Progressive Leave Policies
Photo by Xavier Morton on Unsplash
Ever thought about introducing Progressive Leave policies in the workplace?
Employees nowadays are looking for increased flexibility in their employer and are attracted to organisations which understand that life incidents may not necessarily fit into the general employee leave entitlements.
Employers must now think of innovative ways to attract and retain high performing employees. In line with this thought, many are now offering progressive leave policies to offer increased flexibility.
Benefits?
Introduction of progressive policies in the workplace provides various benefits including:
Attracting high calibre employees
Becoming an ‘Employer of choice’
Positive company reputation
Increased employee engagement
Positive and productive workplace
Prior to introducing progressive leave policies, it is always a good idea to consult employees on what their needs are. This process can allow employers to make informed decisions regarding the types of progressive policies that can be introduced.
Common Progressive Leave Policies
There are numerous progressive leave policies utilised in modern workplaces, some of these include:
Vaccine Leave: Considering the current circumstances in relation to COVID-19, it can be beneficial for employers to provide employees with a choice of paid leave to get the vaccination and/or take rest after the vaccination if they suffer major side effects, to show support and encourage increased employee wellbeing.
Pregnancy Loss Leave: In accordance with the Pink Elephants support network approximately 103,000 Australian couples experience an early pregnancy loss each year. Although under the Fair Work Act employees can take unpaid special maternity leave in case of early pregnancy loss after 12 weeks. Having a leave policy in place can allow employees to feel valued and cared for by their employer.
Grandparent Leave: To cater to and show appreciation for the needs of older employees, it can be beneficial for employers to introduce a policy to allow older employees to help care for or spend time with their grandchildren. This can include offering up to 5 days paid leave.
Gender Affirmation Leave: It is common for individuals going through the gender affirmation process, whether surgery, hormone therapy, coming out or struggling mentally, to take some time off work. Therefore, it can be of benefit to employers to offer gender affirmation leave to support and retain employees going through such a journey. This can range anywhere from 10 days paid leave to 4 weeks leave.
Marriage Leave: Wedding is a major life event and can prove to be a stressful time for many. Therefore, many employees take some time off work to organise and mentally prepare themselves. Offering leave for such important life events can increase employee engagement in the workplace as they feel heard and cared for.
Life Leave: Employees that have been working for several years can often suffer burnout, feel stressed or may feel that they have missed out on various other things life has to offer. Therefore, many modern workplaces are now offering 6-12 weeks of unpaid leave to employees to relax, travel or even work part-time for a period of time. Offering such leave can improve overall employee wellbeing and increase employee engagement in the workplace.