Employers provide parental leave for recruiting and retention purposes, not solely out of goodwill. Women are crucial for retention, as seen in law firms where partners are only 28% women despite most associates being women.
DLA's reduction in parental leave may indicate a wider trend of cutbacks in work-life benefits post-2022's hot labor market. Birth mothers get more leave, posing questions on implications for them and client services.
Concerns arise as lawyers risk negative consequences for taking parental leave, like fewer growth opportunities. Cost-cutting and retention priorities influence firms' decisions on paid leave benefits.
Improving client service by balancing competitive benefits and firm coverage drives decisions like reducing parental leave at DLA, reflecting changing workforce dynamics where lawyers no longer aim for lifelong firm careers.
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