1. Collect the data

For employers that are developing a parental leave policy, it is critical to collect the relevant data to make an informed assessment of the situation within the organisation. Analysis of the data will support a strong business case and help to inform a policy that is relevant to each employer’s workforce.
There is no single methodology for data collection and each employer will have unique data sources. To build a strong business case and help inform policy design, it is useful to collect the following information:

  • the estimated cost of staff turnover within the organisation
  • the number of past or present leave requests associated with the birth or adoption of a child (this might be unpaid leave if paid parental leave is not yet offered) for both    women and men
  • the average amount of time employees take off from work for parental leave purposes
  • data on retention rates of employees returning to work after parental leave
  • data on employees who exited the organisation within 12 months after returning from parental leave.