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.
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
“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
“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
“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
“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
“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