Follow Us
© 2026 Arizent. All rights reserved.
Over the last decade, paid parental leave went from a perk to a standard — offered by just 25% of employers in 2015 to nearly 75% today. But recently, some high-profile companies have reversed course, trimming or eliminating their policies as benefit budgets come under pressure.
Today, a growing suite of voluntary benefits is stepping in to fill the gap where traditional benefits, FMLA and state Paid Family & Medical Leave (PFML) programs fall short.
Feeling connected to colleagues and excellent benefits can contribute to staff members being happy at their jobs.
Employers need to look beyond their bottom line when building a paid family leave program.
The supermarket chain is adding the benefit as retailers struggle to fill jobs and retain existing employees.
Including working dads in parental leave policies is critical to companies’ commitment to employee mental health.
Learn more about family-focused benefits and why your employees may need these programs.
“When parents feel supported, it allows everyone to thrive in their careers,” says Mikael Rampa, head of personal experience for Volvo Cars Americas.
Your guide on how employers can best support working parents from Employee Benefit News’ top stories of 2020.
The pandemic has highlighted how a permanent or semi-permanent work from home model can still produce a productive workforce, especially among working parents.
Managers and leaders should plan monthly reintegration-related check-ins to determine whether everyone is on the same page about returning to work.
“It’s an unfortunate part of the traditional law firm model that you are penalized if you back off the throttle — an absolute necessity when you have a child,” one lawyer says.
Voluntary benefits set employers apart in the war for talent; how do brokers choose which ones to bring to their attention?
The restaurant chain is rolling out new benefits for corporate employees and may consider extending them to food service staff.
Parents will now be entitled to a total of 16 weeks of time off.
Benefits that specifically target working mothers can have a profound impact on the employee and the business.
The total amount of families’ daily allowance days would increase from 11.5 months to more than 14 months, with both parents receiving an equal quota of 164 days.
“When it comes to leave, there is still an opportunity to meet the specific needs of your population,” says LuAnn Heinen, vice president at Business Group on Health.
Careers with a high number of men, like finance and technology, are much more likely to get paid time off to care for newborns than those in other female-populated industries, like healthcare and retail.
The job market has changed and millennials aren’t interested in staying with a company solely out of loyalty. Here are the benefits millennials want in the workplace.
