How to Apply Parental Leave Policies as an Employer with 5 Global Examples
The purpose of this blog isn't to be dramatic, but… Parental leave policies can either make or break an employee’s experience at work. A baby is a life-changing event, and employees shouldn't worry about whether taking time off will undermine their careers. Yet, without clear policies, many find themselves stuck between work responsibilities and personal ones. And companies may also end up bearing the toll of this lack of clarity because it can lead to childcare-related attrition.
For employers, getting parental leave policies right has to do with building a workplace where people want to stay. A firm (and easy to understand) policy can lead to improved retention and even make your company stand out when attracting talent. But with different laws, cultural expectations, and business needs at play, it’s not always obvious how to draft a policy that works for everyone.
This guide breaks it all down, it will cover key parental leave policies, why they matter, and how to implement them in a way that supports both your employees and your business.
The Importance of Parental Leave Policies
Parental leave policies help employees balance work and household duties. Becoming a parent is a huge life transition, and without the right support, employees may feel pressured to rush back to work before they’re ready or even leave their jobs entirely, which is the main cause for childcare-related attrition.
For companies, strong parental leave policies can help curb turnover and deal with potential attrition. When people know they have a well-designed safety net that was explained during the, let's say, onboarding, they might end up staying for years and also recommend your company to their peers. Plus, offering fair leave policies can strengthen your employer brand and help you attract top talent.
There’s also a bigger picture to consider. Practical parental leave policies contribute to gender equality, as they make it easier for both parents to share caregiving responsibilities.
What is Paid Time Off (PTO)? →
Key Components of Parental Leave Policies
A good parental leave policy will offer employees peace of mind during a major life transition, and will indeed also impact (positively) employers and fellow employees who can plan ahead. Here are the key elements every policy should cover:
Leave Duration
📅 If you want to know what a standard, ideal parental (not just maternal) leave is in the United States, check our examples in the next section.
How much time off do employees who're parents get? This varies widely depending on local laws, company policies, and whether the leave is for birth, adoption, or caregiving. Some countries mandate several months of paid leave, while others provide only a few weeks or leave it up to employers. The best policies consider both legal requirements and what makes sense for employee well-being and business continuity.
Payment Structure
Will the leave be fully paid, partially paid, or unpaid? Some companies cover 100% of an employee’s salary for a set period, while others provide a reduced percentage or rely on government benefits. Offering paid leave can be a major advantage in attracting and retaining talent, but even unpaid leave—when structured well—can provide valuable job security.
Eligibility Criteria
Who qualifies for parental leave? Policies often outline requirements such as length of service, employment type—full-time vs. part-time—, and whether both parents can take leave. Some companies also extend benefits to foster and adoptive parents.
5 Examples of Parental Leave Policies Worldwide
Parental leave policies vary significantly across the world, with some countries offering extensive paid leave and others providing minimal or no national entitlements. As a company, you could potentially apply any of these policies. Here are a few notable examples:
1. Sweden: A Headline-Making System
Sweden has one of the most generous and flexible parental leave systems, and newspapers love to report on it. Parents are entitled to 480 days of paid leave, which they can split between them. 90 of these days are reserved for each parent to stimulate joint caregiving. The leave is paid at approximately 80% of the parent's salary for the first 390 days, with a lower flat rate for the remaining time.
2. Japan: Generous Leave, Shy Adoption
Japan offers an exceptionally long 52 weeks of paid leave for fathers—the longest in the world. However, cultural norms and workplace expectations often discourage men from taking full advantage of this policy. The payment rate is about 60% of previous earnings, which is relatively high compared to other countries, but uptake remains low due to social pressures.
3. United States: No Federal Paid Leave
The U.S. is the only OECD country without a national paid parental leave policy. Instead, leave entitlements depend on state-level laws and employer benefits. The Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid leave, but it only covers certain employees. Some states, like California and New York, have introduced their own paid family leave programs, but access is not universal.
4. Canada: A Flexible and Inclusive System
Canada offers a shared parental leave system that allows parents to choose between standard or extended leave options. Standard leave provides up to 40 weeks at 55% of earnings, while the extended option allows up to 69 weeks at a lower 33% of earnings. The system also includes five weeks of reserved leave for fathers. Additionally, benefits are available to adoptive and same-sex couples.
5. France: Balanced Leave with Strong Support
France provides 16 weeks of paid maternity leave at 100% of previous earnings, with additional time for mothers having a third child. Fathers are entitled to 25 calendar days of paternity and childcare leave, which includes a mandatory 4-day period taken immediately after a 3-day birth leave.
