Inclusive Policies: Equal Parental Leave
What is equal parental leave (EPL)?
Equal parental leave is defined as having no distinction between maternity and paternity leave, with each parent having an individual provision to take paid time off work, independent of their partner. This goes beyond shared parental leave and is the most equitable form of parental leave which an organisation can offer in the UK.
EPL gives families more choice and flexibility in how they manage their caring responsibilities, taking pressure off women who are usually the primary caregiver by legitimising the opportunity for fathers to take an equal standing. Businesses offering EPL may vary the range of fully-paid leave from between 12 to 26 weeks as part of a 52-week total.
The importance of equal parental leave
Workplace provisions have been improved over the years to enable working mothers to balance their careers and look after their children. However, a truly equitable working environment hangs on men being included in policies around family-related topics – for everyone’s benefit both personally and professionally.
Paternity leave has been given greater focus and improvement in recent years, but there are still few companies who offer equal parental leave. Creating a precedent from the outset by offering mothers and fathers the same amount of parental leave sets the bar for subsequent childcare policy-making and can have a far-reaching and positive societal impact over and above corporate ambitions.
Benefits of equal parental leave
The benefits of EPL are numerous and include:
Fully inclusive policies for all parents regardless of gender
Increasing the employer value proposition for improved talent attraction and retention
Updating gender equality norms as part of broader company culture
Maintaining workforce diversity and overall engagement
Improving employee work-life balance and family dynamics
It is clear though that the greatest importance of equal parental leave is how it can help reduce an organisation’s gender pay gap. Research shows that the motherhood penalty is the biggest contributor to the gender pay gap and therefore incentivising men to fulfil their parental caregiving role can redress the imbalance. In the UK, gender pay gap reporting is mandatory (for businesses with over 250 employees) and to report a progressively diminishing gap shows a strong commitment to equality.
Equal parental leave in practice
Two WiHTL & Diversity in Retail member organisations – Sodexo and John Lewis – have evolved their parental leave policies and now offer equal parental leave.
Example from our Community: Sodexo
“This new suite of enhanced benefits, particularly those that equalise parental leave, is a part of our strategy to narrow our pay gaps by offering both parents the same flexibility and financial support to take time off for childcare. This could enable more women to come back to work sooner.” Raj Jones Head of DEI, Sodexo
Head of DEI, Raj Jones explained that all eligible employees can take up to the equivalent of 18 weeks full pay for parental leave. For fathers, they have split this into the first two weeks at full pay and then up to a further 16 weeks that can be taken within the first 12 months. This is aside from shared parental leave and therefore does not mean the primary carer has to give up any of their leave entitlement. Sodexo went live with equal parental leave on 1st September 2023 and feedback so far has been extremely positive.
“Since we launched equal leave in September, the response from our Sodexo colleagues, both through the Parents and Carers network and out on the ground, has been phenomenal. The new policy allows expectant parents to plan their journeys together far more effectively than before. From my own recent personal experience, I have been having really productive conversations with one of my direct reports and what it means for her and her partner in terms of the time they will get to spend with their baby, as well as the reduction in the financial burden traditionally felt by parents in the first year.
Allowing our colleagues to plan their time off in this way will undoubtedly result in less pressure and expectation when they do return to work. We’re already seeing the improved mindset that this benefit gives our management teams, encouraging them to plan over longer periods with their colleagues' well-being at the forefront of their decision making.” Alasdair Cairns Co-chair of Sodexo’s Parents & Carers DEI Network
Example from our Community: John Lewis
The Partnership's equal parenthood leave offers Partners (employees) up to 26 weeks’ paid leave to care for their child, whether they're an adoptive, biological, co-parent or an intended parent. Partners eligible for the leave receive normal earnings for 14 weeks, and 50% of normal earnings for the next 12 weeks. This is inclusive of statutory leave and pay with any entitlement above this automatically given. This is available once Partners have worked for the Partnership for one year. Parents can also phase their return to work over 4 weeks, working 80% of their contractual hours with full contractual pay.
The John Lewis Partnership is also the first UK retailer to offer two weeks paid leave for any Partner who experiences the loss of a pregnancy.
The government had recently been reviewing parental leave and the business had been having conversations internally for some time about how to improve an offer for Partners in this space - this offer was also something which was being discussed by John Lewis’s Working Parents Network. Research showed that very few employers offered equal parental leave, meaning when it was approved, they could proudly say that they were the first UK retailer to introduce it. These commitments, alongside the start of a pilot programme to provide career help for young people leaving the care system, are part of a new package of support for Partners who jointly co-own the business.
Informed by feedback from Partners who shared what mattered most to them, these commitments support the John Lewis vision to become the UK’s most inclusive business for their Partners and customers, reflecting and connecting with the diverse communities they serve.
“We know how challenging parenting and fatherhood can be, but also how hugely rewarding and life enriching it is. As a brand, we talk about ‘Life’s Moments’ – we wouldn’t live up to our own standards if co-parents that work with us were unable to experience precious parenting moments for themselves. We heard loud and clear that our historic paternity leave policy was just not fit for the role that dads play at home these days – so we changed it. We now have an Equal Parenthood policy that gives all parents including dads, 14 weeks away from work at full pay, and a further 12 weeks at half pay when they become a parent. We are so proud of the positive changes that we have made to really help dads within our organisation. It’s not only policy, supporting fathers and working parents is now firmly entwined in our culture.” Lisa Cherry Executive Director for People and the Working Parents Network’s Executive Sponsor
Looking to the future
Sodexo and John Lewis are setting a fantastic precedent in the hospitality, travel, leisure, and retail sectors through the introduction of their equal parental leave policies as part of broader flexible working initiatives. Despite the challenges of producing such a policy, providing mothers and fathers with the opportunity to enjoy parenthood without added financial and professional burden, is wholly inclusive and ideally to be replicated across all sectors.
Policy changes are not an overnight undertaking, and for logistical and financial reasons, a phased approach may prove the least disruptive way for organisations to move towards greater equality for all their employees. Additionally, a policy can never be a standalone element – it needs to be accompanied by excellent internal communication, advocacy and role modelling by senior leaders, and become the norm not the exception. Equality is for everyone.