Parental Leave:
Estimated Costs of H.R. 925, the Family and Medical Leave Act of 1987
HRD-88-34: Published: Nov 10, 1987. Publicly Released: Nov 10, 1987.
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In response to a congressional request, GAO estimated the cost to employers of H.R. 925, a bill that would permit employees to take up to 10 weeks of unpaid leave over a 2-year period upon the birth, adoption, or serious illness of a child or parent and up to 15 weeks every 2 years for their own illness. The bill would apply to firms of 50 or more persons during the first 3 years after enactment, and to firms of 35 or more thereafter.
GAO estimated that, for employers of 50 or more persons, it would cost $90 million annually to continue health benefits for employees on unpaid leave to care for new children, $10 million for employees on leave to care for seriously ill children, $35 million for employees on leave to care for seriously ill parents, and $53 million for personal temporary medical leave. GAO also estimated that, when it included firms with between 35 and 49 employees, the annual costs would total $102 million, $11 million, $38 million, and $61 million, respectively. GAO found that: (1) employers would have few measurable net costs associated with replacing workers or maintaining current output levels while workers were on unpaid leave; and (2) it could not estimate the costs associated with federal administration and enforcement, since the extent of violations and the costs of investigations and adjudication were unknown.
Feb 24, 2021
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Bureau of Prisons:
Opportunities Exist to Better Analyze Staffing Data and Improve Employee Wellness ProgramsGAO-21-123: Published: Feb 24, 2021. Publicly Released: Feb 24, 2021.
Jan 12, 2021
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DHS Employee Morale:
Some Improvements Made, but Additional Actions Needed to Strengthen Employee EngagementGAO-21-204: Published: Jan 12, 2021. Publicly Released: Jan 12, 2021.
Sep 16, 2020
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Senior Executive Service:
Opportunities for Selected Agencies to Improve Their Career Reassignment ProcessesGAO-20-559: Published: Sep 16, 2020. Publicly Released: Sep 16, 2020.
Feb 25, 2020
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State Department:
Additional Steps Are Needed to Identify Potential Barriers to DiversityGAO-20-237: Published: Jan 27, 2020. Publicly Released: Feb 25, 2020.
Dec 30, 2019
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Office of Congressional Workplace Rights:
Using Key Management Practices Would Help to Fully Implement Statutory RequirementsGAO-20-222: Published: Dec 30, 2019. Publicly Released: Dec 30, 2019.
Oct 10, 2019
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Department of Veterans Affairs:
Improved Succession Planning Would Help Address Long-Standing Workforce ProblemsGAO-20-15: Published: Oct 10, 2019. Publicly Released: Oct 10, 2019.
Oct 2, 2019
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Defense Workforce:
Steps Needed to Identify Acquisition Training Needs for Non-Acquisition Personnel [Reissued with revisions on Oct. 2, 2019.]GAO-19-556: Published: Sep 5, 2019. Publicly Released: Sep 5, 2019.
Sep 25, 2019
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Federal Workforce:
Talent Management Strategies to Help Agencies Better Compete in a Tight Labor MarketGAO-19-723T: Published: Sep 25, 2019. Publicly Released: Sep 25, 2019.
Sep 11, 2019
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USAID Reform:
Efforts Address Most Key Practices but Could Improve in Performance Assessment and Strategic Workforce PlanningGAO-19-609: Published: Sep 11, 2019. Publicly Released: Sep 11, 2019.
Aug 15, 2019
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Defense Acquisition Workforce:
DOD Increased Use of Human Capital Flexibilities but Could Improve MonitoringGAO-19-509: Published: Aug 15, 2019. Publicly Released: Aug 15, 2019.
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