Emma Maurer’s Post

Family support policies are on the rise in workplace benefits, showing an 11%+ increase since 2022. This shift isn't just about perks—it's a strategic move to nurture a supportive workplace culture and retain top talent. Check out our latest blog as we delve into the latest trends reshaping employee benefits in 2024. Discover why investing in family and childcare support isn't just good for employees—it's essential for organizational success. 🔗 https://lnkd.in/g9MNqADw #EmployeeWellbeing #HRBenefits #ChildcareBenefits #Upwards

This year, 94% of #workers described #familybenefits as “important” or “extremely important,” in a survey by Ovia Health. Nearly three-quarters of those surveyed said they would switch companies for better family benefits. Employers have not adequately responded to this shift in employees’ priorities. In the same study, more than six in 10 employees said they did not view their current employer as family-friendly—an increase from four in 10 employees in 2023. Over 40% of employees gave their companies’ existing work-family benefits a grade of “C” or lower. " That 60% of the workforce who are not satisfied with family benifit policies. This is why I have confidence the #Millenials+. including #GenZ and #Alpha. are paving the way for a much healthier #worklifebalance and more power to them. Among Gen Z workers, 69% described paid leave as a “must have.” Paid parental leave has become an expectation rather than a perk. #menopause is a huge issue but what biological changes do men go through? That needs to be studied as well. "Women ages 45 to 64 make up nearly 20% of the U.S. labor force, according to Department of Labor data. These are women at the height of their #careers. With a shrinking pool of younger workers in the U.S., these women are an irreplaceable part of an employer’s #talentpool. "As early as 2022, 92% of women ages 40 to 55 were already reporting a belief that employers should provide menopause-related employee benefits, according to a Carrot Fertility report. The business case for providing menopause support is well documented. There’s a great #ROI on menopause-related employee benefits, which improve recruiting, retention, and brand ambassadorship, increase productivity, reduce absenteeism, and advance #genderequity and #women’sleadership." #ageism #agediscrimination https://lnkd.in/ekHb6Bk7

A Mother's Day Post! Maximus Rose Living Benefits Inc. "Working mothers face unique challenges, often feeling like they’re not doing a good enough job at home or at work, which leads to added stress." I personally hear all these challenges with all the young mothers, both friends, family and young professionals in my life. In an era where traditional gender roles are evolving, the challenges faced by young mothers juggling professional careers and newborns have become increasingly prominent. Gone are the days when women primarily stayed at home to raise children while men pursued careers outside. Today, the modern family dynamic often necessitates that both parents contribute to both the household income and child-rearing responsibilities. For many young mothers, the transition into motherhood while maintaining a career can feel like a relentless balancing act. The demands of a newborn, coupled with the pressures of excelling in the workplace, create a unique set of challenges that require immense multitasking skills, adaptability, and resilience. To help these workers, employers can provide benefits that support a healthy work-life balance and alleviate some of the stress. Employers can invest in inclusive, flexible policies and provide support when parents return to work. When parents are coming back it’s important to support them and make sure they know it’s okay [if their child gets sick] or they miss a meeting. I think for organizations and employers to lead by example, they need to show their employees it’s totally okay to have a family and a career at the same time.” #culture To all the Mother's and Supermom's out there- Thank You for all that you do, we wouldn't be here without you! Happy Belated Mothers Day! https://lnkd.in/griEVRpq #hr #humanresources #benefits #groupbenefits #stress #mentalhealth #culture #flexability #worklifebalance #momsintheworkforce

Unlimited PTO vs PTO... what's better? So much been written on that. But what about parental leave policies? How do companies best support those going in and out of the workforce and their growing families? Or retain great employees who are new parents? A great read by Claire Hastwell that you won't want to skip.

One of my company's dearest partner organizations (for over a decade!) is Postpartum Support International (PSI). I adore them and everything they do for so many -- including training all of our certified RETAIN Parental Leave Coaches and offering a vast array of support groups + a Maternal Mental Health Hotline + a Warmline to all! As you may know, for the past two years I have been training and certifying new RETAIN Parental Leave Coaches through our RETAIN Coaching Institute (part of the Center for Parental Leave Leadership). We have a fifth cohort starting in September and are accepting applications now (apply at https://lnkd.in/gwBWAYZU ). As part of that I was interviewed by PSI for their blog. Below is an excerpt of one question - click through to read the whole thing if you are someone interested in parental leave coaching or supporting your workforce through parental leave. 👊 Q: Why is it important for employers to have a certified RETAIN Parental Leave employee on staff? A: Most employers genuinely want to support and retain their employees. While there are some bad apples, most employers, especially in states with paid leave, are striving to keep up with changing laws and rising employee expectations. However, organizational responses to change are often slow and reactive, leaving companies focused on the enormous administrative and compliance challenges of paid leave policies. But policy is just the tip of the iceberg—the larger, hidden part is the human experience. Companies need certified parental leave experts who understand policy, people, and practice to guide a structured, replicable process that ensures employees feel valued and supported to grow and organizations feel like they finally have a roadmap. RETAIN-certified in-house leave professionals serve as trusted points of contact and support for employees. For employers, they act as safety wardens, addressing minor issues quickly and proactively to prevent larger problems like disgruntled employees or costly lawsuits. They also function as the eyes and ears of the organization during this critical phase of the career lifecycle, helping to eliminate blind spots, fix leadership pipeline issues, and foster family-friendly workplace cultures. Our RETAIN Coaches who are not internal employees can also serve an important role for organizations grappling with confidentiality or who simply aren’t big enough to justify having an internal leave specialist." #Coaching #WorkingParent #WorkingDad #WorkingMom #HR #Leadership #ExecutiveCoaching #ParentalLeaveCoach #RETAINcoaching #ParentalLeavePlaybook #PerinatalMentalHealth #DEIB https://lnkd.in/g7WGQfrm

