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.
To calculate the return to work rate of employees who took parental leave - G4-LA3-e1:
Identify the total number of employees:
Who took parental leave in the reporting period
Who returned to work in the reporting period after the leave ended
Who after returning to work were still employed 12 months later. To complete this part, consult records from the prior reporting periods.
Using the above information, calculate the return to work rate. Using this formula:
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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