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🌍👩💼 Understanding Maternity Leave Policies Worldwide: A Guide for HR Professionals 👩💼🌍 HR professionals navigate a myriad of regulations and policies daily, none more critical than those surrounding maternity leave. Our ability to support and empower employees during this transformative period speaks volumes about our organization's commitment to inclusivity and employee well-being. This comprehensive guide by Playroll, shedding light on maternity leave policies across different countries in 2024, is not just another statistic-laden report; it's a roadmap for us to navigate the complex landscape of global maternity leave policies with confidence and clarity. From the duration of leave to eligibility criteria and even cultural nuances, this guide provides invaluable insights that can shape our approach to supporting expecting and new parents within our organizations. It's a testament to Playroll's dedication to providing actionable resources for HR professionals like us. Let's leverage this knowledge to foster a supportive environment for all employees, ensuring that every parent feels valued and empowered as they embark on this beautiful journey of parenthood. Together, let's redefine the standards of parental support in the workplace. #HR #MaternityLeave #EmployeeWellbeing #Inclusivity #HRProfessionals #GlobalPolicies #Playroll

Navigate Maternity Leave Globally 🌍🤰. Different countries, different rules. Unlock a world of understanding with our guide to maternity leave laws and policies. Master the complexities and ensure your global workforce thrives. https://lnkd.in/eCa7j-UP #GlobalHR #MaternityLeave

Happy Mother's Day! 🌷 As we celebrate, let's also explore how different countries approach maternity leave. Our comprehensive guide helps international employers understand and implement fair maternity leave policies. Learn about the diverse practices that support new mothers and enhance workplace inclusion. https://lnkd.in/eUrBEiYF #MothersDay2024 #MaternityLeave #WorkplaceInclusion

✨ Communication is the Key 🔑 to a successful leave of absence and return-to-work plan! While this article focuses on the journey of new mothers transitioning to maternity leave, the magic of regular check-ins applies to everyone—whether you're on short-term disability, long-term disability, or any approved leave. Keeping those lines of communication open is essential for a smooth transition back to the workplace. So, let’s make those check-ins a priority and ensure everyone feels supported and ready to shine when they return! 🌟 ✔️ Reassurance and connection ✔️ Understanding needs for transition ✔️ Keeps the employee updated on policies and changes ✔️ Allows the employee to feel supported during their recovery process ✔️ Shows the employer's commitment to being flexible in the planning for return to work ✔️ Provides the employee with confidence about their return to work Want to chat? Give me a ring! 📲 506.875.9260 #ReturnToWork #Support #EmployeeBenefits #LetsMakeBenefitsFun #RPSBenefits

Does your company offer bonding leave? While maternity leave is a familiar concept, “bonding leave” often doesn’t get the recognition it deserves. In today's evolving workplace, it's essential to embrace this term, ensuring all parents—whether birthing, non-birthing, adoptive, or fostering—receive the time they need to bond with their new family members. A recent study by Marsh McLennan indicates that about 75% of companies provide some form of bonding leave. However, this often remains skewed towards maternity leave for the birthing parent. As a Principal at The Swan Group, I see this as a missed opportunity for inclusivity and genuine support for all families. Here’s some practical advice that resonates with my daily interactions with job-seekers in the life sciences and tech sectors: - Eliminate distinctions between “primary” and “secondary” caregivers. Every parent should have equal support. - Align your bonding leave policies with your DEI initiatives to foster a more inclusive workplace. - Before finalizing changes, seek external reviews from consultants and legal advisors to ensure comprehensive and compliant policies. HR and DEI experts, what are your thoughts? How can we better support all parents in our workforce? Looking forward to the conversation, as always. ________________________ Hi, I'm Steve Swan 👋 CEO and Principal of The Swan Group, an Executive Search Firm carving a niche in the Pharma/Biotech industries with a keen focus on IT. Want more posts like this? Click my name + follow + 🔔 The Swan Group is more than a recruitment agency; we're relationship builders, connecting talent, and nurturing careers with joy and pride, prioritizing client and candidate satisfaction. Curious about industry salaries? Drop "Salary Survey" in the comments to receive our FREE 2023 Salary Survey guide, providing valuable industry salary insights. 💼

This Mother's Day, I'd like to share our teams thoughts on that tricky transition from maternity leave back to work. In this blog post I share one of our consultants experience when she returned to employment. It looks at the insights on supporting maternity returners in to your workplace. https://lnkd.in/e_eJ_pHv #MothersDay #MaternityReturn #WorkingMums #SupportingParents

