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For WorldatWork Members ;What Are TR Pros’ Options for Paid Care Leave Design , Workspan Daily Plus+ article; ;Use This Template to Create Your Paid Family and Medical Leave Policy , Workspan Daily Plus+ article; ;The Organizational Parental Leave Ecosystem , Journal of Total Rewards article; ;Best Practices for Supporting the Parental Leave Transition , Journal of Total Rewards article; ;Parental Leave Isn’t Leave — It’s a Three-Phase Transition , Journal of Total Rewards article; ;Benefits Pulse: A Guide to Listening, Learning, and Leveling Up , tool; For Everyone ;Paid Care Leave Rising in Importance for Workers , Workspan Daily article; ;How Employee Leave Policies Can Support Women’s Health , Workspan Daily article; ;Compliance Compendium: A Primer on the Family and Medical Leave Act , Workspan Daily article; On Jan. 1, Colorado became the first U.S. state to mandate paid leave for parents to care for a newborn who has been admitted in

The directive is designed to identify and ameliorate gender disparities as well.

Employers should think out of the box when it comes to giving employees the flexibility options they need — like a shorter work week, additional wellness hours or a designated day of the month just for well-being.

Then bring home the sale by showing how to solve these challenges with practical strategies designed to end your story on a happy and successful note.

When partnering on sales incentive design, understand their sales cycles, revenue targets and the key metrics used to measure sales performance (e.g., new accounts, customer retention, revenue generation).; Find Common Ground When working together, find common ground between TR’s and the other department’s goals and objectives.

Workspan Daily article; Editor’s note: WorldatWork and the Human Resource Certification Institute (HRCI) recently announced a new strategic collaboration designed to expand and elevate professional development opportunities for HR and rewards professionals around the world.

Employers also should think broadly about the types of support they provide.

When leave plans are carefully designed and clearly communicated, companies do see their remote employees taking time off when needed.

Critical success factors will include: ;Well-designed short- and long-term incentive schemes that are simple to understand, clearly linked to measurable outcomes and differentiated based on performance and contribution.; ;Change management and communication , ensuring employees understand how rewards work, how they can influence outcomes, and how rewards support both individual and organizational success.; ;Leadership capability and accountability , with leaders actively reinforcing performance expectations and consistently applying reward principles.; Ultimately, success will depend on positioning TR not as a standalone HR intervention but as an integrated part of our broader people, performance and culture strategy.

Explaining what such comebacks and initiatives like this require, Rajesh said there is a need for consistent inputs, sensitizing managers on what it’s like being a woman re-entering the workplace after a break, designing jobs that set them up to succeed, and creating spaces for them to share and belong.