Is your workplace truly built for thriving employees—or just ticking the benefits box? The U.S. remains an outlier globally, with no federal #parentalleave policy. Yet, 40% of U.S. employers offer paid parental leave, according to SHRM’s 2024 Benefits Survey. It’s steady progress—but is it enough to truly support working parents? As an Australian, I’m used to seeing friends back home take six to twelve months of parental leave—backed by a blend of government support and employer benefits. By contrast, the average 10 weeks offered in the U.S. feels less like a policy and more like a placeholder. For HR leaders and job seekers alike, this isn’t just about numbers. It’s about asking what makes a workplace exceptional. The best leave policies aren’t just generous on paper—they create environments where employees trust they can use them without fear of stigma or setback. So, what sets apart Best Workplaces for Parents™? It’s not just time off; it’s fostering a climate where parental leave policies come to life through: 🫶 Leadership that normalizes and encourages leave. 🫶 Flexible work arrangements that ease transitions. 🫶 Emotional and psychological support for working parents. Generous leave is vital, but it’s only part of the equation. A workplace where employees thrive is one where policies are more than fine print—they’re part of the culture. As you size up your own company’s approach to parental leave, ask yourself: Is it a policy employees trust? Does it reflect not just compliance, but care? For job seekers, the takeaway is clear: Look beyond the bullet points in the benefits handbook. The true measure of a great workplace is how it shows up when you need it most. How does your company compare? And more importantly, what are you willing to demand? #workingparents #benefits #parentalleave Great Place To Work US

Putting family first in the workplace is not only important for fostering a positive work environment, but also for employees overall wellbeing. Employers who prioritize family friendly policies such as flexible work hours, parental leave and childcare support demonstrate that they value their employees as individuals with personal responsibilities outside of work. By supporting employees in balancing their work and family commitments, companies can improve employee morale, retention and productivity. When employees feel supported in their personal lives, they are more likely to bring their best selves to work and contribute positively to the organization. Ultimately, putting family first in the workplace benefits both employees and employers alike. Remember that saying “Yes” to others is often saying “No” to your family; Choose Wisely!!! #WorklifeBalance #Wellbeing #Retention #Morale #Productivity

A happy and healthy workforce is the backbone of any successful organization. One key ingredient to fostering such an environment is implementing family-friendly policies. By prioritizing work-life balance, companies can reap numerous benefits: Increased employee satisfaction and loyalty: When employees feel valued and supported, they're more likely to stay with the company. Improved productivity and creativity: A well-rested and stress-free employee is a more productive one. Enhanced company reputation: A strong commitment to family-friendly policies can attract top talent and boost your employer brand. What are some family-friendly policies that can make a difference? Flexible work arrangements: This can include remote work, flexible hours, or compressed workweeks. Generous parental leave: Offering paid leave for both parents can help them bond with their newborns and return to work feeling refreshed. On-site childcare: This can be a game-changer for working parents, reducing stress and ensuring their children are well-cared for. Employee assistance programs (EAPs): These programs offer counseling and support services to help employees manage work-life challenges. Let's work together to create workplaces that truly care about their employees' well-being. #worklifebalance #familyfriendly #corporatewellness #employeeengagement #workculture

What does it mean for an organization to be a - Family- friendly employer? - Preach that you care about work-life balance? - Promote mental health support? - Care about the health and wellness of your employees? Employers nowadays are quick to throw these terms around or slap them on a few newsletters or LinkedIn posts with little to no action behind them. At StickerYou, I know firsthand what it means to speak to these values and be on a team that will not only promote them - but act on them. As a female with a mostly male executive team, I was hesitant to bring up the idea of StickerYou supporting families with a Maternity & Parental Leave Top-Up Program. What assumptions would be made about me? Would there be judgments on my intentions or future plans? Mostly, would a room full of men not only see the value of such a benefit for our employees and parents -to-be, both men and women alike, but also be willing to support and invest in it? The answer? Without hesitation - yes. I was met with an openness and eagerness from the executive team to learn how we could contribute to supporting our staff during one of the most meaningful times of their lives. What does this mean for SY employees? - Increased financial support during one of the most stressful and life changing life events in one’s life - Real action to assist our employees, undoubtedly removing an unnecessary burden during an already straining time - Providing support for both mothers and fathers - Removing the burden on having to choose between staying with their family or going back to work - Healthier & happier employees who truly believe their workplace truly practises what they preach With the ever changing economical landscape, many individuals are choosing to delay starting a family due to financial hardship. As employers, our responsibility increasingly lies in meaningfully supporting our teams not just while at work, but outside of it as well. I encourage all organizations to evaluate their benefits programs and whether they truly support their staff in meaningful ways that stretch beyond the standard. I am very proud to work on and with a team that recognizes the value of such a program and routinely evaluates whether we are really doing everything we can to support our teams during tough times. And with my own bias of having recently started a family of my own, we thank you. Andrew Witkin - CEO & President and Patrick Heffron CFO

What will the future of employee benefits look for the rest of 2024 and beyond? Our new blog post reveals the key trends HR teams are investing in and the importance of policies that support working families. Find out how childcare benefits can help you boost morale and productivity across your business and retain top talent. Discover more: https://bit.ly/4evfiaq #EmployeeBenefits #HRtrends #ChildcareBenefits #Upwards