Ben Jackson’s Post

https://lnkd.in/guVwFW3C On the eve of my baby turning 5 months old and also the eve of returning to full-time work, I am thrilled that the senate have passed the bill to extend the government paid parental leave over the next 3 years. This will support to only mums but also dads to stay at home longer with their babies before returning to work and having to utilise childcare in some form, which today is not really a choice for most families with the continued increased cost of living putting pressure on parents returning to work earlier. From a personal perspective my husband and I went through a six year struggle, multiple specialists, fertility clinics, procedures to finally have our miracle baby in our arms. As lots of people can relate, this put a great deal of mental, financial and physical strain on all people involved in the process. As a result, we both wanted to spend quality time with our baby in the early days. Thanks to the changes to Parental Leave in July 2023, I was able to to give 18 weeks of the 20 weeks of paid parental leave to my husband so he can take over primary care when I return to work tomorrow. Whilst it’s bittersweet for me to return to work, it has been really special to see the enthusiasm and excitement from my husband about spending this quality time with our baby. I know I will also enjoy getting back to engaging with colleagues, daily problem-solving and using my brain in a different way. The expansion of the government paid parental leave will enable families to take that little bit longer with their babies and I hope more employers will follow the lead of others and look at their own parental leave policies to ensure that they are flexible for both parents and sufficient enough in time. I truly believe that well supported parents will return to work with more productivity and happiness.

Lewis Silkin has today announced the launch of a new parental leave policy: everyone gets the same entitlement. The single, consistent policy sees all new parents in the firm, irrespective of gender, given access to one of the best (if not, THE best) parental leave and pay offerings in the legal sector: (12) months’ leave and six (6) months’ full pay. The policy, which comes into effect for parents whose children are due to be born or adopted from 1 April 2024, includes: 👶 Up to 52 weeks’ leave, with 26 at full pay, available for all new parents regardless of gender identity 📅 Employees are free to structure their leave (and pay) as they wish - leave can be taken in discontinuous blocks across a 12-month period 👨👩👧 Leave and pay do not have to be shared with the other parent (where there is more than one parent), meaning that an employee can benefit from leave and pay regardless of the leave and pay choices of the other parent 🏥 Up to an additional 12 weeks’ fully paid leave for employees who are the new parents of a baby who is receiving or has received neonatal care 🎯 Reduced targets immediately following parental leave for new parents 📜 Policy applicable to all new parents, including the parents of a newly adopted child 🌍 Available to new parents across Lewis Silkin’s offices in England, Wales, Northern Ireland, Ireland, and Hong Kong https://lnkd.in/eJcGfJYk #genderpaygap

"Most of the senior leadership at my company has stay-at-home wives or partners." "Even though I had fully paid parental leave, I felt pressure not to take the full amount for fear it would set me back in my career progression and put extra stress on my team." The reality of being a working parent in today's society is challenging at best. How can you help? - Advocate for paid parental leave, or expansion of paid parental leave. 85% of companies are expanding their paid parental leave policy now, or have done so in the past two years. However, only 72% of Fortune 500 companies in the United States currently have some form of paid parental leave. We still have a ways to go. - For women with access to fully paid leave, continued career progression is the TOP concern, above childcare and health concerns. Advocate for women on parental leave to not be penalized for stepping away from their career. - Challenge your thinking and your biases. If you have an expectation that mothers should be the primary caretaker for children in the home, change your thinking. Fathers face this challenge as well...if it is strange to you that a father would step away from work to care for a child, you have an unconscious bias. Challenge your thought process. - Open the door to conversations around how your employee needs to be supported upon their return to work. 69% of parents returning to work don't find it easy to have conversations with their manager about what they need to be successful as a working parent. As a mom of two young kids, I have been on the receiving end of feeling that my career would suffer for my choice to become a mother, and I have been frustrated many times when the expectation has been that as a mother, I am solely responsible for my children's needs and that my career should always take a backseat. As a leader of people, I am focused on ensuring that I am a leader that supports my people in every aspect of their journey of parenthood, and trusting that they are fully capable of being an incredible employee and parent, even when sometimes those lines have to cross or overlap. We can work every day to be the positive change we need to see in our homes and workplaces. 💪 **Statistics from a recent Parentaly survey**

