https://boards.hellobee.com/ Pregnancy, Baby and Parenting blog, by Hellobee en Thu, 04 Jun 2026 09:48:59 +0000 https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2631183 Mon, 03 Oct 2016 15:23:17 +0000 T.H.O.U. 2631183@https://boards.hellobee.com/ <p>You could also look at offering two weeks work from home or flex time towards the end of pregnancy. It became so uncomfortable to sit st work I really wasn't getting much done. On top of weekly or more appointments that last month I wasn't able to be in the office full time. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2631162 Mon, 03 Oct 2016 15:02:34 +0000 Mama Bird 2631162@https://boards.hellobee.com/ <p>I'll also chime in that flexible schedules and flexibility with returning to work are awesome! My company has that and I think it's the single biggest perk of working there. We've had people take a three-month leave and come back part-time. We've had people take a longer leave and come back full-time. We've had people work from home some days - our network is really good and most things you can do in the office, you can do just as well from home. </p> <p>All told, as long as it doesn't create a huge disruption and management approves, many people can do what works for them and are able to work through personal circumstances (motherhood, sickness, moving...) with much less stress then we'd have in a company with very rigid policies. And that also means that when we have some kind of all-hands-on-deck crisis, more people are willing and able to respond. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2631023 Mon, 03 Oct 2016 13:16:13 +0000 lamariniere 2631023@https://boards.hellobee.com/ <p>You've gotten some great suggestions so far!</p> <p>As far as extended leave is concerned, I was allowed up to one year of unpaid leave with guaranteed job security. They hired a temp to replace me during my mat leave and then she stayed on for my extended leave. When I didn't come back, they hired her full time. I really loved that I had the extended leave option because I was absolutely not ready to leave my baby after 16 weeks of paid mat leave. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2631010 Mon, 03 Oct 2016 13:04:11 +0000 mamabolt 2631010@https://boards.hellobee.com/ <p>My company allows a month of PT schedule upon return to work which was incredibly helpful in transitioning back into the workforce with two kids. We are compensated at our full salary during that time. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2631005 Mon, 03 Oct 2016 13:00:57 +0000 catlady 2631005@https://boards.hellobee.com/ <p>Everyone's suggestions have been good so far. I also agree that any paid leave time is an incredible bonus in the U.S. I was the first person to take a maternity leave in my small company so I went through a process of "defining" it with them. They were not able to provide me with any paid leave (other than what my STD policy provided) but some of the things that they tried to do for me were:</p> <p>- Pumping room with mini fridge</p> <p>- Flexible about return date - I was formally given 12 weeks off but most daycares here don't take babies until "3 months old" which is usually more like 13-14 weeks. My company allowed me to tack on PTO plus a few extra days of unpaid leave so that I could have a 14 week leave.</p> <p>- Flexible hours upon return - This was very brief, but I did a few part days before returning to full-time. This coincided with my baby's transition to daycare (started at a few hours per day, ended at a full day after a week)</p> <p>- Work from home option towards the end of my maternity leave - I didn't take advantage of this much but I did put in a few hours from home. If you are giving paid leave though, this isn't really as necessary. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630993 Mon, 03 Oct 2016 12:48:24 +0000 tramdoof 2630993@https://boards.hellobee.com/ <p>@2PEASINAPOD What is a lacatation program? Is it not normally covered by insurance? Thanks for the title catch. Definitely meant parental. Also love the baby box idea. I thought about getting company logo onsies. Just as a little way to show that we are supportive of the pregnancy. </p> <p>@YOURSILVERLINING Reading the policy again, it looks like you have the option to choose between the leave and STD. Is there any reason why someone would choose STD? </p> <p>@RASPBERRIES @SUNNY Right now leave is elligible for any one with one year of service. It can also be taken for adoptions and foster care. I realize one thing we do need to address is that what happens if somone gets pregnant before their one year. Is it pro rated? I also am going to also bring up extending leave unpaid. I was reading somewhere that some companies allow you to take and additional 10 weeks unpaid with full job security. </p> <p>@MRSSCB Right now it is our general culture to allow people to "make up" time for appointments, later in the week, at home, or on the weekends as long as it doesn't effect deadlines. I wil definetly propose formalizing this in someway to make sure people don't feel guilty for taking time to care for sick kids ect. </p> <p>A couple of people mentioned gradual transition. I assume we would allow