In today’s candidate-driven market, competition to attract and retain top talent is fierce. Offering flexibility, good work-life balance and parental leave programs are attractive benefits that can distinguish you as an employer of choice.
Does your organisation offer flexibility and parental leave programs? If this is something you are proud to offer, considering using it as part of your talent attraction strategy.
Lindy Alexander reporting for Seek Insights explains how organisations that are family-friendly and offer good parental leave programs have an advantage over their talent competitors.
“Those with supportive family policies and practices have been found to report lower levels of employee sick leave and improved employee morale. These organisations also find their policies have a positive impact on staff retention and engagement.”
Offering this attractive benefit makes employees feel valued and appreciated, and provides them with confidence about returning to work and managing their new responsibilities.
By providing efficient transitions for employees between work and parental leave, you can gain recognition as an employer of choice, reduce staff turnover and associated costs, and enhance your current employees’ experience.
NAB
NAB is “leading the way” by offering employees 24 months of primary carer’s leave, of which 12 are paid, and six weeks for secondary caregivers of which two are paid.
“NAB has established itself as a leader amongst major Australian employers for its parental leave program….NAB was also the first major bank and the first major Australian employer to recognise up to 40 weeks of unpaid primary carer’s leave for long service leave purposes. NAB pays superannuation on up to 40 weeks’ unpaid parental leave.”
REA Group
REA Group promotes and offers “a ground-breaking parental leave program”, of six months’ paid parental leave for primary caregivers and three months of paid leave for secondary caregivers.
According to their executives, with more than half their staff aged 35 and under, they consider paid parental essential for attracting and retaining staff.
They also pay superannuation through leave periods and help caregivers returning to work with flexible working hours.
“Over 10% of REA’s Australian workforce takes parental leave each year. The global real estate group is committed to gender equity in the workplace and has focused on offering employees a way to balance work and personal responsibilities through their parental leave policy.”
Benefits & impact
At REA group, their people know and appreciate that they are supportive of parents in the workplace.
NAB has seen a dramatic increase in the return to work rate in their current employees over the past decade. More male employees are taking primary carers leave, as this type of leave is now more accessible.
When implementing and promoting parental leave as an attraction strategy, be sure that it meets the minimum legislative requirements, is issued in writing, your staff are aware of their entitlements, and is fair and just.
Does your organisation offer parental leave benefits? Get in touch with to discuss opportunities to feature your story.
Source
How a great parental leave program can help you become an employer of choice
Lindy Alexander
Seek Insights