At the National Day Rally on 18 August 2024, the Prime Minister of Singapore announced the following enhancements to parental leave for working parents that will take effect from 1 April 2025. 1) Increase in Mandatory Government-Paid Paternity Leave Current: Eligible fathers are entitled to 2 weeks of Government-paid paternity leave ("GPPL") and may, if their employers allow them to do so, take an additional 2 weeks of GPPL. Employers who grant the additional 2 weeks of paternity leave will be reimbursed by the Government. From 1 April 2025: GPPL will be increased to 4 weeks of mandatory GPPL for eligible fathers of Singaporean children born from 1 April 2025. This means that from 1 April 2025, employers will have to grant 4 weeks of GPPL to an employee as long as the employee meets the eligibility conditions. 2) New Shared Parental Leave Current: Eligible mothers are entitled to up to 16 weeks of Government-paid maternity leave (“GPML”) and an eligible father may, subject to his wife’s agreement, apply to share up to 4 weeks of his wife’s GPML entitlement. From 1 April 2025: A new shared parental leave scheme will be implemented in phases such that when fully implemented on 1 April 2026, eligible parents will be entitled to enjoy an additional 10 weeks of shared parental leave in addition to any GPML and GPPL that they may be entitled to. In the first phase of implementation, eligible parents of children born from 1 April 2025 will be entitled to 6 weeks of shared parental leave. In the second phase of implementation, eligible parents of children born from 1 April 2026 will be entitled to 10 weeks of shared parental leave. By default, the shared parental leave will be equally distributed between both parents, but the parents can reallocate the distribution according to their caregiving needs. The new shared parental leave should be taken within the first 12 months of the child’s birth.    For more information on the enhancements to parental leave for working parents, please refer to the press release by the National Population and Talent Division below. To find out more about our Employment Practice, click here: https://lnkd.in/gDPDbp5. 

[ Thinking Outside the Box: 10 Ways Business Owners Can Monetize the New Parental Leave Policy ] The announcement of 2 additional weeks of mandatory paid paternity leaves plus 10 additional weeks of paid parental shared leaves in Singapore has sent waves of excitement throughout the country. As a business owner, have you considered how this new policy can benefit your company? Here are 10 innovative ways to think outside the box and monetize this new policy: 1) Family-Friendly Products and Services : Develop products or services that cater to new parents, such as baby gear, parenting classes, or family wellness programs. 2) Remote Work Solutions : Offer remote work solutions and tools to help new parents balance work and family life, increasing your target market and revenue. 3) Parental Leave Management Tools : Create software or platforms to help companies manage parental leave, reducing administrative costs and increasing efficiency. 4) Wellness and Self-Care Services : Provide wellness and self-care services for new parents, such as meditation classes, fitness programs, or spa packages. 5) Parenting Resources and Content : Develop online resources, courses, or podcasts on parenting, attracting new parents and generating revenue through advertising or affiliate marketing. 7) Family-Friendly Accommodations : Offer family-friendly accommodations or vacation packages, catering to new parents and their families. 8 ) Parental Leave Planning Services : Provide planning services to help new parents make the most of their leave, including travel planning, meal delivery, or household management. 9) Partner with Baby-Friendly Businesses : Collaborate with baby-friendly businesses to offer joint promotions, increasing customer base and revenue. 10) Develop Paternity Leave-Focused Marketing : Create targeted marketing campaigns to reach new fathers, increasing brand awareness and driving sales. By thinking outside the box, business owners can capitalize on the new parental leave policy and tap into a growing market of new parents. Stay ahead of the curve and explore these innovative opportunities to drive growth and revenue! ********* I am Kelvin Loh I am a thinking accountant who have helped over 200 business owners to not only sustain in their businesses during the covid pandemic period, but also scale their businesses via various financial and business strategies. #ParentalLeave #SingaporeBusiness #FamilyFriendly #RemoteWork #BusinessOpportunities https://lnkd.in/gkk7Q_Dw

