Top employers for talent go beyond statutory minimum leave
Although you could design your family leave policy to meet only the statutory minimum, that does not mean it is the best approach.
To win top talent, your parental leave policy must be competitive, inclusive, equitable and compassionate.
People planning to start families seek leave that enables them to do so without sacrificing career progression, opportunities or pay.
Jobseekers actively assess benefits packages when choosing roles. According to Remote’s Global Benefits Report, 60% of employees say they chose one role over another because of a better benefits package, and 35% of global workers have declined or left a job over concerns about benefits.
57%
of people aged 25–34 would refuse a job offer if parental leave benefits were inadequate.
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Strengthening parental leave or adding benefits can be costly, and leaders may worry about budgets. Nevertheless, Remote’s research indicates that 78% of decision-makers observed improved employee retention after enhancing benefits.
Bearing in mind that the cost of hiring a new employee is estimated at three to four times the new hire’s salary, an improved benefits package can save money over time (and attract top talent).
Another reason to implement a generous family policy for your international team is the vast variation in parental leave globally. Creating equitable benefits is essential if you recruit across multiple locations.
01. Many countries are moving towards inclusive family leave
For example, Estonia, which provides 82 weeks for a child’s primary carer, whether birth, adoptive or foster parent, and Japan, which offers a year of leave for each parent.
Nevertheless, it is unwise to rely solely on any single country’s legislation when crafting your own parental leave policy. Instead, develop globally equitable and inclusive policies so that all prospective and current employees feel supported.
Understanding parental leave rules worldwide can be challenging
Remote researched 11 countries to examine where laws diverge. Review our Inclusive Parental Leave Policies Research to see the findings.
02. A maternity-only policy is insufficient
As you read this, you might think “my employer already provides maternity leave.” Unfortunately, most maternity policies are inadequate.
Maternity leave was first suggested by the International Labour Organisation (ILO) in 1919 to grant working mothers time off to give birth and care for their babies. Although revised repeatedly since then, it was initially intended to protect birthing mothers.
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More than a century after the original family leave standard, we now recognise many types of parents and carers, and maternity leave alone does not cover them. Fathers need time to bond, as do adoptive parents, foster carers, stepparents and others who care for children.
Consider Gary Ackerman, a New York City teacher who became a father in 1969. Ackerman repeatedly sought to use the parental leave his female colleagues had access to but was refused.
At that time, leave was unpaid and intended for women only; men were expected to continue working. Rita Ackerman filed a complaint arguing that women-only leave policies forced women into caregiver roles and deprived men of time with their children. The family won their case, but it only changed the New York Board of Education’s rules, and it took decades for paternity leave to become widespread.
21% of women and 16% of men who have taken parental leave report that it hindered their career progression.
Nevertheless, maternity and paternity leave alone are insufficient. A genuinely inclusive family leave policy must be broader in scope.
39%
of employees believe their employer should do more to make parental leave more inclusive.
"In a world where we continually aim to be more inclusive, being deliberate about including all genders means parental leave should cover every route into parenthood without naming a specific gender. It should allow any parent with a child under one to take leave, without assuming who will provide care. Flexibility and choice are what matter most to employees."
Remote’s director of people enablement | Amanda Day
Why you need a ‘parental leave’ policy
Offering maternity leave alone, or even both maternity and paternity leave, is not sufficient. Providing a parental leave policy is important for several reasons.
Using terms such as “maternity” and “paternity” excludes parents outside the gender binary and those who do not identify with traditional parental labels. This matters because such parents may lack legal protections or statutory leave entitlements.
Foster carers and stepparents, for instance, may feel that maternity or paternity policies do not apply to them.
This can leave many parents feeling isolated and unsupported at work. An inclusive policy that recognises these situations can be crucial in attracting and retaining high-performing people seeking a more inclusive programme.
