paid time off/paid parental leave programs & …...7-8 years of service 9-10 years of service...
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Paid Time Off/Paid Parental Leave Programs & PracticesWorldatWork, with underwriting support from PTO Inc., conducted a survey to gauge the prevalence of paid time off programs and to better understand the practices of organizations with either PTO bank-type or traditional programs (e.g., vacation time, sick time, personal days), as well as the use of paid parental leave programs that provide paid time off to new-parent employees, separate from other paid time-off programs (PTO, vacation, sick, etc.).
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Definitions
✓Paid time off: used as a general term referring to leave granted under a traditional program where vacation, sick, personal, etc. are granted and taken separately.
✓PTO: used to refer to time granted under a PTO bank program where vacation, sick, personal, etc. are undifferentiated.
✓Paid parental leave: paid time off to new-parent employees, separate from other paid time off programs (PTO, vacation, sick, etc.).
2
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Executive Summary• The prevalence of traditional paid time off and PTO bank-type programs are holding steady.
• Organizations vary in their approach to paying for unused paid time off when an employee terminates but paying for unused PTO bank time and/or unused vacation time is the most common approach.
• One in five employees loses at least some time at organizations with “use it or lose it” policies, meaning that if the goal was to encourage employees to take as much time as possible to rest and recharge, some change to messaging, culture or approach to time off is needed.
• One in four employers are allowing employees to redirect unused paid time off to causes that are important to them.
• There is an opportunity to better leverage paid time off programs in order to attract new candidates — only two in three companies currently do this.
• Paid parental leave is on the rise among companies with a traditional paid time off program (42% compared to 23% in 2016).
• More than half of organizations offer paid parental leave programs separate from short-term disability.
• One in three organizations require at least one year of employment before an employee can take paid parental leave.
• Three in five organizations feature their paid parental-leave programs as a way to attract new employees.
3
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Use of traditional paid time off programs vs. PTO banks is holding steady, possibly due to a growing number of state and local laws that require employers provide and track a certain amount of sick leave.
52%52%56%54%
63%
71%
41%43%41%40%
33%28%
4%3%2%5%4%
1%2%1%1%1%
2019 (n=532)2016 (n=625)2014 (n=674)2010 (n=1,036)2006 (n=675)2002 (n=822)
Type of Paid Time Off Programs Offered
Traditional
PTO Bank
Other
Unlimited
paid leave
4
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Once again, the majority of organizations do not vary their paid time off programs by workforce level.
12%13%12%
5%7%7%
5%3%4%
6%7%5%
73%70%72%
2019 (n=510)2016 (n=618)2014 (n=666)
Varying Paid Time Off Programs by Workforce Level
No
Yes, program type varies by
other criteria
Yes, program type varies by
department or location
Yes, program type varies by
FLSA (or equivalent)
classificationYes, program type varies by
employee level
5
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Handling of unused paid time off varies, perhaps in part because of variance in state laws.
41%
24%
6%
49%
26%
5%4%
17%
3%
12%
42%
88%
Pay out accrued unused paid time off
when an employee terminates (n=503)
"Use it or lose it" policy (n=517) Buy back time (i.e., paying time out in
addition to regularly scheduled payroll)
(n=481)
Organization Response to Unused Paid Time Off
Yes, for our PTO bank Yes, for vacation Yes, for sick time No
6
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Plan design may be impacting the percentage of employees who do or do not use all of their paid time off in a given year.
37%of employees do not use all of their paid time off each year (regardless of Paid Time Off
program). (n=291)
19%of employees lose some
Paid Time Off at organizations who have
“use it or lose it” policies. (n=170)
7
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Part-time employees typically receive paid time off, and it is most often prorated based on the number of scheduled hours.
69% 70% 65%
22% 20% 26%
3% 3% 2%6% 8% 7%
2014
(n=447)
2016
(n=394)
2019
(n=352)
System of Paid Time Off
Allocation to Part-Time
Employees
Other
Same amount of
PTO is awarded to
part-time as full-
time
Amount of paid
time off is prorated
based on actual
hours
Amount of paid
time off is prorated
based on
scheduled hours
74%70%
77%
2014
(n=619)
2016
(n=568)
2019
(n=465)
Prevalence of Paid Time Off
Offered to Part-Time
Employees
8
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Most organizations encourage but do not require that a minimum amount of paid time off is taken each year.
8%1%
1%7%
2% 2%
61% 63%
3% 2%
26% 26%
2016
(n=568)
2019
(n=479)
No, we do not actively encourage or require
employees to take a minimum amount of paid
time off each year and are not discussing it.
