Global law firm Clyde and Co has enhanced its paid parental leave as of this month for all employees and partners with at least 12 months of service.
The offering was raised to 26 weeks of fully paid leave, regardless of gender or parental role, for staff in the firm's offices around the world, except where local legislation allows for more. Employees were made eligible immediately, with retrospective eligibility for those already on or recently returned from parental leave.
The policy was launched in order to provide a consistent and cohesive offering to all employees, including adopters and carers. It aims to offer more inclusive support when staff become parents, as they transition back to work, and while they balance ongoing work and family care.
Clyde and Co’s initiative also includes 10 days of fully paid leave for fertility treatment, four weeks of fully paid pregnancy loss leave for anyone suffering a pregnancy loss before 20 weeks, and up to 26 weeks of paid leave after 20 weeks of pregnancy, regardless of gender.
The firm also introduced up to 12 additional weeks of paid leave for parents with children in neonatal care, access to back-up childcare, five days of emergency leave per year, and parental transition coaching and parental leave sponsors for fee earners.
Carolena Gordon, senior partner at Clyde and Co, said: “Having access no matter your gender to consistent and flexible parental leave is crucial to so many people both within our firm and across the wider world of work.
"We want to help our people build careers with us and fulfil their potential here. We also believe our offering is an important means of improving gender diversity.”
Kate Mathias, chief people officer at Clyde and Co, added: “We are pleased to provide one of the most comprehensive offerings in the industry and one that aligns clearly with our values.
"People are at the heart of our success as a firm, and we want to ensure everyone is supported to build long and fulfilling careers with us. This initiative was developed following conversations with our firm’s gender equality network and through our employee listening activities.”
