Employers’ Perceived Career Impact of Canada’s Parental-Leave Extension from 35 to 61 Weeks—“An Empty Gift”

Rachael N. Pettigrew ()
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Rachael N. Pettigrew: Department of General Management and Human Resources, Bissett School of Business, Mount Royal University, 4825 Mount Royal Gate SW, Calgary, AB T3E 6K6, Canada

Merits, 2022, vol. 2, issue 3, 1-17

Abstract: Introduced in 1990, Canadian parental-leave policy has seen several iterations. The most recent policy change, introduced in December 2017, extended parental leave from 35 to 61 weeks, resulting in longer work interruptions. Forty-six structured interviews were conducted to explore Canadian employers’ perception of how use of the new extended leave may impact employees’ careers. Though some employers offered explicit support for employees, a large proportion of employers felt that use of the longer leave would negatively impact employees’ careers. The presence of unions appeared to insulate employees from a career impact. A thematic analysis revealed that the career impact perceived by employers resulted from concern for employees’ missed opportunities (e.g., training, promotions), length of absence, specific employment situations (e.g., role, level in the organization, career ambitions, and tenure with the organization), and gendered views of employee leave use. Given that the vast majority of Canadian parental-leave users continue to be women, this research highlights the presence of considerable workplace stigma for work interruptions and that longer parental leave may only serve to exacerbate that stigma, especially for women. Recommendations and implications for parental-leave policy, workers, and employers are discussed.

Keywords: parental leave; employer; career impact; gender; Canada (search for similar items in EconPapers)
JEL-codes: J L M (search for similar items in EconPapers)
Date: 2022
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