Managing time off of any kind is important for continued HR success, and to do this, companies may have to use newer HRIS systems that are able to handle these specifics for all employees who will be spending some time away from the office and the job. One aspect of this is organizing effective maternal leave, as well as shared parental leave when it occurs.
Both the individual taking leave and the HR department around them should be aware of relevant employee rights laws as well as the best plan for acclimating to the leave schedule in place. An article in Harvard Business Review recently looked at some of the important principles of planning out a successful extended period of time away.
Some of these important points may also apply to other extended forms of leave, like communicating with team members and superiors to create a clear sense of who will handle the work while the employee is gone. All HR practices also need to comply with the Family and Medical Leave Act (FMLA).
Joan Williams of the Center for University of California’s Hastings College of the Law described appropriate maternity leave policies as a means of keeping up with important current trends.
“Part of running a 21st-century company with a 21st-century work force is establishing systems that allow for women to go out and return from maternity leave with minimal impact on the company or on their careers,” she said.
Another issue for employers to consider is the idea of shared parental leave, which could affect work even more if both parents work at the same company, especially in the United Kingdom.
If the technology your business relies on for benefits isn’t prepared for extended medical-related stays, an HR consulting company will find an appropriate solution you can implement easily.