Tag: paternity leave

Fatherly pushes for universal paid paternity leave, provides resource for U.S. dads

For being such a progressive country, the United States can be downright dismal when it comes to many family policy trends.

The vast majority of developed nations in the world guarantee paid parental leave after the birth of a baby–in the least, two months in Ireland; at the most, more an one and one-half years in Estonia.

Related: Parental leave isn’t a privilege, it’s a necessity

In the U.S., former President Donald Trump made headway in 2019 by signing a law that guarantees federal employees up to three months of paid parental leave for the birth, adoption, or fostering of a child. But it only applies to federal employees.

The U.S. Family and Medical Leave Act guarantees up to three months of parental leave within a year if the leave hasn’t already been used for personal medical reasons, and that leave is unpaid. Nine U.S. states have enacted paid parental leave law. Otherwise, it is up to employers to provide paid leave.

Related: Parental leave benefits employers, too

As of 2020, 55% of employers provided any sort of paid parental leave, 45% of which offered paid paternity leave. This represented a jump of 15% in just one year and 30% in three years (just 25% of employers provided paid parental leave in 2015 and 40% of employers  in 2019).

This is encouraging but not enough. This has long been among API’s top areas of advocacy, and we have many allies.

Mike Rothman, cofounder of Fatherly, testified to the U.S. House of Representatives’ Ways and Means Committee on May 27 in support of paid leave.

Fatherly is a unique digital platform, specializing in independent and non-partisan journalism with a mission to empower men to live fulfilling lives as nurturing fathers.

“At its core, Fatherly understands that in an economy in which both parents are working, empowering men as caregivers is crucial. By giving them the tools and community, we aim to help remove cultural stigmas around caregiving work.” ~ Read Our Written Testimony to the House Ways & Means Committe on Paid Leave, Fatherly

Fatherly is filling a void left wide open between the unmistakable amount of research underscoring the vital importance of involved, nurturing fathers…and a mainstream U.S. culture that sorely lacks in supporting the fathers that are children need.

Related: Parental presence a compromised human right

Universal paid paternity leave is part of that missing support, and Fatherly has organized an impressive resource, “The Fatherly Guide to Parental and Paternity Leave,” to help parents navigate the state of parental and paternity leave in the U.S.

You’ll learn how paternity leave builds confident fathers, how to talk to your unsupportive boss, strategies for the challenges you may encounter during paternity leave, how to prepare for your return to work after leave, and more.

Most importantly, you’ll be engaged in important advocacy for yourself, your family, and fathers everywhere by challenging the status quo and requesting parental leave as a father, and then by sharing this link with other fathers and fathers-to-be in your life.

That’s how meaningful change happens. Policy shifts when the voices in support of positive change grow loud enough. This Father’s Day, let your voice be heard.

Parental presence: A compromised human right

free images com - Sona PsotovaA little more than half of all babies in the United States — 53% — are born into families that income-qualify for WIC, a federal supplemental nutrition program that serves low-income pregnant, postpartum and breastfeeding women and their children from birth to age 5 in the United States.

Think about that for a second: Half of all U.S. babies are born into low-income families, the population segment least likely to be able to take parental leave of any type — paid or unpaid — after the birth of a baby.

We like to think that the U.S. Family and Medical Leave Act (FMLA) covers all families so that even if a couple does not get paid maternity and paternity leave, they can at least take off some time from work without losing their jobs. This isn’t remotely true.

Unless you work for an employer with more than 50 employees within 75 miles of the company, you are not even guaranteed leave under FMLA after the birth of your baby — even unpaid. (There are some state laws that do guarantee maternity and paternity leave, usually unpaid, for companies with fewer employees, but there is nothing consistent from state to state.)  That means that millions of moms, if they are not employed by large companies, risk losing their jobs if they stay home for the medically recommended 6 to 8 weeks following childbirth.

I’ve known moms who’ve been forced by their circumstances to go back to work at 1 week postpartum, or even sooner.

This is a tragedy of human rights in itself, but what does this do to the mother-baby bond?

Bonding time with a newborn in the early months isn’t just a “nice thing” to have or for a mom to get to do if she’s privileged enough. That mother-baby bond — whether secure, shaky or absent — has a significant impact on the trajectory of that child’s life…not only through childhood and in school, but who that child will grow up to be, what socioeconomic status he or she will have, and how he or she will be as a parent, employee and fellow member of society. Just think of what the future may hold for any of those 53% of U.S. babies born to mothers who are not even guaranteed time off from their jobs for even a week after childbirth — let alone the minimally acceptable 6 weeks that is still woefully short of what research shows to be the key bonding time during the newborn months.

Privilege shouldn’t have anything to do with parental leave — paid or unpaid. Because presence, or lack thereof, can have such great influence on the future of each baby born, parental leave is a human right that should be granted to every mother and father, and parental presence is a human right for every newborn baby.

So first the United States needs to work on guaranteeing that all parents have access to at least parental leave after the birth of a baby. But a very close second is to ensure that all parental leave is paid.

Right now, only 12% of U.S. workers in the private sector have access to paid family leave, according to the U.S. Department of Labor. This means that for the millions of moms whose jobs are protected under FMLA, they still likely cannot take off work for the 6 weeks to 3 months allowed because they cannot afford to do so. Their parental leave is not unprotected as is the case with many low-income parents whose jobs aren’t even covered by the FMLA, but it is still under-protected in that they cannot enjoy their full rights and their bonds with their infants may still suffer.

apm logoOur goal at Attachment Parenting International (API) is to keep the discussion on parental leave moving forward, while supporting mothers and fathers no matter whether they have access to paid or unpaid parental leave or even no leave. We were able to generate great momentum during our Attachment Parenting Month in October 2015 with activities centered on the theme of “Parental Presence: Birthing Families, Strengthening Societies.”

Leave-Presence cover - smallIn the latest issue of The Attached Family, we provide a recap of these AP Month editorial pieces as well as a few new articles, with features on:

We hope that this issue of The Attached Family will inspire you to find ways to balance your child’s attachment needs with your family’s financial needs, as well as to join in the national and international discussion on parental leave as a human right to be guaranteed to all families — no matter their employer size or personal financial resources.

donate buttonHelp API continue being able to offer The Attached Family free of charge as an online magazine to families around the world. API is a nonprofit organization and depends on your tax-deductible donations. Even $5 goes a long ways!

 

*Top photo source: FreeImages.com/Soňa Psotová