ABSTRACT
Despite rising interest in family-friendly workplaces, employee exits due to inadequate parental support remain high. This study identifies critical gaps in leave policies, especially around paternity leave, and aims to determine whether structured parental leave programs reduce turnover and enhance organizational commitment. Using a quantitative, descriptive research design, data were collected from 150 employees across multiple industries through structured surveys. Statistical tools like Chi-Square, Spearman's Rank Correlation, and Logistic Regression were applied to test hypotheses based on Social Exchange Theory and Work-Family Conflict Theory. Key findings showed that access to both maternity and paternity leave reduced turnover intent by 62%. Satisfaction with leave policies was positively associated with perceived support post-leave. Organizations with gender-inclusive, clearly communicated policies saw higher retention. Future research can explore long-term career impact and sector-specific challenges in implementing these policies.
