>The answer is straightforward: you either structure your organization so that there are enough overlapping responsibilities to account for parental leaves (e.g

>The answer is straightforward: you either structure your organization so that there are enough overlapping responsibilities to account for parental leaves (e.g. good business practice of not making a fragile organization) Sure, but once one person takes parental leave you're back to being fragile on this one aspect. >The labour market is quite good, and there is no shortage of qualified individuals for almost all positions (CFO, specialists included). I heavily disagree here. There are plenty of jobs that basically work because of the unique set of skills that a person brings to the table. It might be possible to manage with other people filling in, but it's often not the same. >There is a tacit understanding that you might have to pick up the slack a bit for someone else, but one day you might need the same in return - borrowing against the future is another way to think about it. Except for the people that won't get this benefit, because they won't or can't have kids.