We have begun to discuss actions to encourage
or require our employees to take paid time off
each year.
We encourage our employees to take paid time
off, but we do not require a minimum level of
usage.
We are required to have certain professionals in
our industry take a minimum amount of paid
time off each year.
We are not required by law to have employees
take a minimum number of days off, but we do
require that employees take a minimum number
of paid time off days each year.We are required by law to have employees take
a minimum amount of paid time off each year.
9
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One in every four employers are allowing employees to redirect unused paid time off to causes important to them.
20%
2% 2% 0%
8%
73%
Other employees
who need it
Nonprofit
organizations
To their 401K To pay down
student loans for
themselves or their
children
Other No
Ability to Redirect PTO to Other Areas(n=474)
10
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Organizations market time off benefits in similar way, regardless of whether they offer a PTO bank or a traditional program.
Yes
68%Yes
61%
No
32%No
39%
PTO Bank
(n=203)
Traditional System
(n=269)
Organization Markets Paid Time Off to Attract New Employees
11
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PTO Bank-Type Program
12
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Definition
✓PTO bank-type program: A paid time off program whereby paid vacation, personal leave, sick, etc. is combined into one category of available time off that the employee manages within certain employer guidelines.
13
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More than half of employers establish separate parental leave program outside of PTO banks.
99%
96%
90%
49%
40%
13%
7%
3%
1%
4%
10%
51%
60%
87%
93%
97%
Vacation
Personal
Sick
Parental leave
Jury duty
Holidays
Bereavement
Volunteer/community work
Instances Where Employees are Expected to Use PTO Bank (n=205)
Employee is Expected to Use PTO Separate Programs
14
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There appeared to be a slight downward trend in the number of PTO bank days employees are granted each year, but 2019 saw an uptick compared to 2016.
15
19 20
23 23 2426
28 29
1618 19
22 23 2426 27 28
16 17 18
22 22 2325 26 27
1718
19
22 2324
2627
29
Less than
one year of
service
1-2 years of
service
3-4 years of
service
5-6 years of
service
7-8 years of
service
9-10 years of
service
11-15 years
of service
16-19 years
of service
20+ years of
service
Annual Number of PTO Bank Days Based on Tenure
2010
(n=413)
2014
(n=266)
2016
(n=259)
2019
(n=187)
15
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Immediate access to PTO banks is the norm, but 90-day waiting periods are also common.
56% 56%63%
10% 9%
8%7% 6%6%
22% 23%18%
3% 3% 2%2%
2014
(n=265)
2016
(n=256)
2019
(n=202)
Eligibility to Use PTO Bank
After a specific number of days
After 1 year
After 6 months
After 90 days
Beginning of next month
Beginning of next pay period
Date of Hire
16
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There is a lot of variance in the maximum number of PTO bank hours that an employee can accumulate, but there was an increase in organizations removing a cap this year.
8%15%
8%3% 2%
6%
16% 16% 14% 15%14% 16%
4% 3% 2%6% 9%
13% 15% 18%
No Max 1x the annual
allocation
1.5x annual
allocation
2x annual
allocation
80-99
hours
100-199
hours
200-299
hours
300+
hours
Varies
depending on
tenure
Other
Maximum Number of PTO Bank Hours That an Employee Can
Accumulate
2016
(n=255)
2019
(n=204)
17
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Traditional Program
18
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Definition
✓Traditional paid time off program: A paid time off program whereby each eligible employee is allocated a certain number of paid days in separate categories, such as vacation, personal, sick, etc.
19
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There has been a near doubling of parental leave being offered as a separate category of paid time off, compared to 2016. There were also big increases in military service time and paid time to volunteer.
100%97%94%89%84%
49%
40%
35%
42%
22%
11%
2019 (n=272)2016 (n=319)2014 (n=366)2010 (n=555)
Separate Categories of Paid Time Off Vacation Time
Holidays
Bereavement Leave
Jury Duty
Sick Time
Military Leave
Personal Days
Volunteer/Community Service
Parental Leave
Family Sick Leave
Other
20
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Most organizations that have a traditional paid time off program are not considering creating a PTO bank.
Yes
24%
No
76%
Organization Considering Rolling Leave Up to PTO Bank System(n=269)
21
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Vacation
22
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Employers continued to increase the number of vacation days for new employees.
