Paternity leave is a temporary absence from an employee’s position following the birth, adoption or foster care placement of a child. All eligible employees can request paternity leave after they have been employed by a company for a certain amount of time; in most cases, the company policy approves employees working for one year or more.
The weeks and months after having a baby or fostering or adopting a new child and welcoming him/her into your family can be an enormous change. So settle into this change, parents often feel to take some time off their professional careers and focus their attention and care for themselves and the new member of their daily. The United Stae is one of the few countries without some form of paid parental leave guaranteed under law at a national level.
Nonetheless, spending some time away from work is necessary. Even though your employer may provide for paternity leave, many people feel uneasy asking for it; this works for both the mother and father.
For fathers, they feel uncomfortable and anxious to ask for a few weeks off since their boss might wonder why a man has to help take care of a child when it is traditionally a “woman’s role.” Whereas mothers are hesitant to ask the leave directly as they fear being sacked or replaced during their leave.
No matter the reason for feeling uncomfortable in asking for paternity leave, asking for it can create fear and uncertainty about your job security and/or your future career, among other things. The following tips will help you ask for your designated holidays with confidence:
Learn about employer policies
Although more jurisdictions are making paid maternity leave a part of labour law, many places still do not have sufficient policies for new dads taking time off. That said, many companies are reacting to growing demand in the marketplace, especially when they are trying to retain talent. Therefore, it is important to get in touch with your boss and learn what the firm’s policies are and how you can take advantage of the system in place. Speak to colleagues, but also get as much information from your HR department as you can.
Make a plan
Whether you have some form of parental leave or only vacation, sick time or short-term unpaid leave, it’s helpful to come armed with a plan. Create a plan that has flexible schedules that work best for you and your family. Your plan should include deadlines, events and projects, and should be organized clearly. Prioritize the work that needs to continue in your absence and figure out how many hours need to be reassigned weekly.
Always have a Plan B
Be prepared to suggest alternatives. If your request is denied or if you’re not given the amount or type of leave you want, offer alternatives, such as working from home, working part-time, or using accrued vacation/sick days.