Why Family Leave Matters For Startups

  • By Heather Miller
  • Published 3/24/2016

Able is proud to offer our employees one of the most generous family leave policies in the nation. Why? One reason is that a flexible family leave policy helps attract and retain employees. Think of it as an investment in your company — even if you’re running a startup.

There are other benefits far beyond your bottom line. Fathers who take paternity leave are more likely to take an active role in child-care tasks and their early interaction with their new child has longer-term benefits for a child’s learning abilities.

In recent years major technology companies like Netflix, Adobe, Apple, Google, Microsoft, Facebook, Yahoo! and Amazon have all adopted family leave policies that are 100 percent paid — challenging the norm for all U.S. businesses (currently only about 12% of American companies offer paid maternity or paternity leave according to the Society of Human Resource Management). There is also a great area for improvement in the startup community. As reported by PaperG, Inc. in a 2014 survey of 97 tech companies:

  • 0% of seed-stage companies have maternity or paternity policies
  • 50% of funded startups begin implementing such policies at Series A
  • 100% of startups have maternity or paternity policies in place by Series D or post-stage IPO

We can do better. That’s why we are publishing our family leave policy. We are proud to offer a generous and flexible policy to our employees and encourage other startups to do the same — at the very least, have a policy in place. Steal from us!

Able’s Family Leave Policy

Parental Leave (Paid)

  1. Twelve weeks for the Primary Caregiver
  2. Two weeks where the Primary Caregiver has a caesarian section
  3. Four weeks for any Other Parent

Pre-arrival Leave (Paid)

All Eligible Employees are allowed pre-arrival leave to attend to basic pregnancy-related matters in the 10-months immediately preceding the birth or placement of a child, as follows: Two weeks for Primary Caregivers and one week for Other Parents

Flex-Time (Paid)

Upon exhausting all available parental leave, a Primary Caregiver is allowed four additional weeks of telecommuting 3.5 days per week, four weeks at 2.5 days per week, and four weeks at 1.5 days per week.

Curious about how we came up with our policy? Read more at Built In Austin here.

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