10 powerful stats about parental leave to help you get leadership buy-in
Whether you're building a parental leave policy from scratch or advocating for improvements, getting buy-in from leadership is critical.
The right data can help. These 10 stats show why paid parental leave isn't just good for people—it's good for business. Use them to start conversations, strengthen your case, and push for change.
10 powerful parental leave stats
Parental leave is the #1 most challenging moment for employees—and only 1 in 5 feel supported.
Paid parental leave is a 'must-have' for 41% of women and 33% of men.
70% of employers that offer paid parental leave reported increased productivity and 80% reported increased morale.
57% of working Kiwi fathers take less parental leave than they prefer.
70% of working Kiwi mothers take less leave than they prefer and 50% take less than they anticipate.
New Zealand is the least affordable country in the world for childcare.
71% of expecting parents feel financially stressed.
Women’s KiwiSaver balances are 20% lower than men’s.
Mothers’ incomes rise almost 7% for each month that a father spends at home on paternity leave.
99% of organisations are maintaining or improving their parental leave policies.
1. Parental leave is the #1 most challenging moment for employees—and only 1 in 5 feel supported
Source: Enboarder
Organisations have the opportunity to show up at one of the most stressful points in an employee’s career.
Supporting working parents during parental leave and their return can significantly influence how they feel and perform at work. By walking the talk, you’ll foster loyalty and trust—and hopefully, increased retention rates.
2. Paid parental leave is a 'must-have' for 41% of women and 33% of men
Source: Seek's Laws of Attraction 2024
Parental leave can help you attract the best talent. Seek’s survey of over 4,500 candidates found that paid parental leave 41% of women and 33% of men cite paid parental leave as a 'must-have', with another 23% of women and 29% of men citing it as a 'delighted-if'.
3. 70% of employers that offer paid parental leave reported increased productivity, and 80% reported increased morale
Source: EY
These stats speak for themselves. Investing in strong parental leave policies benefits not only employees but also your bottom line. And it makes sense - less stressed, more confident employees are more likely to be productive and engaged.
4. 57% of working Kiwi fathers take less parental leave than they prefer
Source: Growing Up In New Zealand Report
Most New Zealand fathers take two weeks or less of parental leave, which is less than their preferred amount. This is not surprising given that New Zealand is one of three developed countries with no paid partner’s leave, making it financially challenging for fathers and partners to be there in those crucial early days.
5. 70% of working Kiwi mothers take less leave than they prefer and 50% take less than they anticipate
Source: Motu Economic and Public Policy Research
85% report financial constraints as the reason they can’t take more time off. Financial stress and challenges can cause parents to return to work sooner than planned and before they’re ready.
When employees return too soon due to financial pressure, they can often feel overwhelmed and stressed, leading to burnout.
6. New Zealand is one of the least affordable countries in the world for childcare
Source: OECD
A Kiwi couple, each earning the average wage, can expect to spend over a third of their disposable household income on childcare if they have two children in full-time care.
Your organisation can help by:
Offering flexible work options, such as phased returns, flexible hours and compressed weeks
Providing childcare benefits
Supporting employees with financial preparation
7. 71% of expecting parents feel financially stressed
Source: AMP
Imagine if this number was zero in your organisation.
Starting a family is a huge financial and personal decision. With one of the least generous government schemes amongst developed countries, many New Zealand employers are stepping in to provide additional paid leave.
If you’re looking to meaningfully support your people beyond paid leave, Crayon’s Financial Baby Prep Program can help your employees understand the impact a child will have on their income, expenses, and long-term finances and encourage them to take action.
When employees are financially prepared, they return to work confident and focused—rather than stressed and distracted.
8. Women’s KiwiSaver balances are 20% lower than men’s
Source: Te Ara Ahunga Ora
Over 95% of primary carers in NZ are women, and taking extended leave often means stopping KiwiSaver contributions, which has long-term financial consequences. A gap of even just a year without contributing to KiwiSaver can make a huge difference in the long term due to the nature of compounding returns.
A great way to help close the gender retirement gap is to continue to support women when they take parental leave through continued KiwiSaver contributions.
9. Mothers’ incomes rose almost 7% for each month that a father spent at home on paternity leave
Source: Institute for Labour Market Policy Evaluation
The option for both parents to parent in the first days, weeks, or months of a baby’s life can have significant downstream impacts and set the foundations for a more equal distribution of responsibilities at home. It’s also no surprise that taking paternity leave is associated with greater relationship stability.
If closing the gender pay gap is a priority for your organisation, paid partner’s leave can level the playing field for working mothers.
10. 99% of organisations are maintaining or improving their parental leave policies
Source: Crayon’s 2024 Parental Leave Trends Report
Employers have continued to invest in parental leave even in a challenging economy. Of the 300+ organisations on The New Zealand Parental Leave Register, 82% kept their parental leave policies unchanged, while 17% improved them between 2023 and 2024.
Ready to start better conversations?
These numbers are just the beginning. When you invest in parental leave, you invest in people, performance, and long-term culture.
Want help building your business case—or improving your policy?
Now for the important legal part: The information we provide is general and not regulated financial advice for the purposes of the Financial Markets Conduct Act 2013. Please seek independent legal, financial, tax or other advice in considering whether the content in this article is appropriate for your goals, situation or needs. The information in this article is current as at 4 February 2025.
Stephanie Pow
Founder & CEO of Crayon
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