Take 2 years of sick leave

WHAT’S ON DECK

• Tell Me More: How global sick leave policies stack up

• Troublemaker Spotlight: Anushka Salinas, CEO of Nanit

• Dear FQ: Is the raise worth the commute?

• Poll the Pack: What does “job satisfaction” really mean?

TELL ME MORE

In the Netherlands, employees can be on sick leave for up to two years, and still receive 70% of their salary

In the Netherlands, falling ill doesn't mean falling through the cracks. Workers who can't do their jobs due to illness are guaranteed at least 70% of their salary for up to two years. If recovery isn't possible after two years, disability benefits step in. The comprehensive approach of the Netherlands is a model that respects people as human beings, not just as units of productivity. What makes the system work? Reintegration. Employers and employees actively collaborate on returning to work with care, not pressure. 

Let's look at how other countries handle sick leave:

• Norway: Employees receive 100% of their salary for up to one year. 

• Germany: Workers receive 100% of their salary during the first six weeks of illness. After that, health insurance covers 70% of their gross salary.

• United Kingdom: The minimum statutory sick pay in the U.K. is £116.75 per week for up to 28 weeks, a policy that many say leaves room for improvement. 

• Thailand: Workers who’ve been with a company for longer than one year are entitled to 30 days of paid sick leave. 

• United States: Most workers receive fewer than 10 days, and one in five gets less than five days of paid sick leave each year. The Family and Medical Leave Act provides for up to 12 weeks of unpaid leave for certain medical situations for either the employee or a member of the employee's immediate family.

And women report lower rates of access to paid sick leave compared to men because women are overrepresented in low-wage and part-time jobs that are less likely to offer paid sick leave. This disparity hits especially hard considering women are more likely to be primary caregivers, meaning they're not just managing their own health needs, but often coordinating care for children and aging parents too.

“Aside from small increases in worker absence, we found a trove of evidence suggesting paid sick leave is linked with favorable business outcomes,” says Anne DeRigne, Ph.D., and professor in Florida Atlantic University’s Phyllis and Harvey Sandler School of Social Work.

History tells us that countries that invest in comprehensive sick leave policies see healthier, more productive workforces, families, and societies. German Chancellor Otto von Bismarck created the world's first statutory health insurance system with paid sick leave in 1883. Today, countries with comprehensive sick leave policies have healthier employees and because of that, healthier economies. 

Workers without paid sick leave are significantly more likely to delay or skip medical care for themselves and their families, not only worsening health outcomes, but driving up long-term costs. When people can’t afford to stay home or see a doctor, contagious illnesses spread more easily, children miss school, and workplaces see higher turnover and reduced productivity. The absence of paid sick leave doesn’t just affect individuals, it creates a ripple effect that strains healthcare systems, disrupts businesses, and impacts entire communities. 

The question for businesses everywhere is this: How can we learn from different cultural approaches to create sick leave policies that respect employees while maintaining productivity? By treating workers like humans, not KPIs, we build stronger, more resilient workplaces and businesses. The Netherlands clearly got the memo.

TROUBLEMAKER SPOTLIGHT

Anushka Salinas, CEO of Nanit

How do you go from packing boxes as an unpaid intern at Rent the Runway to becoming president of that very same category-defining brand? Anushka Salinas took a calculated risk and turned it into a game-changing career, leading Rent the Runway to over $300M in sales. Now, as CEO of Nanit, she’s at the helm of a company that has redefined the baby monitor category and continues to lead it forward. How'd she get here, apart from packing boxes? Her dad had something to do with it.   

FQ: What’s the worst career advice you’ve gotten?

“Don’t go to business school.” It was from a senior person at the company I was working for at the time, and she said that I should stay in the role that I had already been doing for 2 or 3 years.

I'm really glad I didn't listen. Going to business school was one of the best decisions of my life, not just because of the professional side, but also on the personal side. I met my husband in business school, I met lifelong friends, and I also got really clear on what kind of leader I wanted to be. I met the founders of Rent the Runway, which was the beginning of my career in startups and innovative, category-creating companies, which eventually led me to Nanit.

