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Majority of Americans Support Paid Leave – What Does That Mean for Employers?

Survey results from Morning Consult1 found Paid Family and Medical Leave and Paid Family Leave policies continue to have majority support among Americans. Other family-friendly policies, such as a renewal and expansion of child tax credit, also received support. Let’s look at four statistics from Morning Consult’s survey — and what they mean for employers.


of adults surveyed support passing a law to ensure access to PFML. Only 15% of adults surveyed opposed.


of adults surveyed support increasing funding to help parents access affordable, quality healthcare. Only 16% of adults surveyed opposed.


of adults surveyed support expanding access to childcare subsidies in low- and middle-income families. Only 17% of adults surveyed opposed.


of adults surveyed with no children under 18 said they support PFL. 77% of adults surveyed with kids under 18 said they support PFL.

What This Means for Employers

For employers, this means employees with children and those who care for other family members need support.

And it’s not just employees with kids under 18 who support these policies — Congressional action to increase childcare funding also has broad support from both parents with children under 18 and those with no children under 18.

For those unsure about why support for paid leave and childcare is important to American adults, let’s talk about it.

The U.S. currently has a tight labor market. With unemployment this low, the demand for labor is greater than the supply, which can fuel inflation.2

This means the U.S. needs more workers to enter the labor force. 40% of households have children under the age of 18.3 The need for policies that allow parents to not choose between working and caring for their children is clear.

So, what can employers do to help?

Supporting Your Employees

  1. Partner with a carrier that offers an absence management program. This can help simplify administration and support compliance. Check out our Absence Management Services to find out more about the support these programs offer. Benefits providers with expertise in paid leave administration can also help employers provide a smoother experience in the face of changing laws.
  2. If your state allows a choice between state and private plan administration, consider choosing a private plan paid leave solution. This may give your employees a benefits experience tailored to their needs.
  3. Bookmark The Standard’s interactive map to stay on top of the latest legislative changes to paid leave in your state. Or visit our PFML resource center.


Feeling social? Follow The Standard on Facebook, LinkedIn and Twitter with the hashtag #PaidFamilyLeave.


More About Paid Family Leave Administration

Paid Family and Medical Leave and Paid Family Leave laws can feel like a moving target. Read about 5 PFML and PFL tips that can help you plan rather than scramble.
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As more states pass PFML legislation, employers may want to have one blanket policy that covers all employees. But that could lead to compliance risks because each program has its own nuances. See what’s similar — and what’s not.
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We found that 60% of employers don't feel very well prepared to administer their new state-mandated paid leave program.* Here are quick insights and resources to help you get ready. Plus, check out our recent PFML webinar for employers.
The State of Washington’s new Paid Family and Medical Leave program goes into effect Jan. 1, 2020. Employers need to understand their responsibilities before, during and after the start of the new year. Here’s what Washington employers need to know.
Start prepping now for 2020 changes to New York’s Paid Family Leave program. This will be the third year on the state’s four-year schedule for phasing in benefits. Here’s what you need to know and some tips to get ready.
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