It is important for parents to be able to care for their newborns. Unfortunately, parents and children in the United States are being deprived of the essential benefits paid parental leave can provide. In the 21st century most parents work. The reality is most children live in a household with a single parent or two working parents. With all the evidence, it’s surprising how behind the United States is on this matter. In fact, the United States is the only industrialized country that does not offer paid leave for parents. Throughout the years the United States has shown some improvement to supporting families, however we still have a long way to go. Through the many studies and research that has been done and evidence from California, New Jersey, Rhode Island, and other countries we can see how beneficial paid parental leave can be. The United States needs to realize paid leave will benefit families, businesses, and the economy and needs to mandate paid parental leave to all working parents. According to the United States Department of Labor (2015), women make up 51% of the workforce (p. 1). Of those women, more than half will be back to work within three months of giving birth. However, not all women and children have the luxury of being able to take so much time off. “According to research from 2015, one in four employed mothers returned to work within two weeks of giving birth, because they could not forgo lost wages” (Rowe- Finkbeiner et al., 2016, p. S9). Unfortunately, parents who are forced to take unpaid leave after childbirth, sometimes experience more financial issues. Not all is lost when it comes to paid parental leave and the United States. California, New Jersey, and Rhode Island offer paid- leave programs for child birth, adoption, and foster placement. In fact, San Francisco made history this year by becoming the first city in the U.S. to approve six weeks paid leave for all new parents (Rowe- Finkbeiner et al., 2016, p. S9). The United States military and certain big companies are jumping on board as well with paid maternity and paternity policies. A recent study conducted at an individual level indicated women who were able to take paid leave had better outcomes when it came to physical health and psychological distress. (Burtle and Bezruchka, 2016, p. 9). This isn’t new data. Studies done back in 1993 and 1995 also show that women who return to work soon after child birth experienced more mental and physical health problems than other women (Chatterji and Markowitz, 2005, p. 16). The most common mental disorder
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Paid leave improves worker’s retention. Women who take paid leave are more likely to return back to work nine to twelve months after child birth. Also, they’re more likely to return to the same employer. This can save employers money through the reduction of turnover cost (Albelda and Mandell, 2015, p.1). Despite concerns of parental leave hurting productivity, a 2011 study showed the California Paid Leave program had positive effects on employee productivity and performance. This study also showed an increase in employee’s morale and loyalty (Rowe- Finkbeiner, 2016, p. S10). Paid leave can also benefit small businesses. Smaller businesses have a hard time matching up to big corporation benefits. When all employers must abide by the same rule, this in turn helps smaller businesses with employment rates. Small businesses in California, ones with fewer than 50 employees, had reported more positive outcomes compared to larger businesses (Albelda and Mandell, 2015, p. 2). In comparison, the FMLA does not support small businesses. The employer must have 50 employees or more for an employee to qualify for FMLA. California has shown the most significant amount of positive feedback from paid parental leave, but New Jersey and Rhode Island have also seen similar feedback from their employers and employees. In New Jersey, the program cost is much lower than expected which lead to payroll tax cuts for workers. While in Rhode Island 4,000 workers have filed for paid leave with nearly three-quarters of which have been for the arrival of a newborn (Albelda and Mandell, 2015, p.3). The evidence from these states should help ease the concerns employers from other states should
Paid leave improves worker’s retention. Women who take paid leave are more likely to return back to work nine to twelve months after child birth. Also, they’re more likely to return to the same employer. This can save employers money through the reduction of turnover cost (Albelda and Mandell, 2015, p.1). Despite concerns of parental leave hurting productivity, a 2011 study showed the California Paid Leave program had positive effects on employee productivity and performance. This study also showed an increase in employee’s morale and loyalty (Rowe- Finkbeiner, 2016, p. S10). Paid leave can also benefit small businesses. Smaller businesses have a hard time matching up to big corporation benefits. When all employers must abide by the same rule, this in turn helps smaller businesses with employment rates. Small businesses in California, ones with fewer than 50 employees, had reported more positive outcomes compared to larger businesses (Albelda and Mandell, 2015, p. 2). In comparison, the FMLA does not support small businesses. The employer must have 50 employees or more for an employee to qualify for FMLA. California has shown the most significant amount of positive feedback from paid parental leave, but New Jersey and Rhode Island have also seen similar feedback from their employers and employees. In New Jersey, the program cost is much lower than expected which lead to payroll tax cuts for workers. While in Rhode Island 4,000 workers have filed for paid leave with nearly three-quarters of which have been for the arrival of a newborn (Albelda and Mandell, 2015, p.3). The evidence from these states should help ease the concerns employers from other states should