Men and women use parental leave differently. They're judged differently for it, too. 📝 Elizabeth Parks-Stamm and Derek Tharp
efore Kate welcomed a new baby in 2022, she sat down with the HR department at her workplace to discuss expectations around communication with her temporary replacement during maternity leave. Rather than an explicit plan or guidelines, she received vague advice about doing only what she was comfortable with.
For new parents wondering how accessible they should be during leave, U.S. labor law doesn’t provide clear cut answers.
A separate issue with the ambiguity regarding work during parental leave is the effect of working—or not—on how employees are evaluated and how committed they are seen to be when they return. Companies often don’t have specific guidelines as to the number of calls or contacts allowed per week, or explicit expectations for the number of hours per week to be spent on projects that continue while an employee is on leave.
Interestingly, when participants in this same study were asked about their explicit expectations for new mothers’ or fathers’ work completion during parental leave, they didn’t report different expectations for men and women. Most people wouldn’t seriously argue that menwork more than women during leave. They just implicitly expect that they will—and judge them if they don’t.
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