The terms “maternity” and “paternity” also come with predefined expectations about how leave should be used, often centred on childbirth and the early months. Parental leave can and should cover many scenarios, such as:
01. Same-sex couple parental leave
When a same-sex couple expects a child, parental leave removes the need to assign one parent as the maternity claimant and the other as the paternity claimant, which can be problematic. Paid paternity leave is often scarcer than paid maternity leave, so two-father, trans or non-binary families may otherwise have to rely on other types of leave to bond with and welcome their child.
02. Adoptive parent leave
Although some maternity or paternity schemes cover adoption, many do not. Parental leave should accommodate adoption processes, which can be lengthy, and the time needed to settle an adopted child into the home.
03. Foster parent leave
When an employee fosters a child, carers need time to bond and help the child settle. Parental leave enables families to do this without losing income.
04. Stepparent leave
Many parental leave arrangements omit stepparents, who play an important role in a child’s life. A fair parental leave policy should allow stepparents the time needed to form bonds with a child.
05. Shared parental leave
Shared parental leave lets two parents split a single allocation of leave. One parent can transfer some of their entitlement to the other, offering greater flexibility in how leave is used.
Miscarriage, pregnancy-related trauma and reproductive health leave
01. Pregnancy loss is a real trauma
Between 10% and 20% of pregnancies end in miscarriage. The likelihood is high that someone you know or work with has experienced miscarriage, yet pregnancy loss often remains unspoken despite affecting many parents deeply.
Most miscarriages occur in the early weeks and months of pregnancy, often before parents have told anyone beyond their immediate family.
A 2019 UK study found that one in three parents who suffered pregnancy loss developed post-traumatic stress. In an organisation committed to DEI and inclusion, family leave policies should reflect those values. Many professionals seek roles offering these provisions and inclusive cultures. Some developed post-traumatic stress, while others experienced anxiety and depression; although symptoms improved over time, high levels persisted nine months after the loss.
02. Providing compassionate leave
Offering compassionate leave that covers miscarriage and other pregnancy-related trauma, including unsuccessful fertility treatments or ectopic pregnancies, is a meaningful way to support employees who might otherwise feel expected to continue working through the trauma. This demonstrates genuine concern for team members facing fertility challenges or the risk of miscarriage.
Such leave goes beyond bereavement; it is important for an employee’s physical and mental health. After a miscarriage, someone may have physical symptoms for days and require medical appointments. Emotionally, they may be unable to work. For those reasons, consider linking pregnancy loss leave with mental health support.
32% of men & 24% of women
are reluctant to take their full parental leave because of stigma.
03. Miscarriage leave can be sensitive
Discussions about miscarriage are uncommon in social and workplace settings, so making staff aware of the policy and ensuring they feel able to take leave can be difficult. Employers can take three specific steps to help:
04. Reproductive health and wellbeing leave
Reproductive rights vary globally: only 75 countries permit abortion on request. Elsewhere it may be allowed only to save a mother’s life, for health reasons, or for limited circumstances. In 24 countries, abortion is prohibited entirely.
With an international workforce, it is important to recognise these differences when developing a reproductive health policy. At Remote, we support people to make healthcare choices that are right for them. To that end, we provide guidance on our policy and how employees can access funds if necessary.
Financial support is a key element of a reproductive health policy, because it extends beyond time off. We offer $2,000 to employees or their partners who live in areas where safe, legal abortions are not available, to cover travel, accommodation or medical expenses. This payment is made quickly and confidentially, and we do not collect or retain data about it.
The decision to end a pregnancy can be difficult and may affect an employee’s mental health. Your reproductive health policy should be linked to mental health support within your organisation.
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How to consider part-time or flexible working options for parents
Caring for a family is time-consuming and can be particularly demanding for parents of young children who work from home. For those juggling work and parenting, it can feel as if they must choose between being a good parent or a good employee.
Offering flexible or part-time hours can help parents work when they are most productive. Employers may worry that a parent moving to part-time will produce less output. However, flexible and part-time arrangements can also benefit employers, particularly in asynchronous work settings. Flexibility helps parents maintain life–work balance, allowing them to prioritise family while still delivering strong results.
Flexibility may be the most valued and impactful policy a company can provide. For parents it is vital because it lets them respond to family needs while meeting work responsibilities.
