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Drexel review and Connecticut experience: paid leave's effects on employers, equity and the national patchwork
Summary
On the Paid Leave Podcast, Drexel researcher Natalie Schock told host Nancy Barrow that paid leave can improve recruitment and retention and often does not raise long‑term employer costs; she also highlighted equity gaps for part‑time and gig workers and warned that lack of a national program creates confusing interstate patchwork.
Nancy Barrow and Natalie Schock discussed employer and equity implications of paid family leave based on Drexel's literature review and state program rollouts. Schock said research shows employers may experience short‑term costs but often benefit from lower turnover, improved productivity and stronger workplace loyalty over time.
"A lot of the impact actually is beneficial," Schock said, summarizing private‑sector research that links paid leave to recruitment and retention benefits. She described studies indicating that as many as 80–90 percent of employers reported no long‑term cost increases after implementation because reduced turnover and recruitment costs offset initial expenditures.
Schock emphasized equity concerns: lower‑wage workers, people of color, part‑time and gig workers are less likely to have access to paid leave, and program design and outreach influence who uses benefits. She cited California’s rollout as an example where active promotion increased uptake among noncollege, unmarried mothers.
Regarding national policy, Schock said absence of a federal program leaves a "patchwork" of state rules that can confuse workers who live and work across state lines and can create competitive pressures between neighboring states. She noted Pennsylvania's stalled legislative progress and observed nearby states have adopted programs, affecting worker mobility and employer competitiveness.
The interview included no votes or formal actions; it framed Drexel findings for Connecticut listeners and reiterated where to find program information at ctpaidleave.org.
