An Investigation of Parental Leave Policies and Job Retention Among Female Employees in Plateau State
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Background of the Study
Parental leave policies play a crucial role in supporting employees, particularly female workers, in balancing their professional and family responsibilities. These policies, which include maternity and paternity leave, enable parents to care for newborns without the risk of job loss. Research has shown that well-structured parental leave policies contribute to job satisfaction, increased employee retention, and overall workplace productivity (Adebayo & Salisu, 2023).
In Nigeria, maternity leave policies vary across sectors, with some organizations adhering to government-mandated leave while others provide additional benefits. However, the effectiveness of these policies in promoting job retention among female employees remains uncertain. In Plateau State, where women play a significant role in various industries, the availability and implementation of parental leave policies could influence their decision to remain in the workforce (Usman & Bello, 2024).
Many female employees face challenges such as inadequate leave duration, lack of job security after maternity leave, and limited workplace support for mothers. These factors may lead to career disruptions, reduced job satisfaction, and increased employee turnover. This study aims to investigate the impact of parental leave policies on job retention among female employees in Plateau State, identifying key challenges and proposing strategies for improvement.
Statement of the Problem
Female employees often struggle to balance work and family responsibilities, especially in organizations with inadequate parental leave policies. In some workplaces, women face discrimination after maternity leave, including reduced opportunities for promotions, job insecurity, and, in extreme cases, termination. These challenges can discourage female employees from remaining in the workforce, leading to increased turnover rates.
Despite the existence of parental leave policies, there is limited research on their impact on job retention among female employees in Plateau State. If parental leave policies are not well-implemented, they may fail to achieve their intended purpose of supporting working mothers. This study seeks to examine how parental leave policies influence job retention, identify gaps in policy implementation, and recommend solutions for improving support for female employees.
Objectives of the Study
1. To examine the implementation of parental leave policies in workplaces in Plateau State.
2. To assess the impact of parental leave policies on job retention among female employees.
3. To identify challenges associated with parental leave policies and suggest improvements.
Research Questions
1. How are parental leave policies implemented in workplaces in Plateau State?
2. What is the impact of parental leave policies on job retention among female employees?
3. What challenges hinder the effectiveness of parental leave policies, and how can they be improved?
Research Hypotheses
1. Inadequate parental leave policies negatively affect job retention among female employees.
2. Organizations with well-implemented parental leave policies experience higher employee retention rates.
3. Strengthening parental leave policies improves job satisfaction and commitment among female employees.
Scope and Limitations of the Study
This study will focus on female employees in public and private organizations in Plateau State, assessing the effectiveness of parental leave policies. Limitations may include variations in policy implementation across industries and reluctance of some employers to disclose policy details.
Definitions of Terms
• Parental Leave Policies: Workplace policies that allow employees to take time off work for childbirth or childcare without losing their jobs.
• Job Retention: The ability of an organization to retain employees over a period of time.
• Maternity Leave: A leave of absence granted to female employees for childbirth and childcare.
• Workplace Discrimination: Unfair treatment of employees based on gender, pregnancy, or family responsibilities.
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