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Posted: 18th November 2021
I wondered if anyone had one policy that covered all forms of parental leave (maternity, paternity, adoption and shared parental leave) rather the separate policies?
If so, would you be willing to share a copy with us? We are considering moving towards this but are interested to see how others have approached it.
I can share our ‘approach to family leave’ with you, just let me have your email address and I will send it to you.
Hi Natasha and Sandra, I’m following this thread as I would also be interested to hear what others are doing with combined family leave policies. Sandra, if you wouldn’t mind sharing your policy with me too that would be really appreciated. My email is firstname.lastname@example.org
That would be great! My email is email@example.com
This is very much of interest to me please could someone share the information with me? Deborah.firstname.lastname@example.org
We have one type of parent leave that covers birth, adoption, surrogacy and fostering. It is also gender neutral, and we pay 26 weeks full pay for either parent. We don’t have any people policies, we just put guidance on our intranet. It broadly follows a normal maternity policy, we have some additional things though, like a buddy for returning parents. Hope that helps.
Hi everyone . I am really interested in this topic and would be grateful to see a combined family leave policy Sandra – if you are still ok to share. . My email is
I also really like your inclusive approach Maggie – that sounds like a really progressive step forward
That sounds like a great approach, thank you for sharing!
@Maggie – I’m looking at a similar move forward. Can I ask what industry you are in and what your starting point / your original policy was. Did you meet much resistance to full pay for 26 weeks?
We are a data and tech company in the energy industry. We didn’t have really any resistance to be honest. We used to give mothers 26 weeks full pay and then 13 weeks half pay, and fathers 4 weeks full pay. We just decided to level it up. I needed to give Finance a heads up from a budgeting perspective though!
Hope that helps
Hey all 😊 I’m really interested in this, we are currently looking to do something similar! Sandra, would you be able to share your approach to family leave with me also? My email address is email@example.com – thanks!
Hi I’m also really keen to have one policy , if anyone is happy to share with me what they done that would be amazing , I’m keen to see how it all works in practice. My email address is firstname.lastname@example.org
Hi. We do this. We have an enhanced family leave for all employees who become a parent with 2 years service as at the due date. Everyone gets the same to start provided they have those 2 years service. The enhanced leave is inclusive of whichever statutory provision they would normally qualify for, and where statutory provisions are greater (such as 52 weeks leave) these are an add-on after enhanced leave has been used up
The statutory provisions are set out as a table with key facts and a reference on where you can find the rest of the info (either come and talk to us or look here [link to gov.uk]).
Then the policy is split into ‘before [all types of] leave’ – what you need to do etc, ‘during [all types of ] leave’ – keeping in touch etc and ‘coming back[from all types of leave]’ – and the various steps within it.
We also have a section on bereavement / stillbirth / miscarriage. This has always been the silent elephant in the room in previous places I have worked in and something I really wanted to bring out in the open
Hi Sandra, I’m late to the party but I’d also love to see your shared family policy if you get chance! I’m at email@example.com
Thanks so much Jo
I am also late to the party on this one, but pleased to see so many others are wanting a one-size fits all style Policy – please would you mind sharing with me also? Many Thanks Gail
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