Lewis Silkin launches groundbreaking parental leave policy

The single, consistent policy sees all new parents in the firm, irrespective of gender, given access to one of the best parental leave and pay offerings in the legal sector including a full twelve (12) months’ leave and six (6) months’ full pay.

The policy, which comes into effect for parents whose children are due to be born or adopted from 1 April 2024, includes:

• Up to 52 weeks’ leave, with 26 at full pay, available for all new parents regardless of gender identity
• Employees are free to structure their leave (and pay) as they wish - leave can be taken in discontinuous blocks across a 12-month period[i]
• Leave and pay do not have to be shared with the other parent (where there is more than one parent), meaning that an employee can benefit from leave and pay regardless of the leave and pay choices of the other parent
• Up to an additional 12 weeks’ fully paid leave for employees who are the new parents of a baby who is receiving or has received neonatal care
• Reduced targets immediately following parental leave for new parents
• Policy applicable to all new parents, including the parents of a newly adopted child
• Available to new parents across Lewis Silkin’s offices in England, Wales, Northern Ireland, Ireland and Hong Kong

Employees and Partners of the firm need one year’s service to be eligible for the scheme.

Jo Farmer, Joint Managing Partner at Lewis Silkin, commented:

Historically - and in the legal industry in particular - parenthood has often been seen as a brake on career progression, particularly for working mothers. But having a child or a career should not be mutually exclusive choices. As a firm we pride ourselves on being supportive and inclusive, and a place where people can reach their professional potential while also living a full life outside of work – including by starting a family if they choose to do so. Our new parental leave policy, universally available to colleagues irrespective of their gender or role in the firm, is a true reflection of that longstanding culture and we are proud to be championing a shift away from traditional gendered parenting roles.

Julia Paulding, Chief People Officer at Lewis Silkin, commented:

This is a real step forward in terms of equitable support for new parents. We want everyone at Lewis Silkin to feel that they can raise a family, if they wish to do so, and also progress in their career. While policies like shared parental leave have been positive steps forward in principle, take up is low across all sectors – in large part due to the complexity of the system. That’s why we have put in place a single policy applicable to all team members regardless of any leave arrangements their partner may have in place. In taking this step we are supporting women by moving away from traditional gendered parenting roles, and giving all new parents in the firm the flexibility and freedom to be present in the critical early months of their child’s life.

[i] Note - It is the timing of leave for new parents that means our scheme benefits all new parents equally, regardless of gender identity. In comparison, statutory maternity and adoption leave are only paid for the first continuous 39 week period and many organisations follow this approach with their enhanced policies (usually with full pay for the first 26 or fewer weeks). Our policy allows for paid leave to be taken in an unlimited number of discontinuous blocks at any time over 52 weeks meaning that mothers/primary adopters have complete freedom over when they take their leave and pay and fathers/secondary adopters can follow suit.