More and more organizations are expanding their parental leave policies to accommodate the needs of their workforce. As a result, they are considering “non-traditional” types of leave that include parental leave for part-time employees; support programs for parents, employees, and managers; time off, separate from sick leave, to recover from miscarriage; and time away to care for family members.
Family care leave is time off (paid or unpaid) for employees to care for their loved ones, including children, spouses, parents, parents-in-law, or siblings. According to Mercer’s 2016 Global Parental Leave report, two-thirds (67%) of companies worldwide provide family care leave to their employees. The length of leave is typically a few days fully paid, although some countries allow for an extended period of unpaid leave.
“More progressive companies are acknowledging that eldercare is as important as childcare, especially as the population ages and more working couples need to devote time to elderly family members,” said Ilya Bonic, Senior Partner and President of Mercer’s Talent business.
“Moreover, they understand that giving women more responsibilities in the workplace is only part of the resolve to bring about gender equality. Initiatives like paternity and family care leave not only give both genders the ability to care for children and parents, but are also valuable tools for attracting and retaining talent.”
Globally, two-thirds of companies provide family care leave to their employees; this practice is ighest in Europe, Middle East and Africa and lowest in Asia Pacific.
The top ten countries with the highest percentage of organizations providing family care leave are indicated below. Several of these countries do not require companies to provide family care leave, but many do so anyway.
The family members that are most frequently covered by a family care leave policy are the employee’s children, opposite-sex spouse and parents.
As the definition and gender composition of families evolve over time, companies may choose to redefine their policies to ensure inclusivity. To attract and retain skilled global talent, and manage a diverse global workforce, organizations need accurate, up-to-date information on everything from salary trends to local statutory benefits.