Craveable Brands’ Updated Parental Leave Policy

Craveable People: May 15, 2023

Kath Farnell with her son.

At Craveable Brands, we believe that an inclusive culture, where differences are valued, is essential to our success and growth. With this in mind, we’ve looked at what we can do as an organisation to advance flexibility and gender equity in the workplace. As such, we have made some exciting updates to our gender-neutral parental leave policy.

Our employees are eligible for paid parental leave from their first day of employment. This is an increase from 18 to 26 weeks of paid leave; continued superannuation contributions during any unpaid parental leave, no difference between primary and secondary carers, and a new miscarriage leave of 10 paid days.

This policy represents a significant step forward in supporting working parents and creating a more inclusive workplace culture. According to Kath Farnell, the Chief People Officer at Craveable Brands, “We understand how important it is to feel supported in your caring responsibilities as well as trusted to deliver outcomes in your role. We want to support our people with everyday flexibility; to work in a way that allows them to be their best self at work and at home.”

Farnell’s words ring true, as research shows that flexible working arrangements and inclusive policies are good for both employees and businesses. A study by McKinsey & Company found that companies with more diverse workforces perform better financially, with a 35% higher likelihood of outperforming their industry peers.

Furthermore, offering paid parental leave can increase employee retention, reduce absenteeism, and improve morale and job satisfaction. It can also attract top talent, as working parents are more likely to seek out employers who offer family-friendly policies.

Kath is a champion for inclusive, gender-neutral company policies and wants to see flexibility that supports carers and families of all kinds.  “Government policy, superannuation legislation and the private sector must embrace initiatives and funding that enable more flexible arrangements,” she says. Kathryn argues this starts with affordable childcare, and inclusive parental leave policies.

By offering equal parental leave to all employees and introducing a miscarriage leave policy, Craveable Brands is sending a message that it values the wellbeing of its employees and recognizes that parenthood and pregnancy can be complex and challenging experiences.

Kath began her role at Craveable Brands when her son was only 8 months old and has such experienced the benefits of flexible working arrangements for herself. “It’s incredibly rewarding to be able to continue my career as a working parent. It brings out the best in me. Knowing that I am empowered at work to focus on outcomes is a big part of the enjoyment I get from working at Craveable, and makes my time at home even more special,” she says.  “We believe it’s important to be a supportive and inclusive employer, so that all our employees can balance their work and personal responsibilities in a way that works for them.”

Overall, Craveable Brands’ updated parental leave policy is a positive step towards creating a more inclusive and supportive workplace culture. As more companies recognize the benefits of family-friendly policies, we can hope to see a shift towards more equitable and flexible working environments for all.