You are underestimating the actual cost of parental leave.

This calculator quantifies the annual execution risk: continuity, replacement, overload.

Parental leave is where careers begin to diverge — and where companies have the power to prevent it.

ROI simulation
Estimate your savings in 2 minutes
Estimate for 1 employee going on parental leave, based on salary, coverage during leave, and post-return departure risk.
Average annual gross salary
We apply French employer charges (×1.42) to calculate the true employer cost.
Coverage during leave
Post-return departure risk
Include additional birth leave (+2 months) on top of maternity / paternity leave. Learn more
Savings achievable with Kundra
€12,796
Per leave managed with structure — conservative estimate.
40%
Faster return to full performance
vs. 3 months without structure
Productivity recovered:€3,976i
81%
Manager time saved
per leave managed with Kundra
Manager cost avoided:€1,820i
−50%
Attrition risk halved
57% of mothers leave within 2 years without structured support
Attrition risk reduced:€7,000i
Methodology: loaded salary = gross salary × 1.42 (French employer charges). Statutory maternity leave: 16 weeks. SHRM replacement rate: 50–200% by level — we use 100% (manager level). Conservative estimate.

This risk corresponds to delayed targets, increased managerial pressure and the risk of departure after returning.

Parental leave is where careers begin to diverge — and where companies have the power to prevent it.

Annual order of magnitude - excluding direct replacement costs.

This figure includes.

Productivity disruption

Key decisions delayed, incomplete handovers, and slower ramp-up.

Pay gap without children

Post-return attrition risk

When absence and return are poorly structured, the risk of departure increases significantly.

Managerial overload

Extra pressure on managers and teams to “absorb” the absence without a clear plan.

Indicative estimate based on conservative assumptions observed in tech / scale-up teams.

This figure includes.

Productivity disruption

Pay gap without children

Post-return attrition risk

When absence and return are poorly structured, the risk of departure increases significantly.

Managerial overload

Extra pressure on managers and teams to “absorb” the absence without a clear plan.

Indicative estimate based on conservative assumptions observed in tech / scale-up teams.

This is where Kundra comes in.

Reducing this risk isn’t about trying harder.
It’s about running a system.

An image of Dreelio's dashboard

See how teams reduce operational risk

See how teams reduce operational risk

This is where Kundra comes in.

Reducing this risk isn’t about trying harder.
It’s about running a system.

An image of Dreelio's dashboard

See how teams reduce operational risk

See how teams reduce operational risk

NEW FOR 2026: Birth Leave

Up to 2 additional months of leave per parent, with an increased impact on overlapping absences and handovers (effective January 1, 2026).

Learn more

NEW FOR 2026: Birth Leave

Up to 2 additional months of leave per parent, with an increased impact on overlapping absences and handovers (effective January 1, 2026).

Learn more

NEW FOR 2026: Birth Leave

Up to 2 additional months of leave per parent, with an increased impact on overlapping absences and handovers (effective January 1, 2026).

Learn more