What’s the best piece of non-obvious career advice you’ve gotten?

This advice came from my dad. From a young age, he used to say to me: "Work in a role where you are the center of the company and where value is being created." 

Because of that advice, I always looked for roles within companies that I thought were going to be critical linchpins to the success and strategy of the business. Take retail, for example. The buyer is the position on track to be CEO because you’re running the business that ultimately is the core of the P&L and the way everything works.

Seeking roles where you can be at the heartbeat of the business ensures that you can have an incredible impact. And when you have an incredible impact on a business, you have all kinds of career opportunities ahead of you.

What was a “heartbeat moment” for you in your career?

Coming out of business school, I accepted a high-paying job with a great bonus. Meanwhile, I got this offer at a startup that I was really passionate about. Taking the startup position meant a big pay cut, more risk, but potentially a much bigger and more impactful opportunity for my career. 

I decided to go to the original offer I accepted and say, "I know I said I was going to take this job, but I received another opportunity that truly aligns with my passion and where I can contribute in a big way, and so I've decided not to join."

That was a very scary moment for me, because up until that point, I was more of a rule follower, and it was just not on my mental map to pivot like that. But it turned out to be one of the best decisions of my career.

Who is one person you’d love to give flowers to from your career that influenced your journey?

The person who had the biggest impact on my career is the co-founder and CEO of Rent the Runway, Jennifer Hyman. I always say she pushed me up the ladder, versus me having to slog my way through climbing. 

One of the values of that business that she really championed was, "Dream big and go after it." What I've learned from her is that everyone should dream big for themselves and their own career, even if that’s bigger than what you think you're capable of.

Where have you caused trouble?

Recently at Nanit we decided to raise our voices about the impact of tariffs and the impact that they're having on families, specifically families of young children and essential baby products.

We wanted to get involved, and we did want to cause some trouble, because a lot of trouble is being caused for young families, and that's not right. So we organized a rally to showcase our support for families and our opposition to the recent tariffs.

I'm really excited to say we got a ton of attention around it, and I think it showed us that in the right moment, at the right time, causing a little trouble can have a really positive impact.

Want to nominate a “Troublemaker” you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Shelley Zalis of The Female Quotient weighs in:

Decisions like this come down to more than just the money. Ask yourself: 

• What’s the cost of the commute on your time, energy, and life integration? 

• Can you still show up fully for your family, your health, and yourself with the strain the commute will add to your life? 

Doubling your salary may sound like a dream, but not if it means halving your joy.

I’m a proponent of conscious decision-making, not just career chasing. I urge you to consider the bigger picture, including your values, your goals, and what success means to you. Is there room for flexibility? Can some meetings be virtual? 

Try and negotiate for what you need. I always say, “If you don't ask, you'll never know.” The worst thing that can happen is that you'll get a "no.” The best thing that can happen is that you get a "yes," and the decision becomes much easier to make. 

In the end, choose the option that gives you both growth and groundedness. You deserve a career and a life you love.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Not just a perk: Flexibility is the future of work

Though you can still find stories of folks working their way up from intern to CEO (looking at you, Anushka), job stability isn’t topping most people’s priority lists (only 25% put it in the number one spot). Flexibility, it turns out, is much more valuable to employees. 

38% of employees put “a flexible schedule” as the top determiner of personal job satisfaction. Flexibility isn’t a perk, it’s a necessity. If you’re a caregiver or working parent, you’re already disproportionately shouldering unpaid labor. Autonomy and work-life integration matter, and flexibility equals equity. In close second is “feeling heard,” a clear sign that employees want to know their voices matter and that their insights influence outcomes. 

Today’s workforce doesn’t just care about staying employed at all costs. So, if you’re a leader, it’s time to prioritize: Foster a culture of belonging and psychological safety in an environment that’s flexible, supportive, and built for growth.

Here’s to dreaming big and taking the risk ✨

Xo,

The FQ

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