Imagine navigating the exhaustion, emotions, and challenges of life with a newborn. Now imagine having your parents—the grandparents—by your side during those crucial weeks and months. Their wisdom, encouragement, and practical help could make all the difference. For many families, however, this kind of support is out of reach due to systemic barriers like rigid work schedules and the absence of policies supporting grandparent involvement. It’s time to rethink how we approach family leave, and that includes recognizing the transformative impact of paid grandparent leave.
The Role of Grandparents in Postpartum Support
Recent research has shed light on the powerful role grandparents play in supporting new parents. A study found that among birthing parents with a supportive parent in their lives, only 4 out of 10 reported experiencing perinatal mood and anxiety disorders (PMADs). In contrast, 6 out of 10 parents without such support faced these challenges. Grandparents can help new parents feel more confident, reduce anxiety, and create a sense of stability in their new roles.
Despite the value of grandparental involvement, many parents feel they lack enough support. In fact, 63% of parents in a recent survey expressed a desire for more help from their parents. Common barriers include distance and the grandparents’ own work commitments. As one mother shared, “My mom helped so much during those first few days, but she lives five hours away and works. She could only get a few days off. It would have been so helpful to have her stay longer to help with the newborn and my 4-year-old.”
Why Grandparent Leave Matters
Most discussions about family leave focus on new parents, but the conversation should extend to include other caregivers, particularly grandparents. The perinatal period, especially the first few weeks postpartum and the months between three and six postpartum, is critical for parental mental health. PMADs, if left unaddressed, can affect the parent-child bond, not just with the infant but also with older siblings. Grandparent leave would allow these key family members to step in as caregivers, providing much-needed emotional and practical support during this vulnerable time.
The idea isn’t entirely new. Some companies, like Booking.com and SentinelOne, have introduced policies called “grandternity,” which allow employees to take time off to support their children and grandchildren. In Sweden, generous parental leave policies include provisions that allow grandparents to step in when needed. These policies demonstrate how fostering intergenerational support can strengthen family systems while also benefiting employers through improved worker retention.
How Grandparents Help Families Thrive
Grandparents bring immense value to families, particularly during the early days of a child’s life. Research highlights several key benefits:
- Emotional and Mental Health Support: Grandparents provide reassurance and encouragement to new parents, easing the stress of early parenthood. Studies show that higher levels of support from maternal grandmothers are linked to better maternal mental health in the first year postpartum.
- Practical Assistance: From cooking meals to running errands, grandparents take on tasks that lighten the load for new parents. This support allows parents to focus on their newborns and prevents burnout.
- Childcare and Financial Relief: Grandparents often serve as caregivers, giving parents much-needed breaks or enabling them to return to work. This care is not only flexible but also more affordable than traditional childcare options.
- Strengthened Family Bonds: Grandparents transmit family traditions, values, and stories, creating a sense of identity and belonging for children. They also act as role models and mentors, sharing their life experiences and wisdom with younger generations.
Addressing Barriers to Grandparent Involvement
While grandparents’ involvement is invaluable, systemic challenges often prevent them from fully participating in family caregiving. Many grandparents are still working or live far away, making it difficult to provide consistent support. Paid grandparent leave could help bridge this gap, allowing them to take time off without sacrificing their financial security.
Policies that support grandparent involvement don’t just benefit families—they also benefit employers. Flexible leave policies can reduce the likelihood of early retirements, helping companies retain experienced workers. More importantly, these policies strengthen family systems, leading to better outcomes for parents, children, and even grandparents themselves.
Learning from Global Examples
Countries like Sweden offer a model for how inclusive family leave policies can work. Swedish parents can share up to 480 days of paid leave, with some of this time transferrable to grandparents. This flexibility allows grandparents to step in as caregivers, providing vital support during the postpartum period. By implementing similar policies, other countries could replicate the benefits seen in Sweden: stronger intergenerational bonds, reduced parental stress, and better overall family well-being.
Moving Forward
The case for grandparent leave is clear. Grandparents are a vital, often untapped resource for supporting families during the critical perinatal period. Their involvement has the potential to prevent postpartum mood disorders, boost parental confidence, and nurture the bonds that sustain families for generations.
Advocating for policies that recognize and support the role of grandparents in caregiving is not just about individual families—it’s about building healthier, more connected communities. By removing barriers like rigid work schedules and lack of leave options, we can unlock the full potential of intergenerational caregiving.
It’s time to prioritize family systems as a whole. Grandparent leave is not just a luxury—it’s an investment in stronger families and a healthier society.