the individual to have a lot of say in what that looks like but what would be ideal? Option for part time work? A month of working at home? </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630948 Mon, 03 Oct 2016 11:55:58 +0000 JennyPenny 2630948@https://boards.hellobee.com/ <p>Did I read correctly that your company offers 1 week sick leave? If so, I think the way my company has structured parental leave would be very helpful to your employees. For us, birth mothers get 6 weeks STD, then everyone gets 4 weeks of "parental leave" that can be taken any time within the first year. I could so something like that time frame being incredible helpful as babies get sick A LOT their first year, so it'd be nice to choose to use say 2-3 weeks up front, and save some days for taking care of a sick kiddo. ETA: it also allows the flexibility to create a modified schedule for returning to work. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630947 Mon, 03 Oct 2016 11:55:52 +0000 2PeasinaPod 2630947@https://boards.hellobee.com/ <p>Along with the awesome suggestions above, access to a lactation program postpartum is a huge asset our company offers. Transitional return to work was a great suggestion, and a mini-fridge is a must for those who are on a pumping schedule.</p> <p>Putting together a "baby box" of sorts to send new parents might be something they appreciate. A one-pager to highlight your employee assistance program and what they can help do (find child care facilities, help with planning for day care expenses, and help for postpartum depression or anxiety). Even sending out the book, "What to Expect the First Year" might be helpful during this time. </p> <p>One last thing - in your title, you say "paternal leave". Do you really mean paternal (father) leave or parental leave (both parents)? Make sure to specify that as you don't want people to think these are benefits only for new fathers. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630943 Mon, 03 Oct 2016 11:52:02 +0000 yoursilverlining 2630943@https://boards.hellobee.com/ <p>If you're already offering 9 weeks paid, you're already so far ahead of the curve!! That's awesome!</p> <p>Is the 9 weeks through STD? What is the interaction between STD and your paid leave? Is it 100% pay or a %? Those are some questions I would expect you'll get from employees/prospective employees. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630939 Mon, 03 Oct 2016 11:44:53 +0000 MrsSCB 2630939@https://boards.hellobee.com/ <p>@peaches1038: Ugh, that is annoying. I think it's ridiculous to require you to use PTO concurrently rather than being able to add it on to the STD. Seems like that would just encourage people to try to take all their PTO before the baby arrives so it won't be wasted. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630938 Mon, 03 Oct 2016 11:44:52 +0000 raspberries 2630938@https://boards.hellobee.com/ <p>@tramdoof: If you have more than one pumping mother, it helps to have an Outlook calendar that's scheduled like a conference room - so you can see when someone else plans to be in the room.</p> <p>Other than that, I'd just be very clear about who qualifies (is it like FMLA, where you need to have worked at least xx many hours in the last year? If someone is hired at 8 months pregnant, do they still qualify for the whole leave? What about adoptions, foster care, etc.?) and what you have to do to make it official (i.e. give 3 months notice? Fill out a form and submit to HR? Just put it on your calendar?)</p> <p>What a great benefit - many kudos to you and your company! </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630937 Mon, 03 Oct 2016 11:44:15 +0000 sunny 2630937@https://boards.hellobee.com/ <p>What about instead of defining leave as "primary &amp; secondary caregiver", defining it for maternity leave (e.g. birth mother recovering from child birth) and baby bonding leave (e.g. all parents are eligible -- birth mother, father, adoptive)? It would also be awesome if you allowed more than 12 weeks, even if they are unpaid. </p> <p>My ideal pumping room contains a locked door, comfy chair, side table, outlets, mini fridge and sink. Perhaps even more ideal is that more than 1 person can use it at a time (e.g. partitioned off with curtains). Providing a hospital grade Symphony pump (e.g. multi user pump) would just make it over the top amazing. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630932 Mon, 03 Oct 2016 11:38:10 +0000 peaches1038 2630932@https://boards.hellobee.com/ <p>Does short term disability apply at your company? At my job, we had to use all of our accrued vacation and sick time before STD kicked in. And if you had more PTO than the STD would cover (6 weeks), then your forfeited the STD. It was really unfair. It punished us for saving our time and then left us with absolutely nothing when we returned if we or our baby got sick (which happened to me) </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630930 Mon, 03 Oct 2016 11:37:41 +0000 MrsSCB 2630930@https://boards.hellobee.com/ <p>A fridge in the pumping space would be awesome! I have my own office with a door, so that's where I'll be pumping when I go back. But I'm already nervous about storage. I feel sort of awkward keeping it in the refrigerator with everyone's food and stuff, but I guess if it's in a bag no one will really notice...I also agree with the option to gradually transition.