8
1213
16 1617
1920
22
9
12 12
16 1617
1920
22
10
1213
16 1617
1920
22
1112
13
16 1717
2021
22
Less than
one year of
service
1-2 years of
service
3-4 years of
service
5-6 years of
service
7-8 years of
service
9-10 years of
service
11-15 years
of service
16-19 years
of service
20+ years of
service
Annual Number of Vacation Days Based on Tenure
2010
(n=545)
2014
(n=363)
2016
(n=303)
2019
(n=220)
23
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Vacation time is most often accrued throughout the year.
71% 70% 74%
29% 30% 26%
2014
(n=349)
2016
(n=298)
2019
(n=253)
Method for Crediting Vacation Time
Yearly allocation at one time
Accrued throughout the year
24
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Most employees are eligible to use their vacation days as of their date of hire but waiting 90 days is most common for those who are not.
48% 44%52%
5%8%
10%6% 10%
6%17%
19%16%
13%12% 9%
5%3% 2%
6% 4% 6%
2014
(n=348)
2016
(n=302)
2019
(n=254)
Eligibility to Use Vacation Days
After a specific number of days
After 1 year
After 6 months
After 90 days
Beginning of next month
Beginning of next pay period
Date of Hire
25
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The maximum number of vacation hours an employee can accumulate is varied, but most common are one times the annual allocation and 200-299 hours.
4%
14%5%
9%2%
8%
21%
5%10%
21%
4%
21%
3%8%
1%8%
19%
6%
11% 21%
No Max 1x the annual
allocation
1.5x annual
allocation
2x annual
allocation
80-99
hours
100-199
hours
200-299
hours
300+
hours
Varies
depending on
tenure
Other
Maximum Number of Vacation Hours That an Employee Can
Accumulate
2016
(n=255)
2019
(n=254)
26
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Sick
27
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The annual number of sick days has remained relatively constant for the last decade.
7
9 9 9 9 9 9 9 9
7
8 8 8 8
9 9 9 9
7
8
9 9 9 9
10 10
11
88
99 9 9 9 9 9
Less than
one year of
service
1-2 years of
service
3-4 years of
service
5-6 years of
service
7-8 years of
service
9-10 years of
service
11-15 years
of service
16-19 years
of service
20+ years of
service
Annual Number of Sick Days Based on Tenure
2010
(n=545)
2014
(n=363)
2016
(n=303)
2019
(n=182)
28
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Organizations are evenly split between giving a lump sum of sick time annually vs. having employees accrue it. There has been a decline in unlimited sick time.
40%46% 47%
48% 39%44%
12% 15%9%
2014
(n=321)
2016
(n=270)
2019
(n=217)
Method for Crediting Sick Time
Sick time is unlimited, so there is no
"crediting"
Yearly allocation at one time
Accrued throughout the year
29
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Most organizations allow employees to take sick time as of their hire date. Those who don’t most often have a 90-day waiting period.
57% 55% 59%
6% 10%8%
6% 6% 6%
19% 19% 18%
5% 3% 2%
5% 6% 6%
2014
(n=296)
2016
(n=268)
2019
(n=222)
Eligibility to Use Sick Days
After a specific number of days
After 1 year
After 6 months
After 90 days
Beginning of next month
Beginning of next pay period
Date of Hire
30
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Employees are often able to accumulate more than 300 hours of sick time, and one in five have no cap.
27%
12%
1% 3% 4% 6% 8%
18%
3%
20%20% 21%
1% 4% 3% 5% 5%
14%
1%
26%
No Max 1x the annual
allocation
1.5x annual
allocation
2x annual
allocation
80-99
hours
100-199
hours
200-299
hours
300+
hours
Varies
depending on
tenure
Other
Maximum Number of Sick Hours That an Employee Can
Accumulate
2016
(n=226)
2019
(n=221)
31
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Personal
32
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Most organizations give 3-4 days of personal time, regardless of tenure.
2
3 3 3 3 3 3 3 33 3 3 3 3 3 3 3 33 3
4 4 4 4 4 4 4
3
4 4 4 4 4 4 4 4
Less than
one year of
service
1-2 years of
service
3-4 years of
service
5-6 years of
service
7-8 years of
service
9-10 years of
service
11-15 years
of service
16-19 years
of service
20+ years of
service
Annual Number of Personal Days Based on Tenure
2010
(n=212)
2014
(n=145)
2016
(n=122)
2019
(n=95)
33
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While most personal days are given in block at one time, there appears to be a return toward accruing them within some organizations.
