Facebook Sets Pace for Employee Benefits, But Can Others Follow?

Most companies that care about employee recruitment and retention try to offer the best benefit packages possible to attract top talent. In tech, an industry facing perpetual talent shortages, that often means going big.

Facebook last week said it would yet again expand its family leave benefit package, offering employees 20 days of paid sick leave to grieve an immediate relative and 10 days to mourn an extended family member’s death. They also added three days to care for a sick child.

In a Facebook post outlining the policy, company COO Sheryl Sandberg referenced her own bereavement in 2015 after the unexpected death of her husband, Dave Goldberg.

“Amid the nightmare of Dave’s death when my kids needed me more than ever, I was grateful every day to work for a company that provides bereavement leave and flexibility,” Sandberg wrote. “I know how rare that is, and I believe strongly that it shouldn’t be.”

In an interview with KQED, Sandberg said her experience helped to shape the bereavement policy.

“I mean, just getting out of bed is a struggle,” Sandberg told The California Report. “And I know I’m not the only one who faced something like this. And so I think what we’re trying to do with this policy is give people time … time for themselves, time to grieve, and time to take care of the things they need to take care of for their families.”

Facebook is well positioned to offer these costly benefits because the company’s business is growing so fast. Revenues in 2016 increased 54 percent over the year before, and the company has $29 billion cash on hand.

But for other companies who aren’t so cash flush, the question is: How do you lure top-flight talent with a bottom-shelf budget? That puzzle is especially tough for nonprofits to figure out, with many repeatedly voicing concern that they’re being left behind in the Silicon Valley hiring race.

Sandberg said she recognizes that not all companies can keep up with Facebook, but they should still try to “stretch” to offer as many benefits as possible.

“I think it’s great when companies do more,” she said. “I think it’s great when employees know that they’re valued, and I think there are a lot of ways companies can do this.”