</p> <p>Also, I noticed you said your schedules are self-driven and flexible. One thing I appreciate about my workplace is the option to work from home if my child is sick, or to be able to take him (or myself) to an appointment without having to take PTO. Basically, our management figures as long as you aren't taking advantage and getting your work done on time, they're not going to micromanage schedules. Plus there are always some days we stay late or get some stuff done on the weekend, so it all balances out in the end. I like not feeling like someone is constantly tracking my time.</p> <p>Finally, I think the time off you currently offer is amazing. Any paid leave is a blessing in this country (sadly). I know firsthand that it will go a long way toward retaining employees. My company recently started offering 16 weeks full paid. It sounds like a lot, for U.S. company anyway, but it makes me feel valued as an employee and more likely to stay longer term. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630913 Mon, 03 Oct 2016 11:13:09 +0000 psw27 2630913@https://boards.hellobee.com/ <p>@tramdoof: A fridge would be great. A comfy chair close to an outlet and of course a door that fully locks with no risk of intrusion! </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630909 Mon, 03 Oct 2016 11:09:24 +0000 tramdoof 2630909@https://boards.hellobee.com/ <p>Our work schedules are very self-driven and very flexible, which I think makes pumping accomdations easy to add. Outside of a clean, private, comfortable space. What would you add? How about a mini fridge for storage? </p> <p>I really appreciate all this. I have never been pregnant and neither has anyone else in our office. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630908 Mon, 03 Oct 2016 11:08:22 +0000 psw27 2630908@https://boards.hellobee.com/ <p>I would definitely see it as a huge perk to allow for part time transition back to work. It's really hard to go from 0 to 60 in terms of coming back to work! </p> <p>Any sort of child care subsidy would obviously be a huge perk as well! </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630906 Mon, 03 Oct 2016 11:03:55 +0000 tramdoof 2630906@https://boards.hellobee.com/ <p>Thanks, Lioneyes. This is how we currently define primary/non-primary </p> <p>"For Purposes of this Paid Parental Leave policy, the primary caregiver is defined as the responsible<br /> parent whose primary responsibility will be the immediate care and nurturing of the child, and who,<br /> because of those responsibilities, will be prevented from working during the key bonding period.<br /> The non-primary caregiver is the parent who is NOT the primary caregiver. THE COMPANY reserves the right<br /> to confirm primary caregiver status." But again we have never put this into practice, I'll bring it up as a point of clarifcation. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630904 Mon, 03 Oct 2016 11:02:44 +0000 meadow 2630904@https://boards.hellobee.com/ <p>+1 on pumping accomodations! </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630899 Mon, 03 Oct 2016 10:56:42 +0000 Truth Bombs 2630899@https://boards.hellobee.com/ <p>I would give the option to come back part time for a limited period. It's really hard to go from being on full time maternity leave, to leaving your baby for 40 hours a week. Also make sure you having pumping rooms covered for when moms come back to work. </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630898 Mon, 03 Oct 2016 10:54:56 +0000 lioneyes 2630898@https://boards.hellobee.com/ <p>I would just clarify what "primary and secondary care giver" means- DH had that at his former job, and it meant either parent could be primary and take the longer leave, but if both parents worked for the company, one would take the longer leave and one the shorter. I personally think that's an awesome policy! </p> https://boards.hellobee.com/topic/creating-a-paternal-leave-policy#post-2630894 Mon, 03 Oct 2016 10:51:32 +0000 tramdoof 2630894@https://boards.hellobee.com/ <p>Hi! </p> <p>I work for a mid-size startup (non-tech) with a young professional workforce in a major urban city. Despite being a a year old we have little in terms of paternal leave policy largley because there aren't a lot of people in the office around the child bearing stage of life. We do have formal guidlines around the length of leave (9 weeks paid, with the option to use an annual allowance of 2 weeks vacaction, 1 week sick time for a total of 12 weeks paid for the primary care giver and 2 weeks paid for the secondary care giver). I am (a non-HR person) in charge of creating more specific guidlines and benefits for parental leave. I was hoping to crowd source some best practices around parental leave. If you had a good experience what helped and what should we avoid? Obviously more leave is something to push for, but I am namely looking for suggestions outside of just increasing paid time off. Even little things. Anything anecdotal helps as well! </p> <p>Thanks! </p>