21%13%
21%
79%87%
79%
2014
(n=145)
2016
(n=122)
2019
(n=101)
Method for Crediting Personal Days
Yearly allocation at one time
Accrued throughout the year
34
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There appears to be an increase in allowing employees to use their personal days as of their date of hire.
54%50%
59%
4%3%
4%3%
3%
5%
21%29%
19%
6% 5% 4%
8% 9% 8%
2014
(n=145)
2016
(n=121)
2019
(n=105)
Eligibility to Use Personal Days
After a specific number of days
After 1 year
After 6 months
After 90 days
Beginning of next month
Beginning of next pay period
Date of Hire
35
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Employees are typically only allowed to accumulate their annual allocation, which is often given at the beginning of the calendar year (according to other responses).
4%
24%
2%
20%
11%
1%
39%
3%
27%
3%8%
14%
6%0%
39%
No Max 1x the annual
allocation
2x annual
allocation
Two Days Three Days Five Days Varies
depending on
tenure
Other
Maximum Number of Personal Days That an Employee Can
Accumulate
2016
(n=118)
2019
(n=104)
36
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Holidays
37
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There was a slight decrease in organizations offering Thanksgiving Friday as a paid holiday and a slight increase in offering MLK day as a paid holiday. Traditional System
2010
(n=410)
2014
(n=284)
2016
(n=291)
2019
(n=254)
Thanksgiving Day 99% 99% 100% 100%
New Year's Day 99% 100% 99% 99%
Memorial Day 97% 99% 99% 98%
Labor Day 98% 98% 99% 98%
Independence Day 97% 99% 98% 98%
Christmas Day 93% 99% 94% 98%
Day after Thanksgiving 73% 80% 79% 75%
Christmas Eve 51% 49% 52% 54%
Martin Luther King Jr. Day 38% 40% 43% 49%
Presidents' Day/Washington's Birthday 45% 35% 41% 41%
New Year's Eve 33% 30% 27% 29%
Good Friday 22% 26% 24% 21%
Veterans Day 17% 12% 18% 21%
Day after Christmas 14%
Columbus Day 12% 12% 15% 11%
Easter 5% 8% 7% 7%
Election Day 0%
Other 24%
38
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There has been a significant drop in offering the day after Thanksgiving and a sharp increase in offering MLK Day as paid holidays among companies with PTO banks.
PTO Bank System2010
(n=288)
2014
(n=219)
2016
(n=218)
2019
(n=200)
Thanksgiving Day 99% 100% 100% 96%
New Year's Day 99% 100% 100% 97%
Memorial Day 99% 99% 99% 97%
Labor Day 100% 98% 99% 97%
Independence Day 97% 100% 100% 97%
Christmas Day 92% 100% 94% 95%
Day after Thanksgiving 77% 76% 81% 70%*
Christmas Eve 47% 45% 49% 44%
Martin Luther King Jr. Day 36% 38% 33% 42%*
Presidents' Day/Washington's Birthday 42% 38% 38% 31%
New Year's Eve 29% 22% 25% 21%
Good Friday 13% 18% 18% 21%
Veterans Day 12% 10% 10% 12%
Day after Christmas 8%
Columbus Day 8% 8% 7% 5%
Easter 5% 8% 5% 5%
Election Day 0%
Other 20%
We do not observe any paid holidays 3%
39
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Most organizations do not offer floating holidays, but those that do offer one or two.
17% 15%
16%15%
8%5%
5%
3%
55%61%
2016 (n=522) 2019 (n=471)
Number of Floating Holidays Given Annually
We do not offer floating holidays to
employees
Varies by employee tenure
More than three days
Three days per year
Two days per year
One day per year
40
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Parental Leave
41
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Definition✓Paid parental leave: Paid leave for use by new-
parent employees to recover from the birth of a child and/or to care for or bond with a new child. Definition of “new-parent employee” (i.e., birth mother, father, domestic partner, adoptive parent, etc.) and qualifying circumstances (i.e., birth, adoption, foster placement, surrogacy birth, etc.) may vary and will be covered in this survey. ✓This paid parental leave is distinct from other paid leave
programs. While using this type of paid leave, a new-parent employee does not need to use or exhaust other paid-time-off earnings or accruals such as vacation, sick time or personal leave or PTO; however, an employee may be able to use other earned/accrued paid time off after the paid parental leave benefit is exhausted, if organizational policy allows.
42
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Definition (cont.)
✓What is not considered “paid parental leave” for the purposes of this survey?✓ Unpaid, job-protected time off. Job-protected time off that an organization may offer
new-parent employees — whether legally required to or not — if it does not include a specific paid leave benefit for new-parent employees that is paid for by the employer. While not considered paid parental leave for this survey, we will ask separate questions about these programs.
