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Creating a great parental leave policy is essential for supporting all employees as they start or grow their families. It’s important to move beyond traditional maternity leave to ensure that every team member—regardless of gender identity, sexual orientation, or family structure—feels included and supported. We know that drafting this policy can feel overwhelming with so many details to consider, like how much leave to offer and who’s eligible. But don’t worry, we’re here to help make it easier for you.

In this guide, we’ll cover the key elements of a strong parental or maternity leave policy that promotes inclusivity and provides flexibility for all parents, no matter how they choose to build their family.

Every company is different, so your policy should reflect your company’s unique culture. We’re just sharing some helpful tips and examples from companies that have done it well. Stay tuned for Fertifa’s own parental leave policy coming soon!

Understanding maternity leave

In the UK, statutory maternity leave includes up to 52 weeks, divided into ordinary maternity leave and additional maternity leave. Statutory maternity pay, which is available for up to 39 weeks, is based on the employee's weekly earnings. The first 6 weeks are paid at 90% of average weekly earnings, and the remaining 33 weeks are paid at a standard rate or 90% of earnings if lower.

Maternity allowance and maternity days offer financial support during this period, but a robust policy will also cover contractual maternity pay, which may exceed statutory requirements. Employers should address all maternity rights, including making sure that pregnant employees are aware of their rights to maternity leave and avoiding any form of maternity discrimination.

Some companies will ask to see a copy of the child's birth certificate, adoption certificate, a parental order, or legal guardianship papers in the case of surrogacy, especially in the case of premature births where leave is taken earlier than expected, but this isn't a requirement and you can decide if that's something you want to require.

Key elements of a great parental or maternity leave policy

A comprehensive parental or maternity leave policy includes several key elements:

1. Inclusivity for all family structures: Recognise that not all families look the same. Your policy should be inclusive of single parents, LGBTQ+ couples, and various family-forming journeys and paths to parenthood. Provide flexibility for all parents, regardless of their gender identity or sexual orientation, so that your employees can choose how childcare responsibilities are shared. Language plays a big role in inclusivity so make sure you're paying attention to your wording. You could say 'birthing parent' instead of 'mother' for example, to be inclusive of trans and non-binary employees. We recommend calling this policy your 'parental leave' policy rather than having two separate 'maternity' and 'paternity' policies so that it's truly inclusive.
2. Clear eligibility and notice requirements: Outline your employees' eligibility criteria for maternity leave and the process for notifying their manager or an HR professional. Typically, pregnant employees should provide written notice to their employer by the 15th week before the expected week of childbirth, detailing the exact dates of their maternity leave period, but if you have scope for more flexibility at your company, these dates can be amended.
3. Comprehensive benefits: Ideally, your policy should cover statutory maternity, additional maternity, and contractual maternity pay. Include provisions for maternity leave pay during the maternity pay period and support for those on unpaid time. Make sure your policy also addresses statutory paternity leave and provides clarity for your employees on weeks of paternity leave, paternity days, and how these benefits complement maternity leave. Again, this policy should be holistic and looking to include all employees – both birthing parents and partners of birthing parents.
4. Support beyond the basics: Provide support for employees both during their maternity leave and upon returning to work. This could look like offering flexible working options, breastfeeding facilities at work, and support for managing any health conditions related to pregnancy or childbirth. If you're interested in implementing comprehensive maternity support, check out Fertifa's offering here. We cover the entire pregnancy and postpartum journey, and provide our patients with 1-2-1 clinical care with additional access to obstetricians, gynaecologists, lactation consultants, night nurses, and midwives.
5. Addressing maternity discrimination: Your policy should include safeguards against unfair treatment and maternity discrimination. Employees should feel secure in their employment rights that their maternity leave will not negatively impact their employment status or career progression.

Companies with the best parental and maternity benefits

Leading companies are setting high standards with their parental and maternity benefits. Here are examples of best practices:

1. Extended paid leave: Some companies offer more than the statutory 52 weeks of maternity leave, providing additional weeks of paid leave to support new parents through recovery and bonding.
2. Flexible return-to-work options: Providing flexible work schedules, part-time opportunities, or remote work options helps new parents transition back to work while maintaining work-life balance.
3. Enhanced support services: Companies that offer lactation support, parenting workshops, and mental health services are leading the way. These services help employees manage their maternity leave period and adjust back to work smoothly.
4. Inclusive benefits for all family types: Best-in-class companies offer benefits that cover diverse family needs, including fertility treatments, adoption leave, and surrogacy support, ensuring all employees feel supported. Take a look at our comprehensive family-forming support for inspiration.
5. Comprehensive insurance coverage: Top employers offer inclusive health insurance that covers gender-specific health needs and chronic conditions like cervical or ovarian cancer, bridging the gender gap in healthcare. Our women's health and men's health support covers everything from contraception to PCOS to endometriosis to fibroids, and everything from early detection of prostate and testicular cancer to male fertility testing.

Why your company needs a strong parental or maternity leave policy

A robust maternity leave policy will benefit your company in several ways:

• Attracting top talent: A competitive parental or maternity leave policy will attract high-calibre candidates, especially those looking for inclusive and supportive work environments.
• Promoting inclusivity: An inclusive policy demonstrates your company’s commitment to respecting all family structures and diverse needs, which in turn creates a welcoming workplace.
• Reducing turnover: Supporting employees through significant life events reduces turnover and associated costs, contributing to a more stable workforce.
• Enhancing employee wellbeing: A strong policy helps employees balance their professional and personal lives, improving overall job satisfaction and productivity.

Crafting a great parental o maternity leave policy is not just about compliance; it's about demonstrating your commitment to your employees' wellbeing and your company's values. By being thoughtful and dedicated to addressing diverse needs, you build a supportive, inclusive workplace where all of your employees can thrive.

If you need any help in developing a comprehensive parental or maternity leave policy that supports your employees and aligns with your company values, give us a call or stay tuned for the release of our policy template. We’re here to help you create a policy that truly makes a difference 💜