Motherly®’s Post

🇸🇪 Sweden - "a global trendsetter in progressive parental leave policies" (The New York Times). This week, a new Swedish law took effect, which makes it possible for parents to transfer up to 45 days of paid leave to other caregivers (and for single parents to transfer up to 90 days). In 1974, Sweden became the first country in the world to replace gender-specific maternity leave with parental leave. The Swedish parental insurance entitles parents to 480 days (16 months) of paid parental leave when a child is born or adopted. 90 days are reserved for each parent and cannot be transferred to the other parent. In Sweden, the principle of work-life balance means that everyone, regardless of gender, should have the right to work and support themselves, as well as to balance career and family life. Learn more here: https://lnkd.in/dDZryQ_f

Sweden launched a groundbreaking new law that allows grandparents to step in and get paid parental leave while taking care of their grandchildren for up to three months of a child’s first year. The development comes after the Swedish parliament, the 349-seat Riksdag, approved last December the government’s proposal on transfer of parental allowance. This comes 50 years after the Scandinavian country became the first in the world to introduce paid parental leave for fathers and not just mothers. Under the law, parents can transfer some of their generous parental leave allowance to the child’s grandparents. A parent couple can transfer a maximum of 45 days to others while a single parent can transfer 90 days, according to the Social Insurance Agency, a government agency that administers the social insurance system - source: NBC/The Happy Broadcast on Instagram A human-centric workplace supports parents.  A human-centric infrastructure enables convenient paid childcare. A human-centric society is possible with a considered and solid foundation. #TheHumanCentricWorkplace #Workplace #SupportWorkingParents

*** Parent's leave increases to 9 weeks for those with babies under two *** PAID PARENT’S LEAVE will be extended from 1st August, increasing from seven weeks to nine. The entitlement is available during the first two years of a child’s life, or within two years of the placement of a child with their family in the case of adoption. The measures were included in Budget 2024. The leave is available to employees and people who are self-employed for £274 each week. If your child was under the age of 2 on this date 1 August 2024, then the additional two weeks’ parent’s leave can still be received. This also applies to whether your adopted child had been placed with your family less than two years on this date. Paid benefit is available during parent’s leave if you are in employment or self-employed and have enough social insurance (PRSI) contributions. Parent’s Leave is different to Parental Leave, which under EU legislation entitles parents to four months of unpaid leave from work, which can be taken in increments. Employers don’t have to pay staff while on parent’s leave although some employers may ‘top-up’ the parent’s leave. Social Protection Minister Heather Humphreys said the measure will benefit thousands of families with young children. “Time spent with a new-born child in the early months of their life is so important and the expansion of these schemes will facilitate parents in spending more time with their children during this important phase of their child’s life,” said Humphreys.  Meanwhile, Children’s Minister Roderic O’Gorman it is “so important that parents are supported to spend time with their children during those precious first few years”. Parents leave isn't parental leave, for more information please feel free to reach out for a free consultation. [email protected] or 07904591796

🌟 Let’s hear it for grandparents: Sweden has passed a groundbreaking new law that allows grandparents to access paid leave to care for their grandchildren for up to three months in the child’s first year.🌟 This initiative will not only empower parents and support families, but also boost the economy. The law: 💼 Allows parents to share the responsibilities of child care 👴 Supports work-life balance and family cohesion and fosters deeper intergenerational relationships 🌍 Increases workforce participation and productivity. Sweden continues to lead the way in empowering families and providing greater opportunities for family success, setting a global example for policies that promote lifelong health and well-being. We look forward to learning and championing new efforts to support families through the First 1000 Days Policy Coalition with Rutgers University - Center for Women and Work Advocates for Children of New Jersey and many partners working to help young children and families in NJ. Read more about the new law here: https://lnkd.in/gza5HziC #FamilySupport #PaidLeave #ChildCare #Care #CareEconomy 

An employer can usually reclaim 92% of employees’ Statutory Maternity, Statutory Paternity, Statutory Adoption, Statutory Parental Bereavement and Statutory Shared Parental Pay. If the business qualifies for Small Employers’ relief, this figure can increase to 103%. Small Employers’ relief is available if the business paid £45,000 or less in Class 1 National Insurance (ignoring any reductions like Employment Allowance) in the last complete tax year before: - the ‘qualifying week’ - the 15th week (Sunday to Saturday) before the week of the due date; - the ‘matching week’ - the week (Sunday to Saturday) your employee was told they’d been matched with a child by the adoption agency; - the date on the official notification if your employee is adopting a child from another country; or - the ‘qualifying week’ - the week (Sunday to Saturday) before the death of the child or stillbirth, for Statutory Parental Bereavement Pay. A claim for statutory payment assistance is usually made by including the claim on the Employer Payment Summary (EPS) that you submit to HMRC. You can also write to the PAYE Employer Office to ask for a repayment if you cannot set off the payments against the current year’s liabilities. You cannot do this until the start of the next tax year. You can also apply to HMRC to pay you in advance if you cannot afford to make statutory payments. Please contact us to help with any of your payroll needs.

