In a significant move toward promoting gender equality, Deloitte UK equalises paid parenting leave. The company has announced a 26-week fully paid family leave policy for all new parents, effective January 2025. This new policy equalises leave for both fathers and mothers, offering all employees, regardless of gender, six months of paid leave from day one. The initiative aims to create a more inclusive workplace by addressing the challenges working mothers face due to unequal leave policies and promoting shared responsibilities in parenting.
According to a YouGov survey commissioned by Deloitte, 87% of working parents cited family leave as a significant factor when choosing an employer, and 85% stated it was crucial in staying at their jobs. The new policy, introduced by Deloitte, underscores their commitment to family support and aims to make the workplace more family-friendly.
The impact on career progression and gender equality
The survey also revealed a career progression barrier for working mothers due to workplace inflexibility. Over 61% of working mothers noted that greater flexibility for their co-parents could help them advance in their careers. Furthermore, 57% of women stated that they had to reduce their working hours due to their partner’s lack of flexibility at work, compared to only 25% of men. This data emphasises how unequal leave policies disproportionately affect women, hindering their career growth.
Jackie Henry, Deloitte’s managing partner for People & Purpose, emphasised the importance of supporting all parents and the critical role this policy will play in fostering gender equality in the workplace. “We are taking a significant step toward gender equality by providing both parents the opportunity to share family responsibilities from the early days of parenthood,” she said.
Deloitte UK equalises paid parenting leave: Call for transparency in family leave policies
Another key finding from Deloitte’s research is the lack of transparency about family leave during the job-hunting process. 50% of working parents said they found it challenging to access information on maternity and paternity leave, making it difficult to make career decisions.
Additionally, the research showed that 67% of parents felt stressed balancing work and family, and over 28% reported feeling unsupported in taking time off for family commitments. It highlights the need for companies to be more transparent about their family leave policies, ensuring prospective employees have the information they need.
Additional leave for neonatal care and fertility treatment
Alongside the family leave policy, Deloitte also introduced other inclusive measures, such as 12 weeks of paid neonatal care leave and five days of additional paid leave for those in caregiving roles. Additionally, employees undergoing fertility treatment will now receive paid leave, further enhancing Deloitte’s commitment to supporting families in various stages of life.
Leading by example: Deloitte UK equalises paid parenting leave
Deloitte’s equal paid leave policy marks a significant shift in the workplace. By offering equal leave to all new parents, Deloitte aims to balance family responsibilities and improve gender diversity in leadership. With 26 weeks of paid leave and additional support for caregivers and those undergoing fertility treatments, Deloitte sets a benchmark for other companies to follow, encouraging a more inclusive workplace for all employees.
Transforming family leave in corporate culture
Deloitte’s new parental leave policy is part of a broader cultural shift in corporate workplaces. With 50% of working parents struggling to find adequate family leave details when job hunting, this policy not only provides transparency but sets a new standard for work-life balance. By offering day-one access to equalised family leave, Deloitte creates an environment where parents, regardless of gender, can take significant paid time off without financial stress. This move signals a future where family commitments and career growth are no longer at odds.
Source: Deloitte UK
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