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Related: Editorials & Other Articles, Issue Forums, Alliance Forums, Region ForumsWhy Spotify’s Family Leave Policy Is Actually More Generous Than Netflix’s
Why Spotify’s Family Leave Policy Is Actually More Generous Than Netflix’s
BY BRYCE COVERT NOV 19, 2015 2:35PM
On Thursday, online music streaming company Spotify announced that it will offer all full-time employees around the globe six months of parental leave at their full pay. The policy can be used until a child turns three. Both mothers and fathers are encouraged to take the full time off, although there is also an option to split the leave up into chunks over that time frame.
The announcement makes Spotify the second-most generous technology company in the United States when it comes to parental leave benefits, at least on paper. In August, Netflix announced that salaried employees will get unlimited leave for up to a year. In theory, that gives new parents the ability to take an entire year off.
But the reality could very well be different. Giving unlimited time off doesn’t actually send the message that employees should take the full amount of time allotted, as with Spotify’s benefit. If new parents are given a clear six months and encouraged to take the whole time, they know they are leaving something on the table if they only take five. But with leave that has no parameters, taking less than a year may not feel like giving up something that an employee has earned. Americans are already notoriously bad at taking all of the time off that they get through work.
~snip~
Spotify’s roots are in Sweden, a country that guarantees that employees get up to 480 days of paid leave. It also requires fathers to take at least two months or forfeit his benefits, which has increased their use of leave and helped the country’s working mothers.
Full article:
http://thinkprogress.org/economy/2015/11/19/3724126/spotify-paid-leave/
BY BRYCE COVERT NOV 19, 2015 2:35PM
On Thursday, online music streaming company Spotify announced that it will offer all full-time employees around the globe six months of parental leave at their full pay. The policy can be used until a child turns three. Both mothers and fathers are encouraged to take the full time off, although there is also an option to split the leave up into chunks over that time frame.
The announcement makes Spotify the second-most generous technology company in the United States when it comes to parental leave benefits, at least on paper. In August, Netflix announced that salaried employees will get unlimited leave for up to a year. In theory, that gives new parents the ability to take an entire year off.
But the reality could very well be different. Giving unlimited time off doesn’t actually send the message that employees should take the full amount of time allotted, as with Spotify’s benefit. If new parents are given a clear six months and encouraged to take the whole time, they know they are leaving something on the table if they only take five. But with leave that has no parameters, taking less than a year may not feel like giving up something that an employee has earned. Americans are already notoriously bad at taking all of the time off that they get through work.
~snip~
Spotify’s roots are in Sweden, a country that guarantees that employees get up to 480 days of paid leave. It also requires fathers to take at least two months or forfeit his benefits, which has increased their use of leave and helped the country’s working mothers.
Full article:
http://thinkprogress.org/economy/2015/11/19/3724126/spotify-paid-leave/
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Why Spotify’s Family Leave Policy Is Actually More Generous Than Netflix’s (Original Post)
think
Nov 2015
OP
yeoman6987
(14,449 posts)1. They're both good. Heck better then federal that gives 6 weeks.
I won't knock either one.
think
(11,641 posts)2. Considering only 12% of the American workforce is offered paid family leave &
that it is mostly offered to higher paying positions it's pretty darn fantastic!....
yeoman6987
(14,449 posts)3. Absolutely!
The article is weird. Instead of pitting the companies against one another. A nice article exposing the two programs and their successes in both programs may spur other companies to take either program. But the article begins negative which to me is a lost opportunity.
