CapRelo Blog

Maternity and Paternity Leave Laws Around the World [2017]

Posted by CapRelo on Wed, Nov 29, 2017

Having a baby and welcoming that new life to the world is a joy for parents. But being able to step away from work to care for the baby can vary significantly depending on your job and where you live. Being that CapRelo is a global mobility company that helps companies and individuals relocate throughout the world, we wanted to take a look at the family leave laws on a global scale.



We felt this was particularly an important subject to cover as this impacts many families involved in the relocation process. Not only do these families have to adjust to their new surroundings, but they also have to adapt to new laws regarding maternity, paternity, and paternal leave, if applicable. For this study, we focused on the family leave laws in the 25 countries with the highest GDP as well as the members of the European Union in order to get a variety of countries throughout the globe. Information was taken from government websites, an ILO report, and WageIndicator.org.

Countries with the best family leave

Consider yourself lucky if you’re in the following countries that provide generous maternity policies: Australia, Poland, Bulgaria, and Sweden. For dads, paternity laws in these countries were some of the best in the world: Finland, Slovenia, Lithuania, Sweden, and Brazil.

Swedish parents are lucky in that they are entitled to 480 days of paid parental leave when a child is born until the age of 8. During 390 days out of 480, they are entitled to 80 percent of their regular wages, and the remainder at a flat rate. Fathers in the Netherlands actively participate in “Papadag” (daddy day), which is a day off of their workweek during paternity leave to spend taking care of their children. The driving force behind this is to promote a better work-life balance and equality in parenthood.

In regards to pay, we were pleased to find that the majority of countries pay 100 percent (or close to) of the wages to the mother and father during their leave.

Countries lacking in family leave

Interestingly, many countries do not have laws that give significant leave time for mothers or fathers. This can be a difficult reality for parents. The United States, for instance, has one of the worst policies in that there is no mandated leave for mothers and fathers. With that being said, maternity and paternity leave is up to the employer's discretion which can be a positive or a negative.

One pattern that was fairly consistent was the lack of leave time for fathers. Paternity leave is almost always lower than maternity leave, but it was surprising to see how little some fathers actually get. According to our research, the following countries have no mandated paternity leave in place for fathers: Japan, Germany, India, Russia, Switzerland, Croatia, Czech Republic, Austria, Ireland, Malta, Cyprus, and Slovakia. Some countries, such as Mexico, Saudi Arabia, Taiwan, Korea, and Indonesia, have below-average maternity leave laws.  

Takeaways

Overall, the statistics we found show that family leave laws can vary significantly throughout the world. It’s no secret that this is a passionate and important subject regardless of the country someone lives in. Mothers are almost always allowed longer leaves, but paternity leave has been growing in recent years. Even if you have little control over your next country of residence, it’s vital to understand these policies and take them into consideration. However, no matter the family leave laws, a new baby is a wonderful (if maybe stressful) thing for new parents.

Relocating Employees with Families

 

Topics: employee engagement, human resources, employee benefits

Stop by to See Us at SHRM 2017

Posted by Amy Mergler on Wed, May 31, 2017

Visit CapRelo in Booth 3120 at SHRM 2017

Society for Human Resource Management Annual CONFERENCE & EXPOSITION

When: June 18th - 21st

Where: Ernest N. Morial Convention Center, New Orleans, LA

Attendees: Dan Keating, Pete Larkin and Scott Williamson

The SHRM Annual Conference & Exposition is the largest HR event in the world. Thousands of HR professionals will attend this year's conference, which will will feature more than 200 concurrent educational sessions in six learning tracks; exciting keynote speakers; provocative master series sessions; networking opportunities; and a performance by Harry Connick, Jr.

Come by and see us in the Exposition Hall in Booth #3120 to learn more about how CapRelo:

  • Keeps employees, business and life in motion
  • Achieves your strategic goals and delivers solutions that are unique to your business and global mobility needs
  • Treats you and your employees with care and respect

We would love to talk to you we can support your HR staff in getting your key talent in the right place at the right time. Stop by our booth and enter to win an Amazon Echo! Click here to enter now.

 

Meet with Us at SHRM 2017!

 

Topics: SHRM, talent management, CapRelo Employees, human resources

Are Relocation Package Exceptions Burning Out Your HR Staff? (Part 3)

Posted by Amy Mergler on Thu, Nov 19, 2015

Stretched to the breaking pointA group move or other circumstance that requires many employee relocations take place at the same time stretches the resources of your HR staff even thinner. What can you do to keep relocation package exceptions from stretching them to the breaking point?

Learn more about developing relocation policies in our free guide.

Negotiation Exceptions to a Relocation Policy

Sometimes, a relocation policy exception is needed. Maybe a mid-level employee has proven extremely valuable in his position and your company is willing to go above and beyond to keep him. Maybe he has kids, aging parents or a hard-to-sell home.

