The journey to parenthood is a deeply personal one, filled with both joy and unique challenges. With over 600,000 babies born in the UK each year, and countless families formed through adoption and other means, parental support in the workplace can make a world of difference.
To understand which industries are truly stepping up, we analysed the parent-related policies of 500 companies across various sectors. We examined everything from maternity and paternity leave to flexible working arrangements and support for fertility treatments, creating an index to compare them
Our aim is simple: to provide actionable insights and encourage positive change. By highlighting both best practices and areas for improvement, we hope to inspire a more family-friendly work environment for all UK parents.
Key findings
Our analysis of parent-related policies across 500 companies has revealed some striking insights into how UK employers are supporting working parents:
- Three-quarters (74%) of employers offer enhanced maternity support beyond statutory pay and leave, demonstrating a strong commitment to new mothers.
- Just over half (58%) of employers provide enhanced paternity support, highlighting a gap in how fathers are supported during this critical time.
- Only half (52%) of employers offer enhanced adoption support, showing that more needs to be done to support families pursuing alternative routes to parenthood.
- Similarly, just one in eight (12%) of employers provide IVF-related benefits, leaving many aspiring parents without the workplace backing they need.
- On average, employees must work 44 weeks before qualifying for enhanced benefits, making it challenging for those in short-term or early-stage roles to access vital support.
- Of all industries, the legal, government administration, and financial services sectors provide the best parent-related benefits, generating an index score of 75.03, 74.47 and 71.84, respectively.
- At the other end of the spectrum, manufacturing, architecture, and hospitality & travel provide the least, scoring 19.69, 37.82 and 46.30.
The UK parental index: Which job sectors are leading the way?
We've developed an index that scores these 500 companies out of 100 based on their parental support policies.
This scoring considers various factors, such as the percentage of employers within that sector that provide enhanced maternity, paternity, adoption and shared parental options. In addition, we’ve uncovered how long, on average, you need to work within these industries before you’re entitled to the enhancements.
Here is how each job sector stacks up:
As you can see, some industries stand out as shining examples of supporting new and aspiring parents, while others lag behind, leaving employees without the crucial support they need during this transformative time.
The legal and government sectors are leading the way
The Legal sector takes the top spot overall, with an impressive score of 75.03. Of all of the companies analysed, 89% provided enhanced maternity packages, 83% for adoption and 72% for parental leave.
However, its average qualifying period of 61 weeks is one of the longest, which could be a barrier for newer employees.
Government Administration follows closely with a score of 74.74, excelling in enhanced maternity leave (94% of employers) and offering one of the shortest qualifying periods at 37 weeks. This accessibility makes it one of the most supportive sectors for parents.
The Financial Services industry rounds out the top three with a score of 71.84, driven by strong maternity leave enhancements (84%) and solid paternity leave offerings (73%). Its relatively short qualifying period of 38 weeks also makes it more accessible than many other sectors.
Hospitality, architecture and manufacturing employers could be doing more
At the other end of the spectrum, Manufacturing ranks as the least supportive industry overall, with a score of just 19.69. Shockingly, only 23% of employers enhance maternity leave, and enhancements for paternity, adoption, and shared parental leave are almost non-existent (all below 10%).
The Architecture sector fares only slightly better, with an overall score of 37.82. Enhanced maternity leave is offered by just 40% of employers, while enhancements for paternity (20%), adoption (20%), and shared parental leave (20%) remain alarmingly low.
The Hospitality & Travel industry also struggles to provide adequate support, generating a score of 46.30. Less than half (47%) of employers offer enhanced maternity and paternity packages, and a third (33%) offer additional adoption benefits.
While industries like Legal and Government Administration demonstrate what’s possible when employers prioritise family-friendly policies, sectors such as Manufacturing and Hospitality reveal how far we still have to go.
The disparities between these industries underscore the importance of advocating for better policies across all workplaces to ensure no parent is left behind.
Individual parental benefits: Which industries excel and which fall short?
As we've seen, some industries are truly leading the way in supporting working parents, while others lag behind.
But what happens when we zoom in on specific types of parental support—maternity, paternity, adoption, and shared parental leave? Who are the leaders and laggards in each of these areas?
We've dug deeper into our data to uncover the top five industries that excel in offering enhanced versions of these benefits, as well as those that could do more.
By comparing these to statutory minimums, we can see where employers are truly stepping up to support families and where there's room for improvement.
Maternity support
When it comes to welcoming a new baby, the support new mothers receive from their employers can make a world of difference. Those first few months are precious, filled with joy, challenges, and countless moments of bonding. Having the time and financial security to focus on this new chapter can be invaluable for both mother and child.
Fortunately, our research has revealed some heartening news: three-quarters (74%) of employers go above and beyond the UK's statutory provisions, offering enhanced maternity leave packages. This shows a growing recognition of the importance of supporting new mothers in the workplace.
