Newsletter: The Importance of Parental Leave and Employee Benefits
- Eloise Parent
- May 13
- 5 min read
As organizations across North America rethink how they attract and retain top talent, one thing is clear: employee engagement isn’t built on ping pong tables or free snacks — it’s built on meaningful support.
In today’s high-performance environments, where competition for talent is fierce and burnout is a real concern, benefits like parental leave, flexible work arrangements, and inclusive wellness programs are no longer just perks; They’re essential tools for driving engagement, retaining top talent, and building resilient teams.
This edition of the Morning Cap explores why inclusive benefits are emerging as a core part of business strategy, not just HR policy. And in 2025, that support matters more than ever.
This newsletter comes at a special time for the Cap Inclusive team as our CEO and Founder, Roxanne, recently welcomed a special baby boy into her home. As a new mother, she understands the challenges surrounding balancing career growth and starting a family.
“During my maternity leave, I felt an unexpected sense of isolation—from friends who couldn’t relate to the mental load of stepping back from a business I built as a solo founder. Few understood the challenge around scaling back just enough to make my absence sustainable. That constant push and pull - between growth and pause, presence and absence - is a reality many parents navigate. It motivated me to help employers reduce the invisible frictions that make the return to work harder than it needs to be.”
Parental Leave: A Benefit That Builds Loyalty
In today’s high-performance workplaces, benefits like parental leave are no longer “nice to have” — they’re decisive factors in talent retention and loyalty.
Recent data from The Parent Potential Report paints a clear picture:
1 in 3 women in finance are dissatisfied with their employer’s parental leave policy.
Women returning from leave are 6X more likely to consider quitting and 2X as likely to feel less satisfied at work.
82% of women in investment banking say unrealistic expectations around caregiving are holding them back.
For employers, the takeaway is simple: if your policies don’t support life transitions like parenthood, women in management roles will look elsewhere.
Three moves to stay ahead — and how to act on them:
Go beyond the minimum: Top up government-mandated leave with paid time off that applies equally to all parents, including non-birthing and adoptive parents. Normalize its use by having leaders take leave, too.
Make the return count: Offer a phased return or flexible hours for the first few months back. Pair returning employees with a mentor or manager for check-ins to support re-onboarding and workload transitions.
Be crystal clear: Create a simple, accessible policy guide. Train managers to proactively communicate leave options and support employees before, during, and after leave.
Generous leave doesn’t just support new parents — it boosts morale, retention, and equity across the board. And when paired with flexible benefits like childcare, elder care, or mental health support, it signals a workplace built for long-term success, not just optics.
We’ve created a benchmark that goes beyond salary top-ups — it highlights the benefits women actually look for around parental leave, from flexible return plans to caregiving support.
If you're thinking about updating your policy, we’d love to help. Reach out to roxanne@capinclusive.com
Actions Speak Louder Than Words: The Business Case for Inclusive Benefits
By now, it’s clear: inclusive policies, such as parental leave, build trust and loyalty. But the impact doesn’t stop there — they drive results on a large scale.
Companies with gender-diverse leadership are 25% more likely to outperform peers financially (McKinsey).
Engaged employees are 21% more productive.
Companies with high employee satisfaction experience up to 59% lower turnover.
If you haven’t reviewed your benefits lately, now’s the time. Look at what others in your industry are offering. Measure what matters — not just cost, but impact. Because in 2025, your benefits policy is your talent strategy.
What Can Organizations Do Today?
To create a workplace that truly supports employees, particularly through life transitions, companies need to take a holistic, strategic approach:
Audit Your Benefits: Evaluate policies through an equity lens — are they inclusive of all employees, regardless of gender, identity, or caregiving responsibilities? Compare your offerings to those of your competitors and ensure your benefits are both competitive and compliant.
Listen to Your Workforce: Use anonymous surveys or open forums to hear directly from employees. Understanding their real needs ensures you're investing in benefits that truly resonate.
Prioritize Long-Term Gains: Resist the temptation to cut back on DEI initiatives or benefits to save costs in the short term. These policies are essential for retention and attracting top talent, especially in a competitive market.
Celebrate Your Wins: Don't just implement inclusive policies — share them with others. Highlight success stories and make sure both current employees and potential candidates know that your values are reflected in your actions, not just your words.
By integrating these actions into your ongoing strategy, you'll create an environment where employees feel supported, valued, and more likely to thrive in both their professional and personal lives.
The Real Cost of Rolling Back Benefits: Losing Top Talent
According to the 2025 Canadian Women’s Mentorship and Networking Report (by Environics Research and Monday Girl):
51% of Canadian women believe DEI rollbacks will negatively impact their career opportunities
47% are actively looking for workplaces where they feel safe and supported
83% feel there’s a lack of networking spaces designed for women
These statistics highlight a growing disconnect between employee expectations and the direction some companies are taking. High-potential women are evaluating companies not just on salary or prestige, but also on whether their policies genuinely support career growth and life transitions, such as parenthood.
While some big companies — such as Meta, Google, and Citigroup — are pulling back on DEI efforts, and political leaders shift their focus elsewhere, employees are paying attention. For employers, this isn’t just about public image — it’s about what happens when your best people quietly leave.
Talented professionals, especially women, are looking for workplaces that don’t just talk about support, but actually follow through on it. Parental leave and other employee benefits send a clear message: you’re valued here, and we’re planning for you to stay. That kind of trust builds loyalty — and it’s becoming a key reason people choose where to work, or whether to stay.
In times of cost pressures, shifting regulations, and evolving social expectations, cutting back on benefits or DEI initiatives may seem like the easy fix. However, the long-term cost is significant: lost talent, disengaged employees, and a damaged reputation.
In 2025, the most successful organizations will be those that continue to invest in people and build cultures where the benefits reflect the real lives and needs of the workforce.
At Cap Inclusive, we believe better work begins with better support. We are committed to helping businesses like yours do the same. Let’s build better workplaces together.
Ready to design policies that support retention and inclusivity?
If you're interested in learning more about this tool, reach out to roxanne@capinclusive.com
Here’s what we’ve been talking about lately:
FemTech Breakfast Club: We recently announced our Top 15 Finalists - Check it out!
Join us at this upcoming event, a pitch competition that brings together and educates us about the women’s health industry.
Femtech Breakfast Club Vancouver @ Deloitte’s office, May 26, 2025
This is an invite-only event. If you're interested in attending, we would love to see you there. Send an email to eloise@capinclusive.com to request a free ticket.
