Your employees are looking for more than time away from the computer.

When choosing whether to move to a new place of work or to remain in their current position, an employee considers more than just pay. A healthy work-life balance is a top priority for many, which means having access to leave programs that support personal and family commitments.

Providing competitive leave options as part of your rewards package shows employees that you value their time with loved ones as well as encourage them to have a rich life outside of work. Supporting their time away helps reduce burnout and keeps them productive when they return.

Explore the types of leave policies offered to employees in 2024 to help inform what you offer in terms of leave as part of your total rewards package. Find more insights in Mercer’s 2024 Leave Programs survey.

Types of leave policies offered by US businesses

Competitive businesses offer nine main types of leave to support their employees:

These leave options create a flexible work environment that helps your employees balance their personal and professional obligations. This helps them remain happier and more productive at work and feel supported their employer. Let’s take a closer look at what US companies told us about their leave programs in 2024.

1. Maternity/primary caregiver leave

By law, US businesses must offer primary caregivers 12 weeks of unpaid leave after the birth of their child. However, 66% of employers choose to provide more than this minimum requirement.

On average, 54% of employers provide fully paid maternity leave for 12 weeks, while only 1% stick to unpaid leave. Many employers opt for a mix of partial, full, and unpaid leave. Employers offering partial pay generally cover 65% of the caregiver’s salary.

Employers offering a combination of fully and partially paid leave provide 12 to 15 weeks. When employers also offer unpaid leave options, the average can be as high as 18 weeks.

Paternity/secondary caregiver leave

While there are no legal requirements for secondary caregiver leave, 62% of employers still offer it. This type of leave is a priority for many employees who want to support their significant other after a child’s birth and bond with their newborn.

Of the employers offering paternity leave, 70% offer fully paid days, while only 1% offer unpaid days exclusively. The rest offer a mix of fully paid, partially paid, and unpaid days.

On average, employers offer 33 fully paid days and up to 41 unpaid days. For employers providing a combination of paid and unpaid days, the total leave can stretch to an average of 125 days — comparable to maternity leave — allowing both caregivers to spend time together post-birth.

3. Adoption leave

Legally, adoption leave entitles caregivers to 12 weeks of leave. About 77% of employers offer the same leave options for primary caregivers adopting a child as they do for maternity leave. Similarly, 86% of employers provide secondary caregivers the same adoption leave as they would for paternity leave.

4. Dependent care leave

Dependent care gives employees time off to care for a family member, often for health-related reasons. Common family members who may require care include a spouse, child, parent, sibling, in-law, or grandparent.

About 59% of employers offer dependent care leave. On average, the total number of days provided, using a combination of fully paid, partially paid, and unpaid, is 52.

5. Annual vacation leave

There are no legal requirements for vacation leave, but offering paid time off is a standard practice across most companies. The amount of vacation leave typically increases with the employee’s tenure. On average, employees with a year of service receive 15 vacation days, while those with 20 or more years receive 24 days. These numbers are consistent across executives, managers, and professionals.

In most cases, vacation benefits start right at hire, although 30% of employers require a probationary period before vacation leave is available.

6. Personal days

In addition to vacation time, many employers offer personal days for less enjoyable but necessary situations, such as medical appointments, moving, or family emergencies. This allows employees to handle personal matters without eating into their vacation time, helping them stay refreshed and avoid burnout.

Around 56% of employers offer personal days. On average, employees receive five paid personal days or up to 33 unpaid days.

7. Volunteer days

Encouraging a culture of giving back boosts company morale and engagement. It also positions you as a business that cares about the community. Volunteer days encourage your employees to give back to the community and help employees feel more fulfilled in their careers.

On average, 43% of employers offer volunteer leave. Most provide one or two paid days, although some offer up to two weeks of unpaid volunteer time.

8. Bereavement leave

Bereavement leave gives your employees the necessary time to grieve after the loss of a close family member. This time away is crucial for their emotional recovery and helps them return to work more focused and productive. While there are no legal requirements for bereavement leave, offering this improves both the employee’s mental health and workplace productivity.

On average, employers offer up to five paid days and up to 10 unpaid days for grieving a partner, child, or other close family members. The days allocated for bereavement of spouses and children are usually more than for other family members.

9. Sabbaticals

Sabbaticals give employees time away from work for personal or professional growth. Employees often use it to travel, study, or learn a new skill. Some companies offer sabbaticals related to the organization. For example, a sustainability-focused brand might provide sabbaticals for those who want to dedicate time to improving the environment.

Only 13% of employers offer sabbatical leave. Among those that do, the average is eight paid or 24 unpaid weeks.

Refresh your leave programs for 2025

Leave programs offer employees a chance to spend time with their loved ones and pursue personal interests, helping them stay engaged and avoid burnout. However, these programs can be costly to the business. Striking the right balance between meeting industry standards and managing your budget starts with a thorough knowledge of current benchmarks.

Explore our insights into leave programs to learn about the current legal requirements and how your company compares to others in your industry. Finding this balance will keep your employees satisfied while helping you stay within your budget.

To learn more about optimizing your leave programs, connect with us through email or call us at 855-286-5302.