This report is concerned with PPL length, though increased length will be shown to be ineffective unless combined with increased maximum payments. However, other changes may also make PPL more effective. These include:
- Entitlements structure (including whether mothers and fathers/partners have the same entitlements).
- Eligibility employment requirements (including length of employment, length of employment with same employer, minimum hours over a given period).
- Flexibility (including whether PPL must be one consecutive block, can be part-time, or transferred to other family members).
- Funding model (general taxation, employer levies, employee contribution, or other).
Some of the positive effects of lengthened, higher-paid PPL might also be achieved through:
- Improved breastfeeding facilities in workplaces.
- Childcare subsidies.
- Subsidising employers for providing flexible hours.
- Technology for parents to work from home.
These potential policy changes should not detract from the effectiveness that this report will reveal of lengthened and higher-paid PPL. However, decision-makers should be aware that some combination of other changes, in addition to increased length and payment, may bring optimal benefits from PPL policy.