✓ Paid leave that is NOT distinct from other paid leave programs. Paid time off that requires the new-parent employee to use or exhaust other paid-time-off earnings or accruals such as vacation, sick time and/or personal leave or PTO.
✓ Short- or long-term disability (STD, LTD). Any portion of paid leave for a new-parent employee that is paid for by an employer-sponsored disability program (e.g., STD, LTD), regardless of whether the employee pays any premiums. While not considered paid parental leave for this survey, we will ask separate questions about these programs.
✓ Government/state-sponsored disability or insurance. Any portion of paid leave for a new-parent employee that is paid for by a government/state-sponsored program, including government/state programs that require contribution to the fund through employee payroll deduction. While not considered paid parental leave for this survey, we will ask separate questions about these programs.
✓ Pay that supplements partial-pay disability insurance benefits. When offered, this practice is usually intended to keep the employee’s compensation “whole” or at 100% because the insurance or disability payment only covers a portion of the employee’s pay (e.g., state-sponsored disability insurance, STD). While not considered paid parental leave for this survey, we will ask separate questions about these practices.
43
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More than 8 in 10 organizations offer short-term disability to birth mothers.
Yes
86%Yes
86%
No
12%No
14%
2016
(n=377)
2019
(n=477)
Organization Offers Short-Term Disability to Birth Mothers,
Separate from Paid Parental Leave or Other Paid Time Off
44
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More than half of organizations offer some form of paid parental leave, regardless of short-term disability offerings.
All New Parents
42%
Some
New
Parents
10%
No Paid Parental Leave
48%
Organization Offers New Parents in the U.S. Paid Parental Leave
Regardless of Short-Term Disability Offerings (n=478)
45
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There has been a decrease in organizations offering more paid parental leave than they are legally required to, it’s probably due to the increasing number of state and local parental leave laws, rather than a decrease in benefits.
70%
47%
31%
18%12%
49%
30%21% 19% 18%
We offer a longer
duration of paid
parental leave.
We offer a larger
percentage of the
employee's normal pay
rate during paid
parental leave.
We offer paid parental
leave for a broader set
of new-parent
circumstances or
qualifying employees.
We offer paid parental
leave with fewer/no
administrative
requirements for the
employee to adhere.
We only offer the paid
parental leave that is
mandated by state/local
laws.
Organization Going Above and Beyond Legal Paid Parental Leave
Requirements
2016
(n=83)
2019
(n=181)
46
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Of those with a government or state-sponsored short-term disability program, two-thirds of organizations offer supplemental pay to keep employee in full-pay status during covered portion of parental leave.
Yes
63%
Yes
72%
No
37%
No
27%
2019 (n=158)2016 (n=77)
Employer Offers Supplemental Payment to Ensure Employee
Receives More or All Pay During Government/State-Sponsored
Disability/Insurance
47
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Part-time employees are more likely to be eligible for job-protected leave than they were just three years ago.
3%
8%
21%
25%
57%
70%
94%
94%
98%
2%
2%
17%
56%
76%
76%
94%
98%
Other
Grandparents
Step parents
Individuals acting "in loco
parentis"
Foster parents
Domestic partners
Adoptive parents
Biological fathers
Birth mothers
New-Parent Employees Eligible for
Job-Protected Leave
2016 (n=124) 2019 (n=236)
NEW!
100%
47%
0% 1% 0%3%
99%
57%
0% 0% 0%5%
Full-
time
Part-
time
Seasonal Temorary Casual Other
New-Parent Employees Eligible for
Job-Protected Leave
2016 (n=124) 2019 (n=236)
48
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Birth mothers and primary caregivers do not often get more paid parental leave than other types of parents.
Yes
30%Yes
25%
No
70%No
75%
2019 (n=237)2016 (n=123)
Birth Mothers Receive Extra
PPL (excluding disability)
Yes
20%Yes
15%
No
80%No
85%
2019 (n=235)2016 (n=123)
Amount of PPL Dependent on
Primary Caregiver Status
49
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Employees typically receive their normal salary for the entirety of their parental leave.
78%80%
16%16%
6%4%
2019 (n=237)2016 (n=122)
Portion of Normal Wages Received While on Paid Parental Leave
Partial salary for full leave
Full salary for part and partial salary for
part
Full salary during entire leave
50
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Paid parental leave most often commences when the baby is born.