Yesterday's NDP Rally was a truly inspiring moment for me, as a mother and entrepreneur. Hearing PM Lawrence Wong champion shared parental leave filled my heart with joy and hope.   It’s a testament to our progress as a society that we are recognising the invaluable contributions of both parents in a child’s life. The new Shared Parental Leave policy is a giant leap forward in creating a world where mothers and fathers can better balance their careers and family life, forging stronger familial bonds through the ups and downs faced together as a family.    At Hegen, we’ve always been committed to supporting parents on their journey. This policy reinforces our belief that child care is a shared responsibility. It gives parents the time and space to focus on their child, while also providing them with more opportunities to adjust to their new identities and responsibilities. It will become an important tool to meet the needs of a family without having to compromise on the maternity leave that mothers need for recuperation.   While this change calls for more communication between partners, it also asks for the same between employers and employees. Early and open communication can help avoid disruption to the work dynamic developed to ensure a smooth flow at work. It fosters a culture of mutual understanding and trust as individual and business goals are achieved together. This has the longer-term benefit of creating a nurturing environment where employees are empowered to become more productive, knowing that their familial responsibilities are well-taken care of despite being away.    I'm so proud to be able to witness this progressive change that propels us further in the pursuit of work-life balance. Let’s create a world where work-life harmony is a reality for all parents, where every parent feels empowered to thrive both personally and professionally. Fellow entrepreneurs, I strongly urge you to join me in harnessing this opportunity to make a lasting impact and build a brighter tomorrow for our own families and the many others around us!   CNA Article on Shared Leave Policy: https://lnkd.in/eCJRZ4gm

Thoughts on Sharing Parental Leave After 19 weeks on parental leave this is what I have learnt: 1. Parental leave is a brilliant experience! It is by no means easy and, let’s be honest, some days are extremely hard due to sleep deprivation, repetition, and a touch of loneliness, at times, despite being constantly with a wee one. But all that aside it is an amazing time! I got the “good part” of being on leave, when our wee boy started to crawl and latterly walk, as well as develop more of a personality and start to discover the world. Being around for that and being part of that was just incredible. Our wee boy will most likely not remember this time in the future, simply due to how the brain works and stores memories, but I will, and I like to think we will both be better people long-term for having had this time together. 2. The UK government standard rate for parental leave is laughable. The fact that shared parental leave exists is great, of course, but when it was introduced in 2014 it was intended as the start of the conversation, not the end. Ultimately it is 50 weeks which can be split across a couple but most of it (~6 months) is at statutory pay, and approx. the last three months are with no pay at all. From speaking to many people whilst being on leave, despite many wanting to take a full year leave and/or share it with their partner, it is just not financially feasible (e.g. one earning substantially more), leaving couples to rely on savings, loans, or other means, making it a really difficult decision for many or an option only open to a privileged few. Governments, businesses, schools and universities alike all talk about investing in the future but, often, offer nothing more than the basic rate. Changing this approach and making it easier for couples to both be involved in that first year, if they wish, seems a no-brainer and a great way to help all children get the best possible start to their future. So long story short, if you can, and particularly if you are a dad, consider taking as much parental leave as you and your partner can afford; you and your child won’t regret it. And finally, challenge your company or councillor to make it easier for all involved to be part of raising their child; we shouldn’t settle for a poor approach just because it is better than nothing. If you are interested in reading about the benefits of equal parenting and sharing parental leave, I would really recommend “The Equal Parent” by Paul Morgan-Bentley. Link to book: https://lnkd.in/eFTGAmwn #parenting #ParentalLeave #parenthood #SharedParentalLeave #WorkLifeBalance #paternity #maternity #family #children #equality #EqualParent

A really interesting article about the uptake of Shared Parental Leave. It’s been 10 years since the introduction of SPL yet there remains a fundamental lack of awareness about this right and a persistent stigma over dads taking prolonged periods of parental leave. It’s fairly astonishing that the percentage of parents taking shared Parental Leave in 2023 accounted for less than 2% of all births in that year and some 45% of men weren’t even aware that SPL was an option. I can empathise with this - as a dad of 2 young children I also did not take SPL and instead opted for the usual 2 week Paternity Leave plus some holidays/unpaid leave bolted on to the back of it. Even though I only took 6 and 4 weeks off for each of mine those weeks were precious and allowed me an opportunity to bond with my children at that crucial early stage of their lives. I would strongly encourage all new parents to consider taking SPL. What more could be done to bolster the uptake of this family friendly right?

