Argentinië
Australië
Oostenrijk
België
Brazilië
Canada
Chili
Colombia
Denemarken
Finland
Frankrijk
Duitsland
Hong Kong SAR
India
Indonesië
Ierland
Italië
Japan
Maleisië
Mexico
Midden-Oosten
Nederland
Nieuw-Zeeland
Noorwegen
Volksrepubliek China
Peru
Philippines
Polen
Portugal
Saoedi-Arabië
Singapore
Zuid-Afrika
Zuid-Korea
Spanje
Zweden
Zwitserland
Taiwan
Thailand
Turkije
United Arab Emirates
Verenigd Koninkrijk
Verenigde Staten van Amerika
Venezuela
Africa
MATERNITY LEAVE ELIGIBILITY
Eligibility defines the types of employees who qualify to receive a benefit or access a particular program. Eligibility requirements for statutory maternity leave are typically defined by state-mandated programs, but a company’s policy may expand on this and provide benefits to a broader group of employees.
Mercer has conducted extensive research on maternity, paternity, adoption and other family leave. The results are available in Mercer’s 2016 Global Parental Leave report.
Criteria for leave eligibility vary by policy type, country and company. On the whole, the view of family and gender roles is more progressive when defining eligibility for paternity leave.
Percentage of companies worldwide planning to increase paternity leave days are shown below by industry.
Percentage of companies worldwide planning to increase paternity leave days are shown below by industry.
Based on the percentage of companies that indicated “Yes” when asked whether they were planning to increase the number of paternity leave days offered to employees.
As the definition and gender composition of families evolve, companies may choose to redefine their policies to ensure inclusivity. To attract and retain skilled global talent, and manage a diverse global workforce, organizations need accurate, up-to-date information on everything from salary trends to local statutory benefits.
Take a look at other Global Parental Leave report highlights.
