Canadian HR Reporter

www.hrreporter.com 37 top-ups to employees, says Higgins: Fulfilment of human rights obligations: Employers that have formal short-term disability plans are obligated to provide access to STD benefits during the six- to eight- week medical recovery portion of a maternity leave or provide an equal or greater benefit. Maternity top- ups are frequently designed with this consideration as a first order of business. Gender equity: While maternity top-ups are typically targeting female employees, many employers are providing parental top-up benefits that match a maternity benefit. This provides supplemental financial support to all employees at the birth or adoption of their child, regardless of gender. Because the maternity and parental leaves and benefits serve different purposes, a woman who has given birth will generally be entitled to both. Mental and financial wellness: Life transitions such as the birth or adoption of a child and reduced income when taking time off to support a growing family take their toll. A top-up can alleviate some of the financial stress (which in turn could lead to mental or physical stress or illness) that comes with taking time away from work for family responsibility. Attraction and retention: Programs that support and encourage workers with family support obligations may be important attraction and retention tools for employers that want to be progressive and supportive of work- family overlap. Top-ups may also encourage an attachment to the workforce, making it more likely for a valued employee to return to the workforce following a lengthy leave (in feeling gratitude for support during leave, and recognizing that the organization values employees with family responsibility). Organizational culture: Programs a n d p o l i c i e s t h at s u p p o r t a n d encourage workers with family support obligations reinforce employer values that respect the family aspirations and work-life challenges of all workers and all families. It promotes the ideal that taking time away from work for family responsibility is not career limiting but rather is promoted and supported through benefits programs such as top-up plans. Support appreciated C a n a d i a n e m p l o y e r s a p p r e c i a t e the changing expectations of their employees when it comes to benefits a n d o r g a n i z a t i o n a l p o l i c y, s ay s Higgins. A 2020 survey by Aon found that 40 per cent said that employees now expect "a clear approach to employee family/caregiver responsibilities" and more than 75 per cent expect more fle xible hours, work-life balance support, and more agile home/work options. "The attention being paid to top-ups, especially parental top-ups, speaks to these changing employee expectations and demonstrates that employers are taking them seriously and reviewing their programs accordingly," she says. Top-ups are also possible for leaves of absence related to caregiving, such as an employee taking time away to care for a seriously ill family member, says Higgins. Compassionate care, critical illness of a child or adult family member leaves are supported by the employment insurance program and therefore are top-up eligible, she says, yet only about five per cent of organizations are currently offering top-ups to employees taking these leaves. "Is this a missed opportunity to support employees taking unpaid (and EI-supported) time off because of family caregiver responsibilities and perhaps continuing to fulfill organizational o b j e c t i v e s t h a t d e m o n s t r a t e a committment to their employees' wellbeing?" CHRR

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