{ "media_type": "text", "post_content": "I found out today that my employer doesn’t offer any paid parental leave (maternity or paternity). This isn’t a major issue now, but my wife and I are planning on trying in a year or so from now. How many other employers don’t offer any paid leave at all? Coming from public accounting this seemed outrageous to me, but curious to see what other companies are like.", "post_id": "6100a6a936e9530021149a43", "reply_count": 21, "vote_count": 2, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

I found out today that my employer doesn’t offer any paid parental leave (maternity or paternity). This isn’t a major issue now, but my wife and I are planning on trying in a year or so from now. How many other employers don’t offer any paid leave at all? Coming from public accounting this seemed outrageous to me, but curious to see what other companies are like.

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Crowe has 6 weeks. Just extended my leave on the day I was supposed to return by giving notice.

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BDO just announced both parents get 9 weeks.

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What do you mean by both parents?

That seems highly unusual in 2021. Deloitte is 16weeks.

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GT has 12 weeks off for all parents

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I thought ya’ll cant just take unlimited PTO

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That’s tough. That was something important for me when I was looking for a new job. EY gave me 16 and my new job has 12. You should consider whether this is something significant enough for you to consider trying to change jobs again in another year. Alternatively, with your new salary, you could probably take a couple of months unpaid and still make what you made at your old job… are there any unpaid leave options you could take?

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Legally they provide the 12 weeks unpaid leave through FMLA. We could probably afford it, however my wife is in grad school at this point so I am the primary income in our house. And my company’s health insurance plan is not good, so we would already be planning to spend a lot of money just to have a child. Adding 12 weeks unpaid would probably just be too much on top of that. So to your point, definitely something significant enough to consider looking for other opportunities haha.

Find a new job now,before you need it while the market is hot. Make it clear you quit because of the terrible parental leave so they're motivated to change the policy

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KPMG has a whopping 2 weeks for non-primary caregivers

Non-primary means if you’re taking time off but someone else is off who is full time taking care of the baby. There’s really no way for them to know this in theory (if you’re the father then it’s assumed the mother will be off for a period of time after giving birth generally but at EY when the policy used to be as KPMG described you had up to 6 months and then a year to take the leave so you could do the 2 weeks as non-primary up front and then if the mother went back to work you could take the rest after that)

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EY gives 16 weeks but I haven’t attempted to use it yet so can’t speak to actually using it.

It’s pretty straight forward! You just talk to HR, send an email to some shared services email address about 2 months before starting the leave and that’s it! Obviously you should give your teams a heads up about your plans as early as possible but the benefit is yours to take within the first year of the baby’s life

Prior employer in private (2 years ago) had 12 weeks.

I took parental leave at KPMG and got 16 weeks at 100% my salary.

I would definitely go somewhere else. I would also be making sure you have her on short term disability (not sure if it is a 6 mo or 1 year waiting period) but that could help supplement income during maternity leave.

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