Parental leave management?in Switzerland: Best practices

When managed effectively, parental leave periods can drive growth, foster innovation, and strengthen team dynamics. Here are some best practices we see in the Swiss recruitment landscape based on our latest recruitment activities, and our clients’ and candidates’ feedback:

Understanding the legal framework?

For instance: In the canton of Geneva, new mothers are entitled to 16 weeks of leave post-birth, with 8 weeks mandatory. In the canton of Vaud, the entitlement is slightly shorter, 14 weeks, with the same mandatory 8 weeks. Fathers enjoy 10 days of paternity leave across both cantons.?

Strategic timing and flexibility?

Planning is crucial. Usually, a pregnancy is announced after 3 months. The average leaving period is after 6 months of pregnancy. ?This provides a short window to create a robust handover plan, but with strategic planning, a smooth transition can be guaranteed. Ideally, preparations should start 2 to 3 months prior to the leave. ?

Worth considering: Offering paid leave beyond the legal requirement and allowing a flexible return—between 50% to 100% workload for up to six months—shows a company's commitment to its employees' well-being and hence strengthens retention.??

Resource allocation: internal and external options?

1. Internal promotions:?

• Assign "step-up" roles to existing employees, encouraging skill development and talent growth.?

• Adjust compensation accordingly, perhaps through bonuses.?

• Plan the employee's return to ensure they are not frustrated or demotivated by coming back to their role.?

1. External recruitment:?

• Clearly define the role's requirements and duration.?

• Offer competitive salaries and growth opportunities to attract the right talent.?

• Evaluate whether to bring in a specialist or someone more adaptable to various roles.?

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The onboarding process: a differentiating factor?

A well-executed onboarding process is critical.??

• HR & Leadership should provide a structured handover plan and an entry checklist to managers, ensuring new hires are prioritised and integrated smoothly. ?

• Matching the working conditions of permanent employees helps temporary staff feel valued and invested.?

• Ensure an open communication with all stakeholders internally. ?

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Leveraging temporary assignments?

A parental leave can be a catalyst for team growth. Encourage teams to embrace new skills and challenge existing processes. Post-leave debriefing sessions with both the team and management can consolidate these gains and provide valuable feedback.?

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Effective offboarding?

As the temporary role concludes, gather feedback from the employee and recognise their contributions. This approach not only fosters goodwill but also keeps the door open for potential future engagements.?

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Conclusion?

By embracing these best practices, businesses can transform maternity and parental leave from a logistical hurdle into a strategic advantage. This proactive approach not only supports employees but also contributes to a resilient and dynamic workplace culture.??

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Célia Arnaud PageGroup 米高蒲志 Charlotte DEVEAUX-JALLERAT

#parentaleave #leavemanagement #interim #temporary #contracting #consulting #bestpractices?#maternityleave #Paternityleave #recruitement #feedback #switzerland #trends

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Sources: ?

https://www.bsv.admin.ch/bsv/en/home/social-insurance/eo-msv/grundlagen-und-gesetze/eo-vaterschaftsurlaub.html??

https://www.eda.admin.ch/missions/mission-onu-geneve/en/home/manual-regime-privileges-and-immunities/introduction/manual-labour-law/maternity-leave.html?

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