Did you know that 71.1% of mothers and 92.5% of fathers in the U.S. are currently employed? Parents make up a massive part of our workforce—and they bring resilience, multitasking skills, and a whole lot of perspective to the table. As a business owner, knowing how to support working parents isn’t just about checking a compliance box—it’s about creating a workplace where people can thrive. Here’s what you should know:  What to Know About Supporting Parents at Work Maternity Leave & Pay The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for childbirth and bonding. However, FMLA only applies to employers with 50 or more employees and to employees who meet specific criteria. Even if your business isn’t covered, many states have their own family leave laws—and some employers voluntarily offer leave to remain competitive and compassionate. Paternity Leave & Pay Fathers may also qualify for leave under FMLA or state-level programs. Many businesses choose to offer paid bonding leave as part of a modern, inclusive benefits package that supports all caregivers. Shared Parental Leave There’s no official shared parental leave program in the U.S., but eligible parents working for the same FMLA-covered employer can split their 12 weeks. Even outside of FMLA, flexible leave policies can help families juggle care without sacrificing work. Adoption & Foster Care Leave FMLA also covers adoption and foster placement—but again, only for covered employers and eligible employees. Some states provide additional protections, and forward-thinking employers often extend leave policies to all forms of family growth. Pregnancy Loss & Bereavement Leave Federal law doesn’t mandate leave for miscarriage or stillbirth, but many employers offer compassionate leave or sick time. A growing number of states are stepping in with bereavement protections—something to keep an eye on as laws evolve. Flexible Work Options There’s no federal right to request flexible working hours, but some states and cities do require consideration. Whether legally required or not, offering flexibility is one of the most effective ways to retain working parents and reduce burnout. Health & Safety for Pregnant Employees Even if you’re not covered by FMLA, there are other federal laws you are likely covered by, including: The Pregnant Workers Fairness Act (PWFA) – requiring reasonable accommodations Title VII of the Civil Rights Act – prohibiting pregnancy discrimination Obligations to provide a safe working environment and adjust duties if medically necessary Breastfeeding Accommodations Under the Fair Labor Standards Act (FLSA) , most employers must: Provide break time to express breast milk for one year after childbirth Offer a private, non-bathroom space to pump Allow for milk storage, where feasible Returning to Work After Leave Support doesn’t stop when the leave ends. Consider: Pre-return check-ins or “keep in touch” calls A re-onboarding plan, especially if there were changes during their absence Temporary flexible scheduling Training managers on how to support returning parents with empathy and consistency Supporting Parents Is Good for Business Whether you're legally required to or not, offering support to working parents creates a culture that attracts loyalty and talent. It's not about red tape—it's about treating people like people. If you're unsure what applies to your business or want to build better policies, let's connect. I’ve helped employers of all sizes create compliant, compassionate workplaces where parents can do their best work.

Drowning in HR admin when you should be growing your business? If you're tracking vacations in spreadsheets, chasing signatures on contracts and trying to remember when Dave's probation period ends... You need my latest guide: "10 use cases and examples: How HR software can help you to stay compliant, save time and reduce costs". This guide will explain how you can use HR software to: ⏱️ Cut your people admin time in half 🛡️ Prevent costly compliance mistakes 📊 Give you insights that actually improves your business 📈 Make sure you scale smoothly as you grow So, if you would rather spend your weekends anywhere but knee-deep in employee paperwork, read it below 👇

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New employment laws are increasing costs for business owners. With the latest employment law changes taking effect, many business owners are facing tighter margins, higher wage bills and increased compliance responsibilities. Increases in state minimum wages, expanding paid leave policies and rising employee benefit expectations are adding to employer costs at a time when small businesses are already battling economic uncertainty. So, what's the best way to manage your payroll costs? In our latest article, we talk you through some simple strategies to help you to keep payroll expenses under control. Read it here.

Can you predict who will quit before they do? Losing a key team member doesn’t just mean recruitment costs – it disrupts your business and inevitably slows down growth. So, rather than waiting for your best employees to hand in their notice... It's much better to take a preventative approach and put measures in place to keep your best performers happy. With the right data, your business can predict who's at risk of leaving. In our latest update, we explain the easiest way to get these important insights. Read it below.

Employment laws are shifting fast and, if your policies and contracts aren’t up to date, you could be leaving your business open to serious risks without even realizing it. We can help you to check whether your contracts and policies are sound so that you’re protected. Here’s what we’ll do: 🔍 Review your contracts and handbook with a fine-toothed comb. 🔍 Check for legal compliance to make sure you’re fully protected. 🔍 Highlight any gaps and tell you exactly what needs fixing (if anything). As a result, you'll know what needs updating before it turns into a costly problem, and you can sleep easy at night knowing everything is covered. Areas of your business that need extra attention: Workplace harassment: Laws are tightening and enforcement is ramping up. Your policies need to reflect the latest legal requirements, especially when it comes to preventing and addressing harassment claims. Wrongful termination risks: At-will employment has limits. Employees can still bring wrongful termination claims and, without the right processes in place, you could be at risk. Flexible work requests: Some states and cities now require businesses to consider flexible work requests, while others are restricting remote work. Knowing where you stand is crucial. Sick leave laws: Many states require paid sick leave, and employees often start accruing it from day one. Policies vary, so making sure you’re compliant is a must. Want us to complete a risk assessment for you? If you want to make sure your business is fully protected, we can help. Get in touch and let’s get everything in order.

Independent vs internal HR support: What's the best way to scale your business?