- Research shows that young mothers return to work on back of a strong paternity leave policy
- Cos use terms like primary or secondary caregivers to break the gender-parental leave link.
- Being gender-neutral also helps in tackling biases concerning childcare.
MUMBAI: The war for talent is playing out in a big way as companies outplay each other on employee benefits. Of these, paternity or childcare leave to the secondary caregiver parent has emerged as one of the key attractions. Salesforce, the Bay Area tech giant, is the latest to set a new benchmark on paternity leave and emerge as a company that offers the largest quantum so far — three months — of secondary caregiver leave.
Recently, Microsoft increased its paternity leave to six weeks. Early this year, Cummins India had set a new benchmark among manufacturing firms by raising its paternity leave to one month.
This comes when most other companies offer 10 days to two weeks as paternity leave. For firms like Salesforce, an attractive paternity leave of 12 weeks is expected to assist in talent acquisition, especially since the firm is on the lookout for skilled people. Jnanesh Kumar, director, Employee Success (India), Salesforce, said, “We believe offering paid paternity leave is the right thing to do, the right way to treat our employees. Becoming a new parent is a huge undertaking.