What a win for the Human Resources team! Executive leadership realized the value of paid parental leave (PPL) and signed off on a progressive policy that gives everyone at your company equal PPL, including mothers, fathers, adopters and foster parents.

The Chief Human Resources Officer (CHRO) had your public relations department distribute a press release to great acclaim in the local press and was thrilled with the generated buzz. Your department experienced great satisfaction in providing this benefit to employees as glossy new benefits guides were presented to your staff.

When an employee survey was circulated requesting feedback on the new policy, the CHRO was eager to publish what she knew would be powerful praise from employees that could be splashed all over social media and your company website’s career landing page. Much to your department’s surprise, however, employee feedback was resoundingly negative.

What went wrong?

Demographics

  • The majority of employees at this organization are young with limited work experience and did not feel the employer was generous enough with the policy.
  • The influential and loyal-to-the-company baby boomers and Gen Xers were frustrated because there was nothing in the policy to offer them leave to take care of ailing parents.

Transparency

  • The organization was excited to finally implement the new policy, but it did not seek employee input on the policy prior to finalization.
  • The organization had considered instituting a paid family leave policy for a few years, but it would take some time to become fiscally possible. However, this analysis and future planning was never communicated to employees.

Even when backed by the best of employer intentions, paid parental leave programs can go wrong. Successful PPL programs offer inclusivity and transparency. With 82% of millennials saying they would select an employer based on the type of paid parental leave program they have, it’s too important of a benefit to not be examined – and should be approached in a thoughtful and transparent manner by employers.

With an integrated team of human resource and communication specialists, Apex can assist you from the design of paid parental leave programs through implementation, including communication rollouts to employees and the general public if desired.

Article by: Brooke Salazar, JD, PHR

Brooke is HR Consultant and Associate Internal Counsel for Apex Benefits. Brooke is a human resources professional with a focus on diversity and inclusion programs; benefits design and administration; and employee relations. She has over 10 years of rich, progressive experience as a trusted subject matter expert in resolving and mitigating complex employee relations matters. Contact Brooke at hrconsulting@apexbg.com.

 

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