Remote’s senior expert of global benefits design and strategy | Joana Viana
Rather than requiring exhausted parents to work synchronously while caring for children, offering schedule flexibility and autonomy shows trust and is likely to be repaid with sustained productivity.
Some countries already require employers to permit part-time work if both parents are employed, so offering flexible options not only strengthens the psychological contract with staff but can simplify compliance.
What is an inclusive and equitable parental leave policy?
An inclusive parental leave policy should cover all types of parents: birth parents, adoptive parents, foster carers and stepparents. It should also encompass all gender identities, sexual orientations and family arrangements. If an employee is a parent, your leave policy should apply to them.
Using inclusive language in a parental leave policy can make everyone feel supported, respected and empowered to do what is best for their family. This includes using gender-neutral terms (“parent” rather than “mother” or “father”), avoiding labels for primary or secondary carers, and using clear, universal wording so all staff understand the policy.
An inclusive policy should also help shift perceptions around gender roles. For example, encourage men to take parental leave, accept bereavement time for pregnancy loss, and avoid referring to women as default primary carers.
01. What is an equitable parental leave policy?
While inclusivity ensures everyone feels valued, equity ensures each employee has equal access to the same benefits.
Equitable parental leave includes:
The same benefits, resources and opportunities for all staff, regardless of gender or family structure
Equitable benefits regardless of where employees live or what statutory leave their country provides
Designing an equitable parental leave policy requires careful thought. Top talent seeks a benefits offering that enables them to take the time required to raise a family. Ensure your organisation meets minimum statutory requirements in each market while providing an equitable experience for all staff when they use their benefits.
02. Why are inclusive and equitable parental leave policies so important?
No one wants their family to be denied benefits that others receive. Inclusive and equitable parental leave policies are vital to making every member of staff feel supported and valued by their employer.
An equitable family leave policy also challenges stereotypes, entrenched gender roles and cultural omissions that restrict people to particular family roles. By using inclusive language and enforcing equity, you allow every family to decide how best to care for its members.
A parental leave policy that can attract and retain top talent
Welcoming a new child is a time for celebration. New parents want to take the leave they are entitled to without feeling judged. Building a culture that supports parents and encourages them to take leave is essential.
01. Top talent tends to seek attractive perks
For example, one employer provides a $2,000 stipend to pregnant staff to help cover maternity clothing. For many parents, knowing flexible hours are available after the arrival of a child is the most valuable benefit.
Remote’s benefits research found flexibility to be the most sought-after benefit for most workers, especially parents. If you do not offer flexible arrangements such as async work, remote work and location independence, some leading candidates may look elsewhere for more adaptable roles.
02. Policy alone is not enough – we must make it acceptable to take parental leave
We noted earlier that Japan provides a year’s paid parental leave for both parents, but studies show that only 13% of men in Japan actually take their leave. This trend is not limited to Japan. Reports worldwide indicate that non-birthing parents often do not use their allotted leave. One survey found that men in Australia avoid taking leave because of financial concerns for their families. The second most common reason was fear of being perceived as less committed to work.
A BBC report found that non-birthing parents globally are often reluctant to take their entitled leave. Reasons include internalised stereotypes about men as breadwinners rather than carers, and worry over how taking leave will be perceived.
Do more than set policies. Establish processes and structures to support parents before, during and after leave so they can take and return from leave without undue stress. It is also important for managers and leaders to model the behaviour by using their own leave; otherwise staff will see a gap between policy and practice.
Remote’s senior expert of global benefits design and strategy | Joana Viana
All parents continue to feel pressure to return to work quickly. A 2021 study reported that 50% of mothers surveyed felt taking maternity leave harmed their careers, citing microaggressions and negative assumptions about additional time off.
For these reasons, team leaders should be openly supportive of parental leave and encourage staff to take the time to which they are entitled.
The role of team leaders in encouraging parental leave
Workers tend to judge themselves more harshly than their colleagues or managers do. They may fear that taking leave will make them appear less serious about their role or half-committed. Parental leave exists for a reason: it supports an employee’s physical and mental wellbeing. If staff do not take necessary leave, their work can suffer.