Like much of the Niskanen Center's work, this report is thoughtful and detailed. However, it fails to adequately explore, address distributional issues facing paid family leave and other social insurance programs....CCSE work on this issue: "California’s paid family leave program has stiffed low-wage workers. Congress should ensure national social insurance programs do not." https://lnkd.in/eRzDCFXY Washington Examiner op-ed: https://lnkd.in/ewUg-Ehf https://lnkd.in/eTXkahsA #familyleave #NiskanenCenter #lowwage #inequality #progressivity #economicinclusion #socialinsurance #welfare #pulledpunches #managerialclasspersepctive

Our first 7 kids were born under the firm's old parental leave policy, which didn't include fathers. Our baby who's about to start crawling was born under the firm's new parental leave policy, which includes fathers. One good thing about the old policy was that there was no decision to agonize over. But by the time our youngest arrived, I'd been agonizing for months. It sounded something like this... You're entitled, just like firm-sponsored health insurance. Why in the world wouldn't you take family time that you're entitled to? Yeah, but taking the firm's health insurance doesn't leave your colleagues and clients in the lurch. Don't worry, your colleagues and clients are 100% supportive and will get by without you. True, but I'm still not sure I want to do that to them. And what about moving my practice forward? Your practice will wait. When are you going to have this type of family bonding opportunity again? But do we really need it? We managed without paternity leave for the first 7 kids. My wife works from home and is happy to give the baby everything he needs. The other kiddos are in playgroup or school. What would I even do all day? Are you kidding? There are a million things to do. Jobs around the house. Hold the baby. Self care. Etc. The inner debate continued, and ultimately my non-decision was my decision. I couldn't pull the trigger and take the leave. So a few days after the baby was born, I was back at the firm. And things have been great. On the home front and on the firm front. And I couldn't be more grateful for that. But the inner debate continues. Did I do the right thing? What would life be like if I'd spent that time with my family? Hard to know. #Michigator

U.S. dads are more involved in childrearing than ever, but paternity leave solutions haven't always kept up. Parental leave insurance can help. 👶 Learn how parental leave insurance empowers your SMB customers to better support the new dads in their workforce ➡️ https://hubs.ly/Q02nj3yp0

🌟 What actually is "CA-SDI"? 🌟 I wanted to share some insights about the "CASDI" program—it's fascinating and a huge benefit for Californians who contribute to it. Surprisingly, many people don't even know it exists! What is CASDI? CASDI stands for the California State Disability Insurance. If you're a W-2 employee, you've likely seen this on your paystub. Think of it as a personal insurance policy that kicks in when you need to take leave for events like having a baby, offering you paid leave! California pioneered this wage replacement program because the U.S. lacks a national paid leave program. Here are some key points: 1. Eligibility: If you've earned at least $300 in wages paid into CASDI over the last 5-18 months, you qualify for paid family leave! You can take up to 4 weeks before your due date, 6-8 weeks of disability leave, and then 8 weeks of paid family leave! Partners who pay into CASDI are also eligible! 2. Benefits Calculation: The California Employee Development Department (EDD) uses a calculator to determine your benefits, which are 60-70% of your wages based on a specific base period. Understanding all the nuances of this program can be complex. It took me six months to piece together a clear picture, and I'm here to help you navigate it! 🎉 To celebrate the start of summer, I'm offering a 20% discount on my Custom Leave Planning Calls for expecting parents! Over the past two months, I've consulted with 34 expecting parents in California. A common theme? The generic packets from HR don’t provide a personalized view of what parental leave actually looks like. If this sounds familiar, let's create a personalized plan so you can know exactly how much time you can take and effectively advocate for yourself! 🔗 I have additional resources available to help you navigate California Parental Leave. Feel free to reach out for more details! #CaliforniaLeave #ParentalLeave #CASDI #ExpectingParents #CustomLeavePlanning #CaliforniaBenefits

#PayrollFriday 🇨🇿 Czech Social Security Administration (ČSSZ) provides information about the financial support conditions for individuals who are unable to work due to pregnancy and subsequent newborn care. The benefit, officially called maternity financial aid (PPM), often referred to as "maternity allowance," covers the period of maternity leave in employment and thus lasts a maximum of 🗓️ 28 weeks (or 37 weeks in the case of twins and multiple births) before and after the child's birth. Who can apply? 🔍 The benefit can be requested by mothers, fathers, mothers' spouses, or individuals who have taken a child into their care based on the decision of the competent authority, such as adoption or foster care. The mother submits the application 6–8 weeks before delivery. After the postpartum period, another caregiver (spouse, father, foster parent) can take over the care, but the duration of the benefit is adjusted by the time the mother has already taken for the newborn. BASIC CONDITIONS: 🟩Participation in health insurance: ✔️Employees, male or female, who have a work contract or an agreement on work activities with a gross monthly income of at least CZK 4,000, or an agreement on job performance with income over CZK 10,000, are eligible for the benefit. Self-employed persons have voluntary health insurance. 🟩Required duration of health insurance: ✔️The applicant must have at least 270 calendar days of health insurance within two years before starting the benefit (entrepreneurs at least 180 days in the year before starting). ✔️ Days of health insurance are cumulative. Women who were pregnant at the end of their employment have an extended protection period of 180 days. ✔️ Female students are not eligible for PPM but can apply for a parental allowance from the Employment Office after childbirth. 🟩Date of commencement of maternity leave: ✔️ The woman chooses the start date 6–8 weeks before the expected day of delivery, determined by a doctor. If she does not specify the date, it is the beginning of the sixth week before the expected delivery. In the case of premature birth, the start date is the day of delivery. If the mother works until delivery, the start date does not change, and the benefit is not paid during work performance, as she has income from employment. 🔗 https://bit.ly/3sowKtZ #maternityleave #payroll #ASBGroup