At an April 25^th forum at the Ford Foundation, coordinated by the National Center for Children in Poverty (NCCP), researchers discussed the benefits of paid leave for children and parents’ wellbeing, particularly for low-income families.

“In 2012, the United States remains the only industrialized nation without a national paid family leave program that supports workers who need time off to attend to important family needs, such as caring for a new baby or sick child,” said Curtis Skinner, PhD, director of family economic security at NCCP.

“The status quo, whereby the lowest-paid workers are least likely to have paid sick leave or other leave that enables them to take care of family responsibilities, forces working parents to choose between not taking care of their family or losing their wages (or losing their job altogether),” observed Work and Family issue editor Jane Waldfogel, who presented at the forum. And many low-income workers cannot afford to take the unpaid leave provided under the Family and Medical Leave Act, even if they are eligible.

Forcing parents to choose between family and work not only strains families but also costs employers in terms of diminished employee productivity, engagement, and retention. Even in the lowest paying jobs, it costs more to train a new worker than to provide current workers paid leave options.

U.S. businesses are often resistant to discussing paid leave options – assuming that the costs of paid leave will fall to them. However, as Waldfogel explained at the forum, this is not necessarily the case. Paid leave can be provided by a social insurance fund, such as the one provided in New Jersey. New research on the impact of such policies on children and families in the United States will be critical to larger scale implementations of family leave policies in the U.S.

For more on Work and Family, go to www.futureofchildren.org. Building a Competitive Future Right from the Start: A Paid Family Leave Forum was coordinated by NCCP with the help of the New York State Paid Leave Coalition and A Better Balance, with support from the Ford, Annie E. Casey, and Hagedorn foundations.

“Though it may seem counterintuitive, providing paid family and medical leave when people cannot work due to caregiving responsibilities helps keep people employed. In the short term it keeps people away from work, but in the long term it reduces the number of people who have to quit their jobs when they need time off to care for a seriously ill family member or when they have a new child. Paid medical leave serves this same purpose for workers who have short-term but serious illnesses that prevent them from working” write Heather Boushey and Sarah Jane Glynn in a report released yesterday by the Center for American Progress.

At a time when the majority of American women are employed outside the home, many single mothers and fathers are heading families on their own, and older Americans increasingly need care from younger relatives, the challenges of meeting family responsibilities and holding down a job are more difficult than ever. As the Future of Children’s Work and Family volume documents, when U.S. families need care for children or elderly relatives, they rely primarily not on government policies and programs but on themselves and their employers. Employer supports, however, are inequitably distributed, with the best packages of benefits going to the highest-paid workers. As a result, employees who may most need employer assistance in meeting family needs may be least likely to receive it.

As Boushey and Glynn show, providing paid family and medical leave would most likely have positive effects on employment and lifetime income, with the largest impact among less-educated and lower-income families – those who currently have the least access to any form of leave.

Workers who have a new child, experience a personal medical emergency or have an ailing family member often either have to quit their jobs to provide short-term intensive care or lose their jobs because they are unable to take job-protected leave. As Boushey, an author in the Future of Children’s Work and Family volume noted at its fall release at the Brookings Institution, “we did all that work on welfare reform in the 1990’s that encouraged low income individuals, especially women, to work… and so [workplace flexibility, leave policies] must be the next step. We want that single Mom in the workplace, but we have to make sure that she can stay in the workplace, that she can hold on to her job while taking care of her children.”

Yet, as Jane Waldfogel and Sara McLanahan note in Work and Family, providing additional paid leave could be difficult for many U.S. small businesses, particularly as the nation continues to struggle with the aftereffects of the recession. Waldfogel and McLanahan suggest that it is reasonable to ask all employers to provide a minimal amount of paid sick leave and other leave time to all employees. But longer leaves, where required for parents of newborns or for caregivers of those with serious longer-term health conditions, would probably be better provided through some other mechanism, such as a social insurance fund like the one that undergirds Social Security retirement and disability programs. Boushey and Glynn describe what such a fund might look like in their recent report.

For more research-based information on work and family in the United States, go to the Future of Children’s fall 2011 volume Work and Family.