Global Reporting Initiative+Female Employees Entitled to Parental Leave (G4-LA3-a)

Female Employees Entitled to Parental Leave (G4-LA3-a)

What is the total number of female employees that were entitled to parental leave?

Metric value
Companies Values
2015 = 96,655 Employees
The Coca Cola Company
2016 = 21,997 Employees
2016 = 21,020 Employees
Merck Pty Ltd
2015 = 20,616 Employees
Siam Cement
2016 = 12,411.2 Employees
Tata Consultancy Services
2017 = 8,466 Employees
United Microelectronics Corporation (UMC)
2015 = 7,669 Employees
OMV Petrom
2015 = 5,698 Employees
Lexmark International, Inc.
2016 = 5,013 Employees
2016 = 4,357 Employees
Coca-Cola Hellenic Bottling Company
2015 = 3,934 Employees
Bukit Asam
2016 = 2,586 Employees
2016 = 2,149 Employees
Banca Intesa Beograd
2017 = 2,140 Employees
Aramex Tanzania Limited
2015 = 2,079 Employees
African Rainbow Minerals
2017 = 1,884 Employees
Exxaro Resources
2015 = 1,488 Employees
Woolworths Australia
2017 = 1,217 Employees
Mediclinic International Limited
2017 = 1,053 Employees
IRPC Public Company Limited
2016 = 936 Employees

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Designed By
Metric Type
Research Policy
Community Assessed
Report Type
Communication on Progress
Corporate Social Responsibility Report
Value Type


This metric is based on the Global Reporting Initiative (GRI) G4 Guidelines. It covers one of the requirements of Indicator G4-LA3 – ‘Return to work and retention rates after parental leave, by gender’.

​Many countries have introduced legislation to provide parental leave. The aim of the legislation is to allow employees to take leave and return to work to the same or a comparable position.

The application of legislation varies according to interpretation by government, employers and employees. Many women are discouraged from taking leave and returning to work by employer practices that affect their employment security, remuneration and career path. Many men are not encouraged to take the leave to which they are entitled.

Equitable gender choice for maternity and paternity leave, and other leave entitlements, can lead to the greater recruitment and retention of qualified staff, and boost employee morale and productivity. Men’s uptake of paternity leave options can indicate the degree to which an organization encourages fathers to take such leave. More men taking advantage of leave entitlements has a positive effect for women in taking such leave without prejudicing their career path.


Employee - An individual who is, according to national law or practices, recognized as an employee of the organization.

Parental leave - Leave granted to men and women workers on the grounds of the birth of a child.


This metric is looking for the number of female employees that were entitled to parental leave:

For WikiRate researchers:

Companies who align reports to GRI’s Sustainability Reporting Standards often include a GRI Content Index or Annex where GRI disclosures, with GRI codes, are listed.

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  • Use G4 codes, G3 codes or keywords to quickly find values, keeping in mind that some companies report on the metric using different terms, e.g. G4-LA3 or LA3, parental leave or female employees

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Further guidance on how to research values for GRI-based metrics is available here, including detailed guidance on adding, editing and Checking metric values.

Global Reporting Initiative compliance guidance for companies:

To calculate the total number of female employees that were entitled to parental leave - G4-LA3-a3:

​Identify the proportion of employees, by gender, who are covered by organizational policies, agreements or contracts that contain parental leave entitlements.

Reporting on this Indicator should include the following contextual information as a comment to the metric value:

  • the page number of the report where the information is disclosed.

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