PwC reaps ROI as employees lean into expanded caregiving benefits

“We have what sometimes feels a little an overwhelming array of choices, and we’re always trying to help our people understand the different things we have,” she says. “So, it’s personalized in that way, even though we have a large number of offerings that are available to everyone.”

The phased return to work program for new parents is one of the most impactful examples. Jones points to a director on her team who will use the firm’s transition program, returning on a 60% schedule for four weeks while still receiving full pay.

That kind of flexibility, she adds, directly addresses the challenges many women face when returning from maternity leave. According to a poll from LiveCareer, 86% of working mums believe that taking maternity leave sets back their advancement or costs them promotions and 93% have been criticised for taking time off for child-related needs.

Too often, careers stall because the transition back to full-time work is abrupt and unsustainable. By phasing the return, PwC aims to prevent that drop-off, Jones says. 

Benefits as a tool for recruitment and retention

PwC has also seen an impact on recruitment. Jones notes that many entry-level hires are already thinking ahead to future life stages, and the firm’s caregiving benefits are a draw for those who want long-term career stability without sacrificing family support. She adds that the programs are regularly highlighted in recruiting conversations, where they are met with strong interest.