Family planning

Family planning benefits will come to more jobs in 2022

Employees with families want more from the workplace in 2022, and it’s in employers’ best interest to give it to them.

Parents make up 40% of the workforce, according to recent data provided by child benefit platform, Cleo. And not only have they been the hardest hit by the pandemic – due to insufficient childcare options and family planning benefits – but they are the demographic group expected to see the most additional change at work. In the coming months.

The pandemic has brought every employer in the households of their employees, according to Sarahjane Sacchetti, CEO of Cleo. And what they saw made them rethink the kind of support they were providing.

“First and foremost, employers pay absolute attention to families,” says Sacchetti. “From very large Fortune 50 companies to very small not-for-profits, employers of all kinds are investing in [family support]and COVID has been a huge accelerator.

Read more:Provide employees with better benefits

Previously, family planning benefits were perceived as an advantage or a privilege – an advantage that was not too common. In 2019, about 478 companies worldwide offered family-building benefits, including adoption, foster care and fertility benefits, according to data from the Fertility Insights Platform. FertilityIQ. That number started to grow, growing 8% year-over-year until it hits around 800 companies by 2021.

“There will be winners and losers among employers who understand our outdated view of how we support families,” Sacchetti says. “The workforce of today and tomorrow includes fathers, LGBTQ parents and single parents who are looking for more flexible solutions.”

The same growth can be observed with regard to paid maternity and paternity leave. Only 20% of private sector workers had access to paid family leave in early 2020, according to the Bureau of Labor Statistics. Today, more than half of companies offer paid maternity leave, 45% paid paternity leave and 35% paid extended family leave (for biological births as well as adoption and surrogacy), and this growth is expected to continue, according to data from SHRM.

Read more: The true value of a fertility and family building allowance

To account for all of these changes, the New Year may also bring new positions and job opportunities at progressive companies to guide employees through their new benefits and offerings.

“Some of the employers we serve today already have these teams called Family or Caregiver Support,” Sacchetti says. “And [it’s because] employers are thinking about parents far more than ever before, whether it’s pediatric mental health, specialist diagnosis or just support for the carer themselves. These will be the big trends as we enter 2022.”