Your relocation management company should understand your company’s main needs and core values to negotiate relocation package exceptions on your behalf. Of course, your HR staff will have the final word on exceptions to relocation policy. But your relocation company can hammer out the details to create a win-win scenario with the HR staff and upper management is likely to approve. Just think about how much time this can save your HR staff! Because all exceptions will be well justified, it will be easier to stay within budget and maintain company morale during the move.

Customer Assistance through Relocation Providers Who Understand

Beyond managing employee home sale details, another area your HR staff may falter is in lining up supply chain partners for relocation services.

Your HR staff may (or may not) have contacts in the relocation industry such as household goods movers to call on, but they probably don’t have the manpower to make sure those partners are providing the level of customer service needed to keep top-level executives happy.

A relocation company can act as the primary contact between relocating employees and relocation service providers to ensure your employees get the level of service they expect.

For instance, when furniture belonging to one top executive arrived at her new home damaged, the relocation management company was able to break standard operating procedure to schedule a service call for repair after hours. The executive didn’t have to miss work and sit around waiting for the repair team to arrive, nor did she have to be without her furniture for any length of time. These are the types of details your HR staff simply may not have the time or expertise to address.

Tax Gross-Up Assistance

Your HR staff is not made up of professional relocation service providers – or bookkeepers. Your bookkeeping staff may not be versed in the nuances of tax gross-up and relocation tax. A professional relocation management company not only maximizes your employees’ productivity during a move, it can boost the productivity of your bookkeepers and upper-level management by handling all tax details and coordinating with your bookkeeping department and tax accountants to file the appropriate paperwork.

Don’t let relocation policy exceptions drag down and burn out your HR staff. Re-evaluate your existing relocation policy to determine how you can leverage the expertise of your relocation management company to minimize the drain on your HR staff resources.

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Topics: relocation process, human resources

7 Keys to Employee Relocation: A Cheat Sheet for HR Managers

Posted by Rick Bruce on Tue, Feb 05, 2013

sold_home-resized-600.jpgYour relocation program can help or hinder your efforts to hire and/or retain talented employees. A competitive relocation package is a necessity, as there is often a natural reluctance for some employees and/or their families to move to a new location.

The Human Relocation Factor

It is imperative that you design a relocation package that addresses and minimizes employee and HR personnel stress. Write your relocation policies to be attractive to transferees at all authority levels on the organization chart.

Including valuable relocation features reduces or eliminates the common "fear of the unknown" involved in a major move. Try to understand that, often, the employee's family members exhibit more stress than the transferee himself/herself. If possible, address this potential with features that instill positive feelings in the transferee's family members.

Our free article addresses the special considerations associated with relocating employees with families.

Providing home selling advice, along with financial incentives, can address this natural human factor in a positive manner. Connecting the employee with a real estate agent familiar with relocation necessities and familiarity with mortgage loan sources often removes transferee concerns about housing issues.

Keys to Competitive Employee Relocation Programs

Consider components to make your relocation package equal to or better than your competition when you want to hire and keep the best employees. You can use these suggestions as a guide or checklist to ensure your company is offering what talented employees want most.

  1. Equitable compensation adjustments if the new location cost of living is higher than the transferee's current home base.
  2. Using a top professional relocation firm to work with you and your transferee to ensure a low stress, successful change of location.
  3. Loss-on-sale reimbursement benefits for the sale of the transferee's home.
  4. Paid house-hunting trips, preferably two, enabling the employee and his/her spouse to view appropriate homes and become familiar with acceptable new location neighborhoods.
  5. Professional assistance by a relocation savvy real estate agent, and up-to-date resources for competitive, professional mortgage loan options. .
  6. Moving and travel expense reimbursement so the transferee's personal property is moved professionally and minimizes expenses for the family to travel to the new location.
  7. Compensation for time off needed to house hunt, for moving days and to get settled in the new location.

If feasible, consider offering financial assistance to transferees to assist with qualifying for a new mortgage or making the required down payment. These key components reduce transferee stress and result in more successful relocations.

You should also be totally positive when discussing relocation with all potential new hires and transferees, to help them adopt an equally positive feeling about the upcoming move. These keys help HR staff and companies enjoy consistent success in hiring and retaining valuable employees after a relocation, discussed in detail in our article on employee retention

This checklist represents the minimum valuable features you should consider for your relocation program. Your industry or competition may indicate the inclusion of one or more additional components to ensure relocation success. The increasing popularity of top relocation firms is testimony of employers' desires for a cost-effective, low administration, stress free and productive employee or new hire move.

 Relocating Employees with Families 

Topics: corporate relocation program, human resources, relocating employees

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