Creating viable maternity leave benefits is a vexing problem for many small businesses. But financing maternity leave is quite costly and produces a favorite employee course: working women in the expanding family life stage. Voluntary employee benefit programs help companies create maternity leave benefits that finance maternity leave, handle all worker classes alike, and come at no direct cost to the employer.
Maternity Leave Benefits
Women in the growing family life-stage will gravitate to employers offering maternity leave benefits. Having and raising children is quite pricey, and to commence the journey with six to eight months of unpaid leave is a burden to many couples. Additionally, there is also the chance that the mother may miss extra time from work before delivery due to complications, after work due to postpartum problems, or even to take care of a sick or delivered baby. Any company offering solutions to this wage gap difficulty has a leg up on recruiting and retaining workers within this category.
However, can a small company offer pregnancy benefits without driving up prices, or unfairly favoring one employee section over another? Supplying six to eight weeks of paid leave is a choice many small employers can not afford. When you add on the need to substitute income for complications and/or care of a sick baby the prices can quickly spin out of control. Plus, companies need to think about how male employees and older female employees might feel about the extra benefits provided to one small sector of the worker population. Many workers will never utilize maternity care benefits and might seek an alternative form of compensation – raising the stakes once more.
Voluntary Employee Benefits are the Answer
Voluntary employee’s benefits provide answers to these employer issues. Voluntary benefits allow working women to make maternity leave income for their usual labor and delivery, plus provide protection in case of pregnancy complications, delivery complications, and early birth. Workers pay for the programs themselves by payroll deduction, so there’s no direct cost to your employer. Make the choices available to all employees, and no special favors are being performed for any single employee segment. Girls in the expanding family life stage will possess their maternity benefits, along with the remaining employees will have expanded options to protect themselves and their families in the event of unexpected accidents and illnesses.
Flexible spending accounts use pre-tax dollars to assist lower a variety of pregnancy-related expenditures. A healthcare flex report can lower the costs of infertility treatments, pregnancy expenses, and leftover medical bills connected with a lengthy NICU to remain for a sick baby. Dependent care bend accounts help lower the prices of childcare, which makes it easier for women to return to work. Supplemental health insurance helps women create maternity leave pay due to their usual shipping, plus it provides added protection in the event of pregnancy complications, delivery disorders, premature birth, accidents, and illnesses.