🚼 Singapore’s Parental Leave Expands: Here’s What You Need to Know 🚼 Great news for parents-to-be in Singapore! By April 2026, the total government-paid parental leave will increase to 30 weeks. This includes 16 weeks of maternity leave, 4 weeks of paternity leave, and an extra 10 weeks of shared leave between parents. Here’s a quick rundown of the key eligibility conditions: Key Eligibility Conditions:  👨👩👧When to Use: The shared parental leave must be used within the first 12 months after your child’s birth and can only be taken after maternity and paternity leave have been used.  👨👩👧Notice Period: You need to inform your employer at least 4 weeks in advance before taking any parental leave. Early notice is encouraged to help your employer plan accordingly.  👨👩👧Government Support: All 10 weeks of shared leave are fully paid by the government, capped at $2,500 per week (about $10,000 per month).  👨👩👧Equal Sharing: By default, the 10 weeks of shared leave will be equally split between both parents, but you can adjust this within 4 weeks of your child’s birth if needed.  👨👩👧Special Considerations: Parents with irregular employment, like short-term contracts, can still benefit. They can claim reimbursement for time taken off work under the new Shared Parental Leave Benefit scheme.  👨👩👧Phased Implementation: The changes roll out in two phases—6 weeks of shared leave by April 2025, and the full 10 weeks by April 2026. With these significant changes, planning for your finances becomes even more crucial for growing families. What are the costs that I need to take note of? What are some things I might overlook? What are some things that I can plan beforehand? 💬 Are you open to discussing such planning with me? Let’s connect and ensure your family’s future is secure and well-balanced. #familyplanning #finances #financialeducation #parentalleave #10weeks #significantchanges #NDR2024

EQUAL PARENTAL LEAVE 👶🏼 When men and women get the same leave, finance and return to work policy. It should be the norm. I went “back to work” four months postpartum but in all honestly never truly stopped. Walter, my beautiful baby boy, was early so in the crazy ride of owning your own consultancy, I landed a PR campaign three days post birth. Most of the projects I was on with at the time didn’t know I was expecting. This wasn’t a traitors move, more about self preservation and fear of not being taken seriously for opportunities. During my pregnancy I faced a lot of discrimination when bidding for work, the assumption that having a child would be my only focus or that I would take 12 months maternity leave regardless of what I said my plan was... “My husband gets 10months” was often challenged with a golf course joke (he doesn’t play golf) and frankly it became tiresome very quickly. Wasting money and time on tenders and pitches, to be told no because I was having a baby became infuriating. And an unhealthy dynamic. No one protects the rights of self employed mums-to-be. With the loyalty of my fantastic clients and grafting through night feeds, my business is still here. And both kids are having the best time with their Dad. My working week has been condensed to 3/4 days and we have had an incredible 10months being mum and dad together. A truly unique amount of bonus time with our toddler and the best start for our baby. An experience we wouldn’t have had without Laing O'Rourke’s equal parenting policy. Currently The Lowedown. is working out of Malta for four weeks. Being self employed, it’s easy for me to have flexibility to work anywhere and it is one of the major benefits. This month, I down tools at 4pm (diary permitting) and we hit the beach, work that can be done at 8pm post bed time I do to have a touristy breakfast or a swim with my kids. I’m recouping some of that Mat leave time, taking a little holiday in the middle, and leaning into the moments I missed keeping my business afloat. It’s our last 4 weeks, sharing maternity leave with my husband. June he starts his phased return and nursery kicks in. Back to the old routine… but what a ride. Businesses considering Equal parental leave… 💡Don’t underestimate the opportunity it gives women and men to take on a role they’d never normally be pigeonholed into. Imagine what people can learn from the flip, how they will lead and manage afterwards. 💡Think about how passionate your employees will feel about working for you because you gave them the greatest gift of all. Time. 💡Dad’s don’t “babysit” their kids. They want in on raising them, get on board with that value. 💡AND imagine how creatively inspiring spending 12 months with an imaginative and fearless 2 year old can be 😁 (Photo: We took the ferry to Sicily so the kids could climb their first volcano 🌋) #parentalleave #sharedparentalleave #maternity #selfemployed #mumprenuer