Havas has announced wide-ranging changes to HR policies including family planning, domestic violence and gender affirmation leave offerings.
According to the new policy changes, the family leave policy will support prospective parents across Havas Village Australia (Host/Havas, Havas Media, Red Havas and One Green Bean).
As reported in media, the leave entitlements cover fertility treatments, pregnancy, adoption, surrogacy and miscarriage.
With respect to pregnancy, employees can fit their workday around appointments such as ultrasounds, rather than formally take time off to attend them, while work hours can be adjusted to allow later starts to manage morning sickness. Pregnancy Leave gives primary caregivers an extra two days of personal leave on top of their personal leave entitlements.
Further, Havas’ Bereavement Leave for Miscarriage provides at least an additional 10 days of paid personal leave for primary carers and five days for secondary carers who experience miscarriage or pregnancy loss.
For those on a different path to parenthood, Havas will provide an additional five days of personal leave for adoption and surrogacy.
According to the new policy, a minimum of two weeks of additional paid leave will be provided to support an employee’s gender affirmation journey. Along with that, it will also offer access to support and counselling, and affirmation planning support developed in consultation with the employee to best enable their gender affirmation needs in the workplace from beginning to end.
In case of family/domestic Violence, two weeks additional paid leave and any additional flexibility and confidential support required.
Further, the family planning offerings are in addition to Havas’ Parental Leave Policy that offers 12 weeks of paid leave plus an additional week for each year of service for primary caregivers, in addition to five paid ‘stay in touch’ days to allow for continued connection with our parents.
Havas will also pay an allowance of $100 a day up to three days a week for the first 12 weeks on return to work to allow for childcare support, a family member to visit to support or to support a partner who is spending more time at home to support the transition.
The group has also implemented policies to help transgender and non-binary employees (1.3% of their people), and has taken a stand on supporting victims of domestic and family violence. The new leave policies have also been introduced to support gender affirmation and those who may be experiencing family or domestic violence.
“We understand beginning or growing a family is an important stage in many people’s lives and we are committed to supporting all our people before, during and after that journey," said Thierry Lalchere, Chief People Officer, Havas ANZ, while speaking to media.
She further added, "We also know that every journey is unique and so we are also implementing clear policies to both emotionally and financially support our people who are going through the process of gender affirmation.
"Finally, in response to the increased levels of domestic and family violence in Australia over the period of the pandemic, we are introducing a domestic violence policy with additional paid leave."
Anthony Freedman, CEO and Chairman, Havas Group ANZ also said, "Havas Group policies have always endeavoured to be as inclusive as possible for the different journeys our employees may be on.
"We know that exclusion is often assumed unless inclusion is explicit and so we have further articulated how we will support our people on their journeys and we will continue to review, improve and innovate," said Freedman.