What is the Adequate Parental Leave in the United States?
According to an HR firm, the average amount of paternity (for fathers) leave given by US companies is one week. Keep in mind that less than a third of US companies actually offer the benefit (although some sources disagree with this figure and say it's a bit higher). For mothers, it's an average of 70 days, according to the same firm.
UNICEF recommends numbers much higher than these—around 24 weeks for mothers—but these are not the norm in the United States.
Companies that go beyond the legal minimum can gain a competitive edge. The US, and you already know this by now, lacks a federal paid parental leave policy. There's no legal minimum at all. So this makes employer-provided benefits a major factor in attracting and retaining top talent, and surveys consistently prove how popular the policy is.
Employee Retention: 7 Effective Strategies for 2025 →
How to Implement Parental Leave Policies as an Employer
Employers must make sure their policies are legally compliant as well as practical and supportive for their employees. Here's how to effectively put these policies into action:
Steps for Drafting or Updating Policies
When creating or revising your parental leave policies, start by understanding the legal requirements in your region or country. Make sure it defines the types of leave (like maternity, paternity, or adoption), payment structure, eligibility criteria, and the leave duration.
Staying in Compliance with Legal Requirements
Check your parental leave policies align with the local labor laws, especially if you have employees overseas. Make sure your policy reflects any mandatory paid or unpaid leave requirements. Keep up with any changes in national or regional laws regarding parental leave. On top of this, work closely with legal counsel or an HR consultant to stay in strict compliance—especially in regions where parental leave regulations are confusing, very complicated, or frequently updated.
Presenting Policies to Employees
Once your policy is settled, write it down it clearly. Check that the policy is easily accessible to all employees, especially via an HR tool they can check their parental leave with.
Benefits of Strong Parental Leave Policies
Strong parental leave policies offer numerous advantages, even for employers. Let’s take a look at them:
Rise in Employee Retention and Satisfaction
Employees who feel supported during significant life events, like becoming a parent, are more likely to stay with their company long-term. If you offer a generous parental leave, you're sending the message that you value your employees' well-being and family lives. This can lead to higher job satisfaction, reduced turnover, and the maintenance of a motivated workforce. Workers who take leave and return to a supportive environment are also more likely to stay engaged in their roles, which offsets the costs and disruptions associated with recruitment and training new staff.
An Employer Branding that can Overtake Competition
Considering how uncommon paid parental leave is in the United States, a company’s parental leave policy can be a key differentiator in the job market. Depending on the source, offering paid parental leave would place your organization among a limited 40% of companies that actually cover the benefit. So organizations with parental leave packages often stand out to top talent, especially in industries where work-life balance is highly sought after. Employers with a strong parental leave policy can raise their reputation as a family-friendly employer and benefit your employer brand. This can lead to attracting candidates who are looking for a supportive, inclusive workplace and help boost enthusiasm among current employees.
Showing Support for Every Parent Out There
A well-structured parental leave policy is an important part of an inclusive workplace that accommodates many different family structures. A good policy can help close gender gaps because it offers balanced support for both parents, regardless of gender. If you offer parental leave to all eligible employees—whether they are adopting, birthing, or partnering in caregiving—you send a strong message about fairness in the workplace.
What Is Employee Satisfaction and How to Improve It →
Using Technology to Manage Parental Leave
Technology can certainly simplify managing parental leave, since it makes it easier for employers to track time off and easier for employees to request it. Tools like TalentHR, for example, are bundled with solutions that organize and simplify the tasks at hand.
TalentHR is an all-around HR software platform that can effectively help employers track employee time off, including parental leave. TalentHR ships a user-friendly interface that allows HR teams to easily set up, monitor, and manage leave requests. Employees can submit their leave requests directly through the system, where they can be automatically routed for approval. The system also makes sure that leave balances are updated in real-time so both employees and employers can stay on top of available time off.
Why It's a Good Idea to Use Software Solutions and Offer Parental Leave
It's obvious by now, and still, research backs it up. When employees feel supported during life’s big milestones, like welcoming a child into their family, they’re more likely to stay in a company. It’s a win for both the employee and the company.
Having clear, well-structured policies helps employees plan for their time away, and it guarantees that your business can run while they’re on leave. Also, adding a dashboard can help the employees request the days on their own, so that's a lighter tasking for the HR team.
Sign up for free to TalentHR today. It takes a few clicks to set up a parental, maternal, paternity, or whichever kind of leave. No credit card needed.
