When my partner and I welcomed our first child into the world, he managed to take a mere two and a half weeks off from work. It felt as if I was quickly wheeled out of the operating room post C-section, blinked, and suddenly found myself saying goodbye from a rocking chair in our living room. I was still recovering from surgery, trying to navigate the stairs in our home, and utterly terrified at the thought of being alone with our newborn for the first time.
That evening, when he returned, he found me right where he left me. I had managed to change diapers, clean bottles, and take a brief moment for myself. Just when I thought I couldn’t feel more exhausted from the relentless sleep deprivation, I somehow found a way to reach a new level of fatigue.
Fast forward a couple of years, and our second child arrived. This time, my partner took six weeks off. By then, I had healed and was adjusting, but juggling two little ones was a whole new challenge. Although six weeks was a significant improvement over the previous stint, especially considering most of his colleagues took far less time off, I still wasn’t prepared for the long hours alone with the kids. Anyone who has been a parent knows those hours can stretch on indefinitely, often filled with tears.
Not only did I crave my partner’s assistance, but he also wanted to spend more time bonding with our new baby. This crucial bonding period is beneficial for fathers as much as it is for mothers, and it’s disheartening that our society doesn’t fully recognize or encourage this.
The Family and Medical Leave Act (FMLA) mandates that employers with at least 50 employees provide eligible employees with 12 weeks of unpaid leave for certain family and medical reasons, including the birth or adoption of a child. However, established back in 1993, the FMLA is severely outdated and only covers about 60% of the private sector due to its stipulation regarding employee numbers. Even more concerning, only 16% of eligible employees took leave under the FMLA in 2011. And let’s not forget—it’s unpaid. It’s not a sick leave policy; it’s the bare minimum for maternity leave, essentially stating that your employer can’t fire you for 12 weeks if you’re dealing with an approved medical or family issue. This is simply unacceptable.
Fortunately, some companies are stepping up to provide better support for their employees and the greater community. For example, tech firm Workday offers childcare, along with 100 days of paid maternity leave and 60 days of paid paternity leave. Patagonia, known for its outdoor apparel, has a 100% retention rate of female employees returning after childbirth, largely due to their family-friendly benefits like onsite childcare and comprehensive medical leave. They even transport older children to the office after school, allowing them to connect with their parents. How incredible is that!
Progressive companies that prioritize working parents often see a more equitable representation of women in upper management, as mothers no longer feel they must sacrifice career aspirations for family life. Fathers benefit from quality time with their children, creating a win-win situation for the entire family.
The argument that offering such support is a burden on companies is unfounded. When Patagonia analyzed the costs of running their high-quality onsite childcare facilities, they discovered it represented a mere 0.005 percent of their total expenses. While more companies, especially in the tech sector, are enhancing their parental leave policies, these improvements still don’t reach a significant number of Americans who desperately need them, especially when childcare can exceed your monthly mortgage payment.
Every developed nation has a better system for supporting working parents than the United States. For all the claims that America is “the greatest country in the world,” we certainly seem far from having our act together. If we genuinely value “family values,” why aren’t we doing more to assist families? Especially when it’s proven to be beneficial for businesses.
We need to do better. Will we? Likely not, given that this country often prioritizes “job creators” over the very individuals who keep these businesses running—those doing the actual jobs. Anyone who dares to request what other developed nations provide for parents is often shamed for wanting a handout, while simultaneously being told by leaders to have more children. It’s a frustrating contradiction.
So, here I am, venting into the void. Maybe, when I re-emerge, working parents will finally receive the support they need and deserve. For those interested in family planning alternatives, you can check out our post on at-home insemination kits here for more insights. For an authoritative source on related topics, visit Modern Family Blog. For further information on IVF and related treatments, this NHS resource is excellent.
In summary, it is high time we advocate for better support systems for working parents, recognizing the value it brings not only to families but also to businesses and society as a whole.