In 2024, American Express and Goldman Sachs are the top companies for working parents.

• Parents rank Goldman Sachs, American Express, and others as the top companies.
• Both primary and secondary caregivers receive 20 or more weeks of paid parental leave from companies that are the best at supporting parents.
• While most companies reveal their paid parental leave policies, not all specify the number of weeks for primary and secondary caregivers.

Caregivers, including working parents, understand the difficulty of managing both work and care duties.

Employers are increasingly recognizing the specific needs of parents and are offering benefits such as paid parental leave, quality health care coverage, and equal pay that cover childcare costs.

Without federal supervision of workplace benefits such as paid time off and caregiving policies, corporate executives are being urged to take charge.

America's largest companies were evaluated by Just Capital in terms of their policies to determine which ones are most beneficial to their workers.

According to Alison Omens, president of Just Capital, Americans have a strong belief that companies should prioritize their workers.

Top companies for parents

According to Just Capital's research, Splunk and are the top companies for parents in 2024.

All five companies provide 20 or more weeks of paid parental leave for both primary and secondary caregivers, offer parental leave parity for all caregivers, and provide backup subsidized dependent care for their employees.

According to Omens, the pandemic exposed and continues to be true that working parents, particularly mothers who disproportionately provide caregiving, require a crucial element of paid parental leave.

S&P Global boasts one of the most comprehensive paid parental leave policies, which lasts for 26 weeks. According to CNBC, Lauren and Mario Washington, a married couple who work at the company, shared that taking parental leave together after welcoming their second daughter in 2021 had a significant impact on their family dynamic.

"Lauren Washington stated that the initial weeks, though brief, significantly improved our family's equilibrium and bond. Mario's participation aided our eldest daughter in transitioning from being the only child to a big sister, while also allowing me to concentrate on caring for our newborn and my own recuperation."

In the field of human resources, there has been discussion about the expense of providing paid parental leave. The main concern, as stated by the Society for Human Resource Management (SHRM), is the direct cost, which refers to the employee's pay during the duration of their leave. SHRM contends that employers have already factored salaries into their budgets.

The "indirect costs" include the loss of productivity, temporary replacement, and the cost of administering a paid leave program.

"According to HR knowledge advisor Yvette Lee at SHRM, while paid parental leave can be expensive, the turnover of key talent may be even more costly."

Paid parental leave and other policies for parents may be a wise investment for a company in the long run, according to Lee.

Several companies are taking extra steps to promote equality in the workplace for all staff members.

By 2030, Deckers Outdoor aims to achieve gender parity in leadership roles, while Goldman Sachs has set a goal to hire 50% women in entry-level and 40% in senior management positions.

A spokesperson for S&P Global stated that investing in our people is crucial to our success as a company.