Employees caring for aging parents or sick loved ones is on the rise and so it’s critical to understand the needs of these employees at work. Boomers and GenX are shouldering the brunt of caregiving, spending close to 20 hours/week taking care of loved ones. Millennials, who are in the midst of career growth and likely taking care of young children, are also being folded into the sandwich generation at alarming rates. Read more here on supporting this cohort.

We all know by now that the Employee Value Prop (EVP) has changed dramatically. Companies that don’t evolve won’t top of mind with the best talent. This McKinsey report highlights a key cohort, parents and caregivers, and their needs for attracting and retaining talent in 2022 and beyond.

Supporting dads (and non-birthing parents) in your organization is equally as important as the mom. Studies show it’s better for mental health, greater empathy in the office, better for marriages and, ultimately, the bottom line. Don’t just check the box on parental leave for dads, make sure they’re encouraged to take it. What are your companies doing to encourage men to take the leave and parent out loud?

Between formula shortages, travel headaches and TSA issues, it’s not always easy for new breastfeeding moms to travel for work. Take the pressure off and offer breastmilk shipping options like Milk Stork.

What are the other ways to think beyond parental leave when it comes to benefits- let’s chat!

The Great Resignation is in full swing and 40% of parents are open to or actively seeking new jobs.

What is one of the TOP benefits that will move the needle? 81% of working parents say a company’s childcare benefits are important to the job consideration process. Read more here.

One law firm’s success story in adding to the new parent’s support at work: the Ramp Down/Ramp Up Parental Leave Policy. It’s a giving employees more natural way to integrate back to work. Read more from SHRM.