Paid parental leave is a game-changer for families and for the organizations that employ them. Despite the clear benefits, the United States lacks a federal paid parental leave mandate, leaving most of the responsibility to individual employers. As an HR professional—or any advocate within your company—you can be a powerful force in developing and implementing a paid parental leave policy.
Before you can propose a policy or present a new benefit to your leadership team, it’s crucial to gather insights into how your company operates. There are currently only 9 states and the District of Colombia that have current PFL programs. While more are on the horizon, that leaves 83% of employees without paid parental leave.
Know your company’s values and mission. Paid parental leave often aligns with stated values such as “caring for employees,” “promoting work-life balance,” or “supporting diversity and inclusion.” Tying a new parental leave policy directly to these values strengthens your argument.
Assess the current state. Does your organization already offer some form of leave—perhaps short-term disability for birthing parents? Are any partial or informal policies in place? Identify gaps and inconsistencies. This is especially important if you have employees in states that already provide some level of paid leave, while others do not.
Step 2: Gather Data and Prepare a Business Case
Once you know the organizational landscape, collecting facts and dataon industry standards and competitive advantages can support your case. Demonstrate how paid parental leave is both a moral and a strategic business decision.
Benchmark industry standards. Research similarly sized companies or organizations in your industry and geographic location. Show how many weeks of leave they offer, at what percentage of pay, and how they’ve structured it (for example, “bonding leave,” “medical recovery,” etc.).
Highlight the ROI. Paid parental leave can reduce turnover, improve recruitment, and promote gender equity. It also enhances an employer’s brand. Lori Mihalich-Levin points out that when fathers and non-birthing parents have the opportunity to take leave, women’s long-term career prospects and earning potential rise.
Leverage employee testimonials. Talk to current or recent parents in your organization. Were they able to spend enough time adjusting and bonding with their child? Did they feel supported returning to work? Use these personal stories (minus identifying details, if necessary) to illustrate the human benefit.
Step 3: Develop a Clear Strategy
Approaching leadership about a new benefit or policy can be daunting. Plan and position your message for maximum impact. This includes approaching decision makers tactfully, considering the best timing and context for your request. Offer scalable options and be prepared to pivot if leadership has concerns.
Identify the right decision-makers. In a small or mid-sized company, this may be the person handling both payroll and benefits or a C-level executive like the CFO. In larger organizations, you might start with the VP of HR or total rewards. Bonus if you have anyone on the leadership involved in family planning!
Offer multiple solutions. If your ultimate goal is 16 weeks of fully paid leave, consider sharing “good,” “better,” and “best” options. Show how the company can phase in a policy—for instance, starting with 6-8 weeks at a certain pay level, with a plan to expand over time.
Anticipate questions and concerns. If cost is a primary worry, provide data on how paid leave decreases turnover and onboarding expenses. If leaders fear abuse of the policy, cite examples from other organizations that have successfully managed accountability and tracking.
Step 4: Engage Coworkers and Internal Groups
You don’t have to go it alone. In fact, your case will be much stronger if multiple voices speak to the same need. Join forces with like-minded coworkers, ERGs, and any relevant committees.
Work with Employee Resource Groups (ERGs). If your organization has a parents’ or caregivers’ ERG, collaborate on crafting a proposal and gathering employee feedback. ERGs are often directly connected to leadership or HR, which can help build momentum.
Culture shifts and policy changes often require time, patience, and repeated follow-ups. Rarely is a single request meeting enough to get a parental leave policy across the finish line, so it’s also important to approach the conversation as a partnership. Follow up and reiterate the benefits for employees and the company’s bottom line.
Stay professional and positive. Avoid ultimatums, social-media rants, or attempts to embarrass the company publicly. Position your request as a win-win for both employees and the business.
Ask for follow-up milestones. If your initial proposal is deferred, find out when budgets or benefits are typically reviewed. Schedule a check-in. Gather more data in the meantime.
Keep the conversation going. If the answer is “not right now,” treat it as an invitation to revisit. Offer to refine your proposal. Invite input from leadership on how to adjust the plan to meet budget or operational concerns.
Ready to Start Advocating?
A supportive parental leave policy doesn’t just benefit new parents. Paid parental leave is an investment in your workforce, your company culture, and long-term organizational success. When employees are able to take sufficient time to recover, bond, and return to work with a strong support system, everyone wins. Retention increases, morale improves, and employees build deeper loyalty to an organization that truly cares about their well-being. Building a case for paid parental leave policy may require tenacity, courage, and strategic planning, but with a clear business case and genuine collaboration, you can help your organization take a meaningful leap forward in supporting working parents.
Interested in learning more about paid parental leave for your workplace? Chat with our team.
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