When considering benefits that can attract employees to your landscape company, one that can be overlooked but impactful for new hires is offering paid paternity leave.
While it is accepted that maternity leave is important for both mothers and newborns, it is equally important to provide the flexibility for new fathers to spend time with their infants. A study by Boston College found that 6% of new fathers take no time at all off and 12% take less than a week off.
John Mini Distinctive Landscapes, based in Congers, New York, has offered paternity leave for almost 10 years at their organization.
“We are fortunate to operate in the New York/New Jersey/Connecticut area, where paid family leave programs provide new fathers with the opportunity to take partially paid time off following the birth or adoption of a child,” Victoria Cheskis, director of human resources for John Mini Distinctive Landscapes. “In addition to this benefit, John Mini further supports expecting parents by offering an additional two weeks of paid leave, which can be used within the first year of welcoming a new child. This benefit is offered to all full-time employees who have been employed with John Mini for at least one year.”
Cheskis says the benefits of offering paid paternity leave include increased employee happiness and retention and better work-life balance for team members.
“Welcoming a child is a significant milestone for both mothers and fathers, and providing support for employees to be present in these moments fosters a happy and engaged workforce,” Cheskis says.
She says their employees feel valued and supported in both their personal and professional lives.
“By offering paternity leave, companies show their commitment to an inclusive workplace where every employee, regardless of family structure, has access to time off when welcoming a new child,” she says. “This policy promotes better work-life balance for fathers, allowing them to support their families.”
She adds that offering paternity leave can make a company stand out to candidates as more inclusive and forward-thinking, attracting individuals who are looking for employers who support personal as well as professional growth.
Cheskis acknowledges that offering paid paternity leave in the landscape industry comes with its own set of challenges, such as increased costs and the need to manage workforce shortages during peak seasons. If not planned for, these absences can impact customer satisfaction.
John Mini overcomes this issue through teamwork and collaboration.
“Whenever an employee is out, whether for paternity leave or any other reason, we rally together to support each other and ensure that no work falls through the cracks,” Cheskis says. “For paternity leave, we usually receive advance notice (we require at least 30 days), which allows us to strategize and plan effectively, ensuring a smooth transition.”
If you’re considering offering paternity leave, create a policy that fits your landscape business and employee needs. Consider your eligibility framework, the nature of the leave, whether it’s intermittent or a reduced schedule, and how the leave will be paid for. One option is through payroll deductions that you can decide whether to match or not.
For instance, in the Boston College survey, over 75% of fathers said they would like flexibility in when and how they use their paid paternity leave, preferring to take time off when needed most, not necessarily in consecutive weeks following the birth.
“Talk to your employees to find out what they want, have a plan on how to handle work when they’re away (especially during busy times!), and make sure the policy is clearly communicated,” Cheskis says. “This will help make your paternity leave plan work well for both your team and your business.”
