Corporate Relations Lead and mum of three Cassie Arauzo recently returned to Spark after parental leave to have her third daughter. With paid parental leave, a phased return-to-work and hybrid working options, Spark’s commitment to whānau-friendly working meant Cassie could juggle her career and new family member with confidence.
“Working for an organisation that has a strong parental policy was critical for me at this stage of life. I’m career-focused, but I also wanted to work somewhere that would support me when it was time to shift my attention to growing my family. “
“Knowing that I could take time off to care for my baby while still receiving my full salary made a huge difference. It meant I could truly focus on my whānau without the added stress of reducing my income. Spark’s support meant I could enjoy those precious early months with my daughter, without worrying about how I would cut back on expenditure when I needed it most.”
Spark’s parental leave package, Whakapuāwai—meaning ‘to cause to blossom’—ensures that primary carers receive 100% of their normal salary for 26 weeks, with Spark topping up the Government’s parental leave contributions. Spark also continues to contribute 3% to KiwiSaver during this period, providing further financial security for new parents. Partners are also supported, receiving four weeks of paid leave to be present for their partner and whānau during the crucial early weeks of their baby’s life.
Returning to work after parental leave can be daunting, but Spark’s flexible approach made it so much easier for Cassie. She took advantage of Whakapuāwai’s phased return-to-work option, meaning she could work 80% of her regular hours while being paid 100% for the first three months back.
“When the time came to return to work, I was grateful to have the opportunity to gradually make the transition. For the first couple of months, I worked 3 days a week, with one day covered by annual leave and the other day provided through Spark’s phased return-to-work policy. I then transitioned to working 4 days but was still getting paid for 5, which was a game changer. I could spend more time with my baby, manage her transition into daycare, and still ease back into my role at Spark without the pressure to be there full-time.”
On top of that, Spark’s hybrid working model has been a huge help in balancing mahi and whānau commitments.
“The flexibility to work from home one day a week gives me the breathing room to manage school runs and be there for my school aged kids while still getting my work done without having to battle a long commute into the office”
Most teams at Spark adopt a hybrid working approach, typically four days in the office and one day working flexibly. Each team chooses an ‘all-in’ day to come together, fostering collaboration and connection.
Cassie’s experience shows how Spark is walking the talk when it comes to supporting working mums, ensuring they feel valued both personally and professionally. With flexible policies that acknowledge the challenges of balancing work and whānau, Spark is empowering employees like Cassie to thrive both at home and in their careers while prioritising what matters most.
To find out more check out Spark’s current vacancies with Jobs for Mums.
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