“I desperately need your support, but I'm on maternity pay. Maybe once I’m back at work.” What does this mean for employers? It means your team members are returning to work exhausted, sleep-deprived, and juggling the demands sleep training a baby while trying to perform at work. As parents approach the end of maternity leave, many realise they can’t function on just a few hours of sleep. Whether it's operating machinery, making critical - sometimes life saving decisions, or simply driving safely to and from work, the stakes are high. Yet, even with the best maternity packages, many are left relying on statutory pay- especially towards the end of the maternity period. This often isn’t enough to cover necessary programs that could provide the support they desperately need. This needs to change! For a relatively small investment employers can provide valuable support to ensure parents return to work rested and ready to perform. Let’s work together to create a healthier, more supportive environment for parents at work. It’s a win-win for everyone involved! #MaternityLeave #EmployeeSupport #WorkplaceWellness #Parenting #EmployerResponsibility

A Guide to Maternity Leave in Mexico As a company owner in Mexico, fostering a positive work environment includes understanding your employees' rights and needs. Here's a breakdown of maternity leave regulations to ensure you're compliant and supportive: Maternity Leave: Duration: Employees are entitled to a minimum of 12 weeks (84 days) of leave, split into six weeks before and six weeks after childbirth. Leave Flexibility: Working mothers can request to move up to 4 weeks of prenatal leave to postnatal leave (with a doctor's note). Compensation: Employees receive 100% of their salary during leave, which is paid by Social Security (IMSS). The cap is 25 times the minimum wage. Additional Considerations: Mandatory & Unbroken: Maternity leave is compulsory and taken in one uninterrupted period. Leave Extensions: Leave can be extended for complications or a baby with a disability (medical documentation required). Nursing Support: Employees are entitled to two 30-minute breaks daily for nursing up to 6 months after returning to work. Benefits of Supporting Maternity Leave: Employee Retention: A robust maternity leave policy demonstrates your commitment to your workforce, encouraging loyalty and reducing turnover costs. Stronger Employer Brand: A supportive leave policy attracts top talent and builds a positive company reputation. Increased Productivity: Employees returning from leave feel valued and supported, leading to increased focus and productivity. #maternityleave #mexico #employeebenefits #workforcemanagement #companyculture https://lnkd.in/esvP_ecj

A Guide to Maternity Leave in Mexico As a company owner in Mexico, fostering a positive work environment includes understanding your employees' rights and needs. Here's a breakdown of maternity leave regulations to ensure you're compliant and supportive: Maternity Leave: Duration: Employees are entitled to a minimum of 12 weeks (84 days) of leave, split into six weeks before and six weeks after childbirth. Leave Flexibility: Working mothers can request to move up to 4 weeks of prenatal leave to postnatal leave (with a doctor's note). Compensation: Employees receive 100% of their salary during leave, which is paid by Social Security (IMSS). The cap is 25 times the minimum wage. Additional Considerations: Mandatory & Unbroken: Maternity leave is compulsory and taken in one uninterrupted period. Leave Extensions: Leave can be extended for complications or a baby with a disability (medical documentation required). Nursing Support: Employees are entitled to two 30-minute breaks daily for nursing up to 6 months after returning to work. Benefits of Supporting Maternity Leave: Employee Retention: A robust maternity leave policy demonstrates your commitment to your workforce, encouraging loyalty and reducing turnover costs. Stronger Employer Brand: A supportive leave policy attracts top talent and builds a positive company reputation. Increased Productivity: Employees returning from leave feel valued and supported, leading to increased focus and productivity. #maternityleave #mexico #employeebenefits #workforcemanagement #companyculture https://lnkd.in/esvP_ecj

A Guide to Maternity Leave in Mexico As a company owner in Mexico, fostering a positive work environment includes understanding your employees' rights and needs. Here's a breakdown of maternity leave regulations to ensure you're compliant and supportive: Maternity Leave: Duration: Employees are entitled to a minimum of 12 weeks (84 days) of leave, split into six weeks before and six weeks after childbirth. Leave Flexibility: Working mothers can request to move up to 4 weeks of prenatal leave to postnatal leave (with a doctor's note). Compensation: Employees receive 100% of their salary during leave, which is paid by Social Security (IMSS). The cap is 25 times the minimum wage. Additional Considerations: Mandatory & Unbroken: Maternity leave is compulsory and taken in one uninterrupted period. Leave Extensions: Leave can be extended for complications or a baby with a disability (medical documentation required). Nursing Support: Employees are entitled to two 30-minute breaks daily for nursing up to 6 months after returning to work. Benefits of Supporting Maternity Leave: Employee Retention: A robust maternity leave policy demonstrates your commitment to your workforce, encouraging loyalty and reducing turnover costs. Stronger Employer Brand: A supportive leave policy attracts top talent and builds a positive company reputation. Increased Productivity: Employees returning from leave feel valued and supported, leading to increased focus and productivity. #maternityleave #mexico #employeebenefits #workforcemanagement #companyculture https://lnkd.in/esvP_ecj