The Parental Leave Playbook. Sue Campbell

The Parental Leave Playbook - Sue Campbell


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benefits that were in line—or even more generous than—what many European countries offer. Microsoft, one of my company's long-time clients, announced in 2015 that they would offer 12 weeks of 100% paid parental leave to all parents, in addition to the 8 weeks of maternity disability offered to birthing mothers. In making their expansion, Microsoft also realized that policy alone is not enough. Supporting practices must be put in place to require—and influence—culture change. We worked with Microsoft to develop a program that trains employees and managers around the world about how best to navigate the parental leave transition. They were the first company in the country to offer an employee-manager-aligned parental leave training and support program, a pilot so successful that it was rolled out globally.

      Small businesses are affected more than larger businesses because larger companies can afford to offer paid leave benefits that attract the best talent, and the administrative costs that come with them. Small businesses often cannot. Even though in most states our current system doesn't legally obligate them to provide paid leave, there are other detrimental financial effects—such as having to pay to replace workers who leave after becoming a parent.

      Clearly, the best thing for families and companies would be a generous federal benefit that provides clarity and stability for everyone involved.

      There is a shortage of data about parental leave in the United States, but the data we do have from progressive organizations and other countries show that providing generous paid leave policies and supporting practices works. Let's look at some of the rewards of getting this right.

       Reward 1: Healthier Kids

       Reward 2: Healthier Moms and Birthing Parents

       Reward 3: Healthier Dads and Non-Birthing Parents


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