Starting or adding to your family can be a life-altering experience, and Enervee wants to support parents—regardless of gender—to play equal roles in building their careers and nurturing their families. That commitment aligns with our mission to build a more sustainable world and to be an inclusive organization.
Why paid parental leave matters at Enervee
Enervee’s Paid Parental Leave gives new parents the flexibility and time to bond with their child and adapt to a new family dynamic. We checked in with teammates who’ve used the policy to learn what worked for them.
“Enervee’s parental leave policy was developed and rolled out when I was pregnant with my first. It was such a relief to hear Enervee planned to support all new parents with 12 weeks of paid leave. Knowing I had that time off to focus on recovery and adjustment to our new addition was huge.”
— Tina, Partner Success Executive
Big change, new focus
“I was sort of a workaholic and told myself I probably wouldn’t use all 12 weeks. Once our son was born, everything flipped—and I knew I’d take as much time as I could for family. Working from home plus leave has been phenomenal for building a really close relationship.”
— Aaron, Senior Software Engineer
“With my daughter Cassia’s due date looming fast, I was cranking through a big RFP. Once she arrived, everything centered around her. Thanks to Enervee’s policy, I took the months to be with her and my wife. It was truly special.”
— Alex, SVP Business Development
“As a first-time parent, after 12 weeks to focus exclusively on family, it’s hard to imagine life without it.”
— Eric, Director of Business Intelligence
Our policy, in practice
“Being able to work at a company that offers parental leave for both mothers and fathers is such a blessing. We can bond with our baby during crucial stages and adjust to our new lifestyle before going back to work.”
— Joselline, Project Manager
“At my previous employer, I had six weeks of reduced-pay state leave. Enervee’s policy allows up to 12 weeks at 100% pay—time to bond with my new baby boy, Mateo, without the stress of reduced income.”
— Juancarlos, Software Engineer
Flexibility matters, too:
“I staggered my leave with my wife’s, so our son always had one parent at home for the first six months.”
— Juancarlos
And the process is simple:
“The application was a really simple 3-page sheet with dates. Our People Manager answered questions, approval took about a week. When my daughter arrived early, a quick Slack to my manager handled the change so I could focus on what’s important.”
— Ashley, Manager, Projects
Baby bonding
“The flexibility gives us quality bonding time with our newborn and lets my wife ease back into work. I get that time to learn and be present without feeling rushed.”
— Jordan, Senior Manager, Email Marketing
“While there is never enough time with your newborn, having three months off made bonding possible.”
— Victoria, Senior Manager, Software Engineering
“This was my third child, so I needed to build the relationship between Violet and her older siblings, and still maintain a routine. The 12 weeks gave me time to heal and bond with Violet—and with our family as a whole.”
— Ashley
Back in the saddle: ramping up with empathy
“We set a return date I was comfortable with. On day one, I met with our People Manager to talk through any concerns and my schedule. My manager planned a ramp-up. There was a clear expectation to take things at my own pace—and a warm welcome back (plus lots of baby pics).”
— Ashley
Good for parents, good for Enervee
“Giving employees time off with their new baby helps retain experienced team members. I came back energized and ready to contribute—versus trying to push through exhaustion.”
— Joselline & Eric
Policy snapshot (what teammates valued)
- Up to 12 weeks of paid leave at 100% compensation
- Flexibility to split or stagger time with a partner
- Simple, fast approval process
- Supportive ramp-back for a sustainable return to work