Welcoming a new child: How employers can support parents 

July 20, 2023

Of the major life events experienced by employees during their careers, welcoming a child is one of the most common; in fact, in Mercer’s 2023 Health on Demand survey, 61% of US workers identify as caregivers, and many have young children at home. No matter how rewarding and exciting, the arrival of a child can be a lot to manage and even overwhelming. Having the right support can ease the strain. But a survey by Bright Horizons found that nearly two-thirds of working parents feel their benefits are insufficient to take care of their family and get their jobs done.  Is it time to re-evaluate your organization’s return to work and parental support benefits and policies? 

According to a 2023 Ovia survey, 24% of respondents did not have paid parental leave of any kind. Of those that did, 42% still felt their employers did not offer enough flexibility for working parents. Caring for a child is resource-intensive and takes a physical and emotional toll on many parents, especially in the first few years of a child’s life. Many infants continue to require overnight feedings throughout their first year and, not infrequently, beyond the first year.  Frequent pediatrician appointments are needed. In the first two years of life alone, most children have 8-10 colds, resulting in frequent, often last minute, time away from work. High-quality, affordable childcare can be difficult, sometimes impossible, to find. 

For birth parents recovering from childbirth, physical and mental complications can occur well beyond the typical 6-8 week postpartum disability period. Symptoms such as anxiety/depression or pelvic floor pain can become chronic if not addressed. Lactation can also be physically and emotionally demanding and cause its own set of issues. A shortage of maternity care providers, lack of after care, and inadequate paid leave are among the factors contributing to high maternal mortality rates in the US – the highest of all developed countries. More than half (52%) of maternal deaths occur after birth, 12% of which occur after 6 weeks postpartum. 

In short, new parents are often grappling with chronic lack of sleep, childcare issues, child illness, and their own physical/mental ailments – all of which makes being an effective employee challenging.  That’s why supportive work policies for parents returning to work are so important. Focusing on the health and well-being of employees facing these special challenges is not just the right thing to do, it may also be the key to reducing turnover and absenteeism and maintaining productivity.  

Paid parental leave (often referred to as bonding leave) has become the rule, not the exception, in organizations that want to be employers of choice. According to Mercer survey data, the portion of large employers (500 or more employees) offering paid parental leave has risen from 27% in 2015 to 70% in 2023 – and is expected to reach 75% in 2024, when the median number of weeks provided is also expected to rise, from six to seven.  In addition, a growing number of states – 12 to date -- have enacted paid family and medical leave laws. Studies have shown that longer paid parental leave is associated with lower infant mortality, increased well-baby visits/vaccines, more breastfeeding (both initiation and length), stronger attachments, increased child-rearing involvement of non-birth parents, and lower risk of parental depression/mental health issues.  

Evaluating short-term disability (STD) benefits may also be warranted. Employers should review the requirements for employees to qualify for disability benefits, particularly for mental health conditions, and consider easing eligibility rules if needed. Considering intermittent STD benefits can be another way to grant needed time off for new parents while they integrate back into the workplace.  Another option is to allow parents to return to work with part-time schedules, allowing them time to gradually find a balance between work and their new caregiving responsibilities. Once returning to work after a parental bonding leave, caregiver leave is another way to provide employees with time off needed to care for little ones (or other family members) for those times that our families need our support the most.  

Finally, don’t forget to review bereavement/miscarriage leave policies to ensure time off is provided for those who may lose a child in the process of becoming a parent.  

Outside of leave and disability benefits, there’s a wide range of workplace benefits and policies that you might consider reviewing:  

• Enhance flexibility for how/when employees work, such as by offering flexible schedules and remote work options, as well as phased return to work programs. 
• Review medical coverage for midwives, physical therapy, and lactation support, all of which can improve the care of birth parents during delivery and postpartum. 
• Consider reimbursements for birth/postpartum doulas and other parental support. 
• Review workplace lactation support. For example, can employees take the time needed for breastmilk pumping when needed? Is the space provided comfortable and stocked with needed amenities (e.g., has a refrigerator)? Also consider milk shipping benefits for those traveling for work. 
• Provide educational materials on pregnancy/childbirth, childrearing, return to work and what to expect. 
• Evaluate and improve mental health access/support/benefits. 
• Enhance manager training in areas related to parental support, return to work, empathy, and behavioral health support. 
• Evaluate childcare benefits such as backup care (both in-home and in-center, including specific Return to Work backup care), discounts, or stipends.  
• Consider dedicated/concierge vendors for maternity care and working parents that can provide access to specialists, guidance/education, and/or navigation to high-quality providers/services. This can also include supporting parents finding childcare centers or caregivers for regular care when returning to work. 
• Collaborate with Employee Resource Groups and other parenting support groups.  

How employees are treated by their employers at critical moments in their lives affects their well-being and that of their family – and their ongoing relationship with the organization. Some important types of support cost little or nothing, while other will require some investment. The potential long-term gains make them worth the evaluation.