Global Reporting Initiative+Female Employees Returned after Parental Leave (G4-LA3-c)

Female Employees Returned after Parental Leave (G4-LA3-c)

What is the number of female employees who returned to work after parental leave ended?

Metric value
Companies Values
Tata Consultancy Services
2017 = 6,187 Employees
Woolworths Australia
2017 = 4,621 Employees
2015 = 2,291 Employees
Coca-Cola Hellenic Bottling Company
2015 = 841 Employees
Mediclinic International Limited
2017 = 799 Employees
Garanti Bank
2016 = 735 Employees
2016 = 734 Employees
Intel Corporation
2016 = 709 Employees
BHP Billiton
2017 = 489 Employees
United Microelectronics Corporation (UMC)
2015 = 445 Employees
2016 = 380 Employees
2016 = 322 Employees
Siam Cement
2016 = 203 Employees
2016 = 187 Employees
Vedanta Resources plc
2017 = 157 Employees
Yara International
2017 = 141 Employees
2016 = 109 Employees
Dialog Axiata
2017 = 86.9 Employees
Samsung Engineering
2016 = 83 Employees
Anadolu Efes
2016 = 77 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 who returned to work after parental leave ended:

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 number of female employees who returned to work after parental leave ended - G4-LA3-c3:

Identify the total number of employees, by gender:

  • Who took parental leave in the reporting period

  • Who returned to work in the reporting period after the leave ended

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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