To address reluctance, leaders should champion family leave policies and actively encourage employees to use parental leave without fear of judgement.
23%
of workers in sales, media and marketing do not know how much parental leave their employer offers.
How can managers better support new parents?
Being proactive and transparent with communication about leave policies so everyone knows what benefits exist and how to access them.
Reinforcing the importance of taking parental leave and making clear that family comes first.
Promoting a healthy life–work balance, which is essential to keeping teams engaged, motivated and productive.
Reassuring staff that taking parental leave will not affect future career progression.
Establishing a clear return-to-work plan with the employee and a structured career plan to provide additional reassurance.
Embedding structures in appraisals to ensure taking parental leave does not impede an employee’s development at the company.
01. Support parents through the entire transition
Parents want to feel encouraged and supported before, during and after their parental leave. Consider their experience at each of these three stages.
Often, HR focuses on supporting employees immediately before and after leave. However, many parents appreciate the option to remain engaged and connected to their role and team during their leave.
Offering parents the choice to stay involved in team social activities while on parental leave lets individuals decide what they prefer. Employers should encourage parents to disconnect and enjoy their leave, but flexibility can benefit those who wish to remain connected to their workplace social group. For some new parents, being able to talk to other adults during leave is a surprisingly valuable benefit.
Support for returning parents is also essential
The transition back to work can be difficult, so support at this stage should be documented and part of the policy. Birthing parents often worry about imposing on colleagues to bring them up to speed. Consider assigning a return-to-work buddy similar to an onboarding buddy to help the parent ramp up and adjust to any changes.
02. How to comply with requirements across multiple countries
Creating and operating a global parental leave policy can be complex for remote companies with staff spread internationally. Different jurisdictions have different rules, and managing compliance can quickly become complicated.
For instance, while the United States may not mandate paid parental leave nationally, the FMLA provides protections. During FMLA leave, employees often enjoy stronger protections than during normal working periods; even in at-will employment states, employees on FMLA are typically safeguarded from dismissal.
For that reason, we advise global employers to adopt an overarching policy of equity for all staff, regardless of location. Once a commitment to equity is established, you can apply that principle flexibly across markets. The aim is to create a consistent experience for employees in similar circumstances, not to resolve every global discrepancy in leave law.
This is where an Employer of Record (EOR) can assist. An EOR (such as Remote) acts as the local employer on your behalf to employ staff in other countries. EORs are specialists in local employment laws and handle benefits management as well as payroll and tax compliance. This relieves you of the need to master employment law in every country where you hire remote staff.
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03. How to administer an equitable global parental leave policy
Although it may appear complex, an inclusive and equitable parental leave policy can be straightforward to implement and manage. You do not need to become a global HR expert or hire lawyers in every country to employ local staff. With an EOR like Remote, you can access worldwide talent and provide the benefits they require.
If you need further assistance designing your benefits, this guide provides a step-by-step introduction to creating a global benefits programme for your team.
Remember
Parental leave is one element of a benefits programme that must comply with each country’s statutory requirements. Remote’s global benefits specialists and local HR advisers can guide employers on market expectations to create a globally equitable, locally competitive package for your workforce. Our benefits team can even assemble a global benefits package for your organisation.
The straightforward way to manage parental leave for all your international employees
Demonstrating an inclusive and equitable parental leave policy is a major step towards creating a competitive benefits package that attracts and retains the best global talent. It also helps level the playing field for parents who live in places without statutory parental leave. A generous parental leave policy signals that family comes first and that your workplace supports employees’ life–work balance. Send that message, and skilled parents and parents-to-be worldwide will be eager to join your progressive business.
However, providing equitable leave worldwide can seem daunting. That is why partnering with global employment solutions such as Remote is valuable.
We manage the complexities of global HR operations while our software keeps administration simple, allowing your team to concentrate on global strategy.
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For more information about building your global team
Guide to hiring international employees | Anastasia Pshegodskaya