Sportsbet's Head of Public Policy & Reputation, David Jancik, featured in WORK180 article on parental leave.

🚨New benefit alert!🚨 Interflow has enhanced its parental and carers’ leave policies to better support employees during life’s important moments. 🎉 ✨ Paid parental leave for primary carers increased from 12 to 16 weeks ✨ Paid parental leave for secondary carers increased from 2 to 3 weeks ✨ Paid leave for miscarriage increased from 5 to 10 days These changes mean more time for families, healing, and support when it’s needed most. 💜 Check out the other benefits Interflow offers its people here: https://lnkd.in/gTAHciBP #WORK180 #EndorsedEmployerForWomen #GenderEquality #Equality #Diversity

🚨🍼 Equal parental leave is more than a benefit — it’s a strategy. In today’s talent market, forward-thinking employers are levelling the playing field for all parents — regardless of gender or pathway to parenthood. More companies are enhancing their parental leave offer not just to attract talent, but to create real stickiness — building cultures where people feel seen, supported, and more likely to stay. ⬇️ Here’s a great roundup of UK employers leading the way: 🔗 https://lnkd.in/enP_JCns #ParentalLeave #TalentAttraction #StickyCulture #InclusiveWorkplaces #Elev8People

I mean, how hard is it to publish your parental leave policies on your company website? It’s one of the simplest, most effective steps you can take to attract talent. It saves candidates from having to ask awkward questions in interview (and risk harming their chances). And it signals that you’re serious about gender equality, not just paying lip service to it. Such a small change. Such a big impact.

165 employers now offer equal parental leave for dads and partners, report finds The report from Parenting Out Loud found that, of the 165 employers with EPL, 72 allowed up to six months fully paid paternity leave.  https://lnkd.in/e6t8rZ9u

Why do so many mothers NOT return to work after parental leave? It’s not a lack of ambition. It’s systemic barriers. The 4 biggest reasons: 1️⃣ Identity shifts after parenthood 2️⃣ Lack of workplace flexibility & support 3️⃣ Career misalignment and stalled progression 4️⃣ Childcare that’s too expensive or unavailable When workplaces fail to address these, they lose talent, retention, and trust. 👉 Want mums to come back? Create cultures that support them. 💬 What barriers have you seen in your organisation? Comment below. #WorkingParents #WomenInLeadership #FutureOfWork #FlexibilityAtWork #ReturnToWork #EmployeeWellbeing

👏 “Loud and proud”: UK summit kicks off new conversation for working dads This is exactly the kind of shift we need to see more of, a deeper conversation about men, fathers, and the role workplaces play in supporting caregiving responsibilities. Some standout takeaways: The Parenting Out Loud summit called for a new model of masculinity, encouraging men to take all available parental leave, be open about caregiving commitments, and challenge norms. The “motherhood penalty” was cited, women with children earn ~a third less per week and 20% less per hour compared to men with children. In global comparisons, the UK’s paternity leave ranks 40th out of 43 — showing just how far we’ve got to go. Amazing work Parenting Out Loud Elliott Rae 👏🏻 Let’s keep pushing for that conversation to be loud and proud, not just for working dads, but for all working families. 🔗 https://lnkd.in/eWfn5PSa (Optional soft mention) If you want to hear more about how we support working parents & inclusive culture, just drop me a message.

📈 New research by Helen Sachdev, Director at WOMBA, reveals that 64% of dads find returning to work after parental leave the hardest part of their journey with many lacking the support, communication and flexibility they need to thrive. Helen calls for a shift in how organisations and policies support all parents, recognising that empowering dads is key to building truly inclusive workplaces. 💬 Are we doing enough to support dads in the transition back to work? https://lnkd.in/epp2AG_f #WorkingParents #ParentalLeave #DiversityAndInclusion #FutureOfWork #Fatherhood #WorkplaceWellbeing #Parenthood #InclusionAtWork #Leadership #EmployeeExperience #Equality #WorkLifeBalance #HRStrategy #WOMBA #ReturnToWork #GenderEquity

The transition back after parental leave can be big, so we’ve made it a little gentler. For the first four weeks back, parents can now work 75% of their hours while receiving 100% pay (with full super and leave entitlements). It’s a small change that gives parents space to settle back in, balance home and work, and feel supported through one of life’s biggest shifts. At Bank First, we also provide 12 weeks of paid parental leave, on top of government entitlements, and continue to pay superannuation for up to 52 weeks. Because inclusion also means making these moments a little easier. #ParentalLeave #Inclusion #Support

Managing parental leave in your organization? The COO of Healthy Horizons (who expects 22% of their workforce to go on parental leave in the coming year) shares four steps for building a leave plan without any disruptions: > Normalizing leave > Sharing the work strategically > Planning transitions early > Staying connected while being respectful Check out the full breakdown on these four ways to incorporate parental leave in your company’s culture: https://bit.ly/4pX2SOt