Great Lakes Wire

Parental leave is increasingly seen as a valued benefit among employees, according to guidance provided by Ahola. Employers considering implementing such a policy are encouraged to assess several key factors before finalizing their approach.

One of the first steps is to review federal and state regulations related to family leave. The Family and Medical Leave Act (FMLA) applies to businesses with 50 or more employees, offering up to 12 weeks of unpaid, job-protected leave for events such as the birth or adoption of a child. In addition, some states and cities have enacted their own laws requiring paid or additional forms of leave, including provisions that allow paid sick leave to be used for parental purposes. Employers should ensure that any internal policies align with these legal requirements.

Eligibility criteria must also be defined clearly within the policy. Many modern organizations extend parental leave benefits not only to mothers but also to all parents, regardless of gender or whether they are adoptive or foster parents. Companies are advised to specify whether both full-time and part-time staff qualify and if there is a minimum period of employment—such as six or twelve months—before eligibility begins.

Decisions about whether parental leave will be paid or unpaid play an important role in shaping the policy. While not all employers can offer fully paid leave, even partial pay during time off can improve morale among staff members. For those with short-term disability plans in place, birthing parents may already have access to some paid coverage through those benefits.

Flexibility is another recommended component. Allowing employees to use their parental leave intermittently rather than in one continuous block can help new parents manage childcare needs and transition back into work at their own pace.

According to Ahola, “A well-designed parental leave policy isn’t just a perk—it’s a reflection of your company’s values. It shows employees you care about them as people, not just workers. And that investment can pay off through increased loyalty, stronger recruitment, and a more engaged team.”

Employers seeking further assistance are invited by Ahola’s HR experts to reach out for support.

For more information on developing employee benefits strategies and other workplace resources, visit the News & Resources section available through Ahola.