Facebook tells Dads to go on leave

Kudos (or should this be one big thumbs up Like?) to Mark Zuckerberg who just recently significantly boosted the amount of parental leave offered to male employees.

Just like Sir Richard Branson, who last year broke the mould of traditional leave policies at Virgin, Mark is shaking up his industry’s typical leave policies by extending Facebook’s parental leave entitlements from four weeks to four months.

That is four month paid leave to Mum’s, Dad’s and same sex partners. Regardless of whether they are the main caregiver or where they reside or work for Facebook in the world.

Go Mark. facebook_like_button_big

Technology companies in Silicon Valley are following suit by updating their parental leave allowances to help recruit and retain employees. It is just one of the many strategies companies employ to retain staff (Read about other strategies here.) and hopefully many Australian companies will follow suit.

Yet what may seem like a boon for employees, many actually fear taking such entitlements with concerns of being stigmatised, falling behind at work, or missing out on promotions.

Companies who sincerely want to provide a better work/life balance and actively encourage staff to take such entitlements need to pair policies with active strategies to ease the concerns of workers.

One essential strategy could be providing employees on leave with access to further education. Learning at Work’s platform can give staff remote access, on any device, to the company’s approved course library as well as providing them direct access to a massive library of accredited courses, allowing them to skill-up before returning to work.

Providing access to online training would also be most beneficial for other leave scenarios such as employees on Work Cover. With an employer’s legal obligation to support an injured worker to return to work as soon as possible, online training can be an ideal plan to keep staff both engaged and compliant prior to their return to work.

By offering innovative strategies that will support staff in all leave scenarios – your workplace will in no time become a workplace of choice.

It’s good for workers, for employees, and it is good for business.

And that is a big thumbs up.


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