A year after the University of Iowa implemented Iowa Paid Parental Leave (IPPL), some employees say the benefit has given them something invaluable: More time to focus on their growing families during one of life's biggest transitions.
For Jade Rogers, manager of talent acquisition for University Human Resources, the benefit was implemented just before the birth of her first child, Ari.
“I had already been trying to figure out if I had enough time saved and doing the math on how I was going to make everything work,” Rogers says. “It was an immediate sense of relief.”
Instead of worrying about exhausting vacation and sick leave balances, Rogers says the benefit allowed her to focus on preparing for parenthood.
“It took something huge off my mental plate,” she says.
The additional paid time at home also provided flexibility for Rogers and her wife, Mary, as they adjusted to life with a newborn. It allowed them to delay daycare enrollment, spend more time together as a family, and ease into a new routine before Rogers returned to work.
“Having the uninterrupted time together—me, Mary, and Ari—is something I'll always be thankful for,” Rogers says. “I actually got the time that I needed and wanted with my first child.”
Rogers’ experience reflects a common theme among employees who have used the benefit. The additional time allows them to focus on family during an important life transition.
For Jack Olson, social media coordinator in the Office of Strategic Communication, the benefit helped his family navigate the arrival of their daughter, Olivia.
Olson and his wife, Ally, a staff nurse at UI Health Care, say the additional paid leave eased some of the uncertainty that came with preparing for a new baby.
Recent changes to IPPL have revised eligibility for additional employees. Employees who may qualify are encouraged to review the latest eligibility information and FAQs on the IPPL webpage and contact their local HR representative with questions.
“It gave us a sense of comfort knowing that paid leave is offered now,” Olson says. “The time we got to spend at home bonding with our new daughter is priceless.”
The benefit also gave the family more flexibility as they adjusted to life with a newborn.
“The time Ally spent with Olivia at home wouldn’t have happened without IPPL,” Olson says. “She would have had to return to work a month earlier.”
Cheryl Reardon, chief human resources officer and associate vice president, says employee feedback over the past year demonstrates the meaningful impact the benefit has had across the institution.
“One year after implementation, the stories we've heard from employees reinforce why this benefit matters,” Reardon says. “Parents have told us they were able to spend more time with their children, delay child care decisions, and focus on their families during an important transition. Those experiences demonstrate the value of supporting employees during important family milestones.”
