

Also read: Paid Family Leave – Latest in Employee Engagement?

Why Tech is a Gamechanger

While there have been a few advancements in HR technology addressing the need to incorporate paternity leave/maternity leave modules, dedicated software is still rare. However, a brand-new solution called LeaveLogic is gaining traction among US employers. Introduced in 2015, the standalone app was acquired by benefits giant Unum last year. LeaveLogic is a dedicated parental leave management platform, currently operating under the original Founder and CEO, Anna Steffeney.

We reached out to Anna, discussing the conditions of parental leave across modern organizations and how technology can help make maternity/paternity leaves simpler for everybody.

“Historically, employers were able to simply focus on the compliance and case management aspects of employee leave of absence.  However, with the rapidly changing talent market, paid family leave is increasingly becoming a talent attraction and retention benefit.  This requires the HR organization to consider expanding their benefit offerings, communication strategies and the overall employee experience related to taking family leave,” she opines.

Compliance is Just the Beginning

If we are only looking at regulatory compliance employers only have a few norms to guide them. New mothers are entitled to less than three weeks off, at an average full wage rate, under the new family leave plan. The case for paternity leave is even worse. But as Anna reaffirms, this is just a baseline if you want to attract and onboard the brightest talent.

A cursory look at some of the best workplaces in the world suggests that paid maternity and paternity leave rank high on their list of employee benefits. This isn’t a surprise given that most organizations still hold on to old school ideas of labor maximization, making even the slightest attempt by an employer to accommodate new parents a key differentiator.

Consider, the unique case of BrewDog; a Scottish brewery that has rolled out one week of leave for new pet owners. Not only does the company offer extensive paternity and maternity leave benefits, but there is also a ‘pawternity leave’ to help dog-owners welcome a new member into their family.

Also read: LinkedIn Top Companies to Work for, 2017

New Technology for Evolving Attitudes

It isn’t always that companies are reluctant to give their workers paid time off, Anna explains – “HR departments are struggling to keep up with the ever-changing state paid family leave laws. Couple that with employers increasingly expanding or offering company paid family leave benefits, and the result is HR is spending an incredible amount of time – in what is a heavily manual process – understanding and communicating with employees taking leave.”

That’s why in addition to just allowing employees to apply for leaves and helping HR quickly process it, LeaveLogic also offers resources and articles on career navigation, child care, and prenatal health. Employers can continue to access materials even during their leave period, with regular text reminders on insurance updates or new office amenities for parents.

To assist the employer’s side, the application notifies a manager when an employee is ready to share the news of their pregnancy. The manager receives a host of resources to aid one-on-one discussions and long-term retention.

“LeaveLogic allows employees to self-serve their leave education and navigation questions.  Such as ’How much time do I get off?’ and ’How much is paid?’  Additionally, LeaveLogic assists employees in navigating the multiple touch points across employer and state benefit programs,” says Anna.

Solutions like this will be key to reinforcing employer brands and making a difference to the US workforce going forward. Already, studies reveal that millennials (18-24-year-old workers) value maternity and paternity leaves as a top benefit. 88 percent of this group believe maternity leave should be made compulsory and 73 percent agree that paternity leave agrees that paternity leave is essential — interestingly these numbers far outstrip responses from the 44+ age group.

Final Word

Employers must look at adopting more inclusive technology platforms to make things easier for new parents in the workplace. SAP, for example, is working on an anti-bias feature that immediately alerts the organization if a manager rates women employers poorly, after taking time off for maternity leave. LeaveLogic is also keen on expanding their ambit, providing parental leave opportunities to a wide employer base.

“We are continuously enhancing our suite of API integrations to cloud providers along with bringing scalability and automation to our onboarding process,” Anna concludes, looking forward to a year of innovation, focused on both employer and employee wellbeing.

How are you rethinking maternity and paternity leave policies at your organization? Share your thoughts and join the discussion below.



Read Full Article

قالب وردپرس

LEAVE A REPLY

Please enter your comment!
Please enter your name here