Lewis Silkin's Groundbreaking Parental Leave Policy: A New Standard in the Legal Sector
Women in Work Summit
A global event series designed for all senior leaders in the business of talent.
Lewis Silkin , a partner of WiW Summit, has introduced a pioneering parental leave policy that offers all employees and partners, regardless of gender, the same entitlement to time off (12 months) and pay (6 months full pay). This initiative is a significant step forward, particularly in the legal sector, where such generous policies are rare.
In our recent digital series, we were joined by Jo Farmer , Joint Managing Partner at Lewis Silkin, who has been with the firm for over 20 years - and was made a partner while on maternity leave highlighting the firm’s commitment to supporting the employees through significant life events. Talking to us about their new policy, Jo shared what they are most proud of -?and what makes it truly ground-breaking - is the flexibility within the scheme. On its face that might sound like “shared parental leave”, which is an existing a statutory right, but it is not the same. It’s more fluid and more generous. Shared parental leave is limited to three blocks – at Lewis Silkin leave can be taken in an unlimited number of blocks. There is no need to “share” the leave and pay:? employees and partners can benefit from a full 12 months leave and six months’ pay regardless of their life partners’ leave and pay choices with their employers.
Addressing Gender Disparities
Traditionally, parental leave policies have been more advantageous for women, often leading to career disruptions at pivotal moments. This new policy aims to balance the scales, encouraging men to take a more active role in early childcare. Doing so seeks to mitigate the career impact on women and promote a more equitable work environment.
Societal and Industry Implications
The policy is not just about individual benefits; it has broader societal implications. Allowing men to take significant time off to bond with their children can positively affect family dynamics. It also sets a new benchmark for the legal industry, encouraging other firms to adopt similar policies.
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Overcoming Challenges and Roadblocks
Implementing such a ground-breaking policy required internal selling and stakeholder alignment. Despite initial concerns about costs and logistics, the overwhelmingly positive employee feedback has validated the initiative. Stories of how the policy has positively impacted families underscore its importance.
Coaching and Support for Returners
Lewis Silkin has implemented coaching measures and reduced targets for returning parents to ensure a smooth transition back to work as they are mindful it can take some time for parents to establish themselves in their roles when they return from leave. This approach helps employees regain their confidence and reintegrate into their roles without the immediate pressure of high-performance targets.
Lewis Silkin's new parental leave policy is a bold step towards creating a more inclusive and supportive work environment. By setting a new standard in the legal sector, the firm hopes to inspire broader industry changes, ultimately benefiting society.
We will discuss parental leave and its impact on society at the Women in Work Summit on 26th September at Kings Place. If you’ve yet to register, click here to reserve your space.?
This sort of policy makes we want to cheer out loud. Not only does it impact positively on children who benefit from having time with both parents but it also disrupts societies outmoded expectation that early years care is the sole preserve of mothers! Good news is hard to come by but Lewis Silkin are offering a prime example!
Legal Director, Chartered Trade Mark Attorney at Pinsent Masons
2 个月Fantastic policy and given that Lewis Silkin are so inclusive, surely Women in Work should consider using a picture that indicates parenting does not just cover a heterosexual couple.