4 ms·

Let the company include a bonus in the employment contract for every year that leave is not taken. Then leave-prone employees will self-select into companies (a

Let the company include a bonus in the employment contract for every year that leave is not taken. Then leave-prone employees will self-select into companies (and lines of work) that don't bother to pay such a bonus (because they would lose a big chunk of it), while employers that do lose a lot of productivity from leave will make sure to offer it.

zozbot123 8y ago
As a complementary approach, one that's more strictly targeted to the issues that the article talks about: offer generous family leave (12-months or more) but after the first 8 months or so, the leave becomes strictly conditional on the employee spending some time at work (less than an ordinary part-time job), focusing on "re-onboarding" and getting familiarized with what has changed in the enterprise. This ensures that the employee's time is put to the highest and best use, in that he can properly care for the kid's best long-term interests, but at the same time he's providing much-needed reassurance to relevant stakeholders that he's not overly neglecting his future career (either willingly or inadvertently).