2 Weeks
Before Due
Date
3%One Week
Before Due
Date
1%Due Date
10%
Delivery Date
48%
When State Payments
Expire
3%
When Short Term
Disability Expires
20%
Other
15%
Parental Leave Commencement (n=198)
51
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One third of organizations require at least one year of employment before an employee can use paid parental leave.
Upon Hire
38%
1-3
Months
11%
4-6 Months
15%7-11 Months
1%
12 Months or More
35%
Time Employee Must be Employed Before Eligible to Take Paid
Parental Leave (n=203)
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Most employers require that qualifying employees take paid parental leave within first year of parenthood.
Within 6 Months of
Parenthood
29%
Within First Year of
Parenthood
52%
Within First 18 Months
of Parenthood
1%
Within First 2 Years of
Parenthood
2%Other
17%
Time Employee has to Take Paid Parental Leave After Birth (n=200)
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Three in five organizations feature their paid parental leave in order to attract new employees.
Yes
60%
No
40%
Organization Features Paid Parental Leave to Attract New
Employees (n=208)
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Demographics
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Sector (n-437)
Private-sector, publicly
traded
34%
Private-sector,
privately held
41%
Government/Public
sector
7%
Nonprofit/Not-for-
profit
18%
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Organization Size (n=437)
5%
17%13%
23%
13%9% 9% 11%
Fewer than
100 employees
100-499 500-999 1,000-2,499 2,500-4,999 5,000-9,999 10,000-19,999 20,000 or
more
employees
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Industry (n=437)
10%
4%
4%
6%
10%
11%
11%
19%
Other
Retail trade
Chemical manufacturing (includes pharmaceuticals)
Information (includes publishing, IT technologies,
etc.)
Health care and social assistance
Consulting, professional, scientific and technical
services
All other manufacturing
Finance and insurance
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Voluntary Turnover (n=419)
11%
34%
25%
15%
6% 5% 4%
0%-5% 6%-10% 11%-15% 16%-20% 21%-26% 27%-40% 41% or more
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2018 Total Revenue (n=344)
10%
10%
13%
12%
12%
19%
8%
8%
2%
7%
Up to $30 million
Over $30 million and up to $100 million
Over $100 million and up to $300 million
Over $300 million and up to $600 million
Over $600 million and up to $1 billion
Over $1 billion and up to $3 billion
Over $3 billion and up to $5 billion
Over $5 billion and up to $8 billion
Over $8 billion and up to $10 billion
More than $10 billion
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MethodologyThis report summarizes the results of a March 2019 survey of WorldatWork members that gathered information on traditional and PTO bank-type programs, as well as current practices in paid parental leave, which is separate from these other programs.
On March 13, 2019, survey invitations were sent electronically to 5,222 WorldatWork members. The survey closed on March 29, 2019, with 557 responses. The dataset was cleaned, resulting in a final dataset of 532 responses. In order to provide the most accurate data possible, data was cleaned and analyzed using statistical software. Any duplicate records were removed.
The demographics of the survey sample and the respondents are similar to the WorldatWork membership as a whole. The typical WorldatWork member works at the managerial level or higher in the headquarters of a large company in North America. The frequencies or response distributions listed in the report show the number of times or percentage of times a value appears in a dataset. Due to rounding, frequencies of data responses provided in this survey may not total exactly 100%.
The full text of the questionnaire can be found here. A list of participating organizations can be found here.
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WorldatWork
• WorldatWork(www.worldatwork.org) is the leading nonprofit professional association in compensation and total rewards. We serve those who design and deliver total rewards programs to cultivate engaged, effective workforces that power thriving organizations. We accomplish this through education and certification; idea exchange; knowledge creation; information sharing; research; advocacy; and affiliation and networking. Founded in the United States in 1955, today WorldatWork serves total rewards professionals throughout the world working in organizations of all sizes and structures.
PTO Exchange
• PTO Exchange, the world’s only comprehensive and patented flexible benefits platform, empowers employees to personalize their workplace benefits. Employees can now convert unused paid time off (PTO) -- totaling over $62.2B in monetary value in the U.S. alone --into tangible goods and services such as vacations, retirement funding, student loan debt payments and charitable donations. For more information, visit https://www.ptoexchange.com.
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Contact UsGlobal Headquarters
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Washington, D.C. Office
1100 13th St. NW, Suite 800
Washington, DC 20005 USA
Telephone
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• +1 480-922-2020 (other countries)
Fax• 480-483-8352
Email• [email protected]
Website• worldatwork.org
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