One in five workers are postponing starting a family, with concerns about workplace parental leave entitlements adding to anxieties over the cost of living and childcare costs.
A survey of 2,000 employees revealed that 67% agreed company benefits play a significant role when deciding when to have children. Meanwhile, 78% said they would be more inclined to start a family sooner if improved parental leave policies were available.
Key reasons for delaying parenthood
The general cost of living (47%), greater financial stability (47%) and childcare costs (40%) were highlighted as other key reasons for postponing parenthood. The study also found that 68% believed that with adequate support from their employer, they could progress in their career while still being the parent they aspire to be.
The study was commissioned by VodafoneThree to highlight the support it has available to colleagues starting or growing a family - with all birthing and adoptive parents able to take up to 39 weeks paid leave, and non-birthing parents up to 16 weeks at full pay.
Workplace policies and employee confidence
Employees returning from family-related leave can also choose to work 80% of their contracted hours for 100% pay for their first six months back at work. This is alongside broader flexible working policies such as core working hours, hybrid working and the ability to work from anywhere for up to 20 working days a year.
Katrin Jacke, HR director at VodafoneThree, said: "We recognise the incredible value that working parents bring to our organisation.
"Although employers can't remove every barrier to parenthood, we can ensure our family-friendly policies give our people the time and flexibility they need in those key moments.
"Designing our policies with all parents in mind is one of the ways we can help families share caring responsibilities more equally from the start. Through our continued support and flexible ways of working, we can give our people confidence that they can thrive both in their careers and in their personal life."
Generational and gender differences
Research shows 52% of workers said family-friendly workplace perks have influenced their choice to join their present employer. A fifth reckon improved parental leave would provide them with more confidence to begin a family.
More flexibility (59%), enhanced maternity leave (56%), and childcare support or subsidies (20%) are among policies that would make them more confident about starting a family. Some 28% are thinking about switching jobs due to parental leave or family-related workplace perks.
Looking at different generations, 31% of Millennials are postponing having kids over worries about workplace parental leave provisions, while 49% of Gen Z express the same. And 39% of 30-49-year-olds believe firms aren't doing sufficient to support working parents - indicating employers are playing a significant part in parenthood decisions for younger generations.
A quarter of men had concerns about workplace parental leave entitlements – leading them to delay their family plans, compared to 20% of women. Meanwhile, 50% said they would feel more confident about starting a family if enhanced paternity leave were available, according to data from OnePoll.com.
Expert advice on planning for parenthood
Responding to the findings, Elliot Rae, founder of Parenting Out Loud, said: "More dads than ever want to be actively involved in raising their children, and both parents increasingly want to share the care while continuing to thrive in their careers.
"People don't just want to have children; they want to be present, involved parents, without having to sacrifice their careers to make that possible.
"Employers have a huge role to play in making this a reality - parental leave, genuine flexibility and a workplace culture that supports both mums and dads to be equal parents can make a life-changing difference."
Elliot Rae's top tips on how to plan for parenthood include understanding your parental leave entitlements, having honest conversations about how you'll share the care, looking beyond the policy to the workplace culture, exploring flexibility before you need it, and remembering that the perfect parent doesn't exist.