While these enhanced maternity leave packages vary, it's helpful to understand the baseline that all new mothers are entitled to. Here's what Statutory Maternity Pay (SMP) currently looks like in the UK:
-
Statutory Maternity Pay (SMP): Provided for up to 39 weeks for eligible employees:
- First 6 weeks: 90% of average weekly earnings (with no upper limit).
- Next 33 weeks: £187.18 per week or 90% of average weekly earnings, whichever is lower.
- Additional unpaid leave: Mothers can take up to 13 weeks of unpaid leave, allowing for a full year away from work if desired.
This statutory provision ensures a basic level of support, but many employers recognise that going beyond this can make a significant difference in their employees' lives.
Job sector leaders in maternity support
Our data highlights the industries that are leading the way in providing enhanced maternity benefits:
With such high percentages, the above job sectors demonstrate a strong commitment to supporting new mothers. By offering enhanced benefits, they're helping to ease the transition into parenthood, allowing new mums to focus on their babies without the financial pressure of having to return to work quickly after giving birth.
Job sector laggards in maternity support
On the other hand, some industries could improve their maternity benefits:
Our analysis has revealed that less than a quarter (23%) of Manufacturing employers provide enhanced maternity support and leave. This is followed by Architecture and Hospitality & Travel, where only 40% and 47% of employers, respectively, offer enhanced benefits.
Perhaps most surprisingly, Healthcare ranks as the 5th worst sector for providing enhanced maternity support and leave. Given the nature of the industry, this finding is particularly striking and suggests that healthcare—and the other underperforming sectors—could benefit from re-evaluating their policies.
Paternity support
However, the arrival of a new baby is not just a momentous occasion for mothers; fathers should also receive support from their employers. Having that allocated, paid-for time will allow them to bond with their new child whilst supporting their partner during this key time.
Our research has uncovered that, whilst some progress has been made, there's still room for improvement in how we support new dads in the workplace.
Currently, fathers in the UK are entitled to two weeks of statutory paternity leave, which can be split into two one-week blocks to be taken at any point during the first year after the birth or adoption of their child. During this time, eligible fathers receive Statutory Paternity Pay of £172.48 per week or 90% of their average weekly earnings, whichever is lower. However, two weeks is often not enough time for fathers to engage fully in early childcare and bonding.
Recognising this, our analysis has discovered that only just over half (58%) of employers provide enhanced paternity leave, offering additional time off or better pay. While this is a positive step, it still lags behind the support offered for maternity leave, highlighting a continued disparity in parental support.
Job sector leaders in paternity support
Our research has uncovered that some industries are leading the way in supporting new fathers, setting a fantastic example for others to follow:
Notably, Legal, Media & Publishing, Financial Services, Tech & Software, and Business Consulting are among the top sectors to support new dads.
These industries recognise the importance of fathers' involvement in early childcare and are helping to create more balanced and supportive work environments for all parents by offering enhanced paternity benefits.
Job sector laggards in paternity support
However, other industries have significant room for improvement:
With Manufacturing, Architecture, Real Estate, Transportation & Aviation, and Food & Beverages at the bottom of the list, these figures highlight a real need for increased support for new fathers in these sectors. By re-evaluating their policies, these industries could help promote fairer parenting practices and potentially attract a wider pool of talented employees.
This difference in paternity support not only limits the opportunities for new fathers to spend precious time with their families but also places additional pressure on mothers, potentially reinforcing traditional gender roles and making true equality in the workplace more challenging to achieve. Supporting fathers more effectively is a key way to promote a better balance between responsibilities at home and work.
Adoption support
For families who choose to grow through adoption – whether as their first choice or their only option – the support they receive from their employers should be on par with those who receive maternity or paternity support. Especially given that whilst adoption is a beautiful way to build a family, it also comes with its own unique set of emotional and financial considerations.
However, unfortunately, adoption leave isn't always as widely discussed or considered as maternity leave, which means support can be inconsistent.
Let's take a closer look at what's available and how different industries are stepping up to support adoptive parents according to our in-depth analysis.
In the UK, adoptive parents are entitled to Statutory Adoption Leave of up to 52 weeks. This is complemented by Statutory Adoption Pay (SAP) for up to 39 weeks:
- First 6 weeks: 90% of average weekly earnings
- Next 33 weeks: £184.03 per week or 90% of average weekly earnings, whichever is lower
Encouragingly, our research has revealed that 52% of the 500 employers surveyed (263) offer enhanced adoption leave, going beyond these statutory minimums.
This additional support can be a real lifeline for adoptive families, helping them navigate the unique challenges that come with welcoming an adopted child into their home.
Job sector leaders in adoption support
Our research shows that some industries are truly leading the way in supporting adoptive parents:
It's great to see these industries prioritising enhanced adoption leave. Employers in the Legal, Government Administration, Biotech & Pharmaceutical, and Financial Services sectors recognise that adoption is a significant life event that requires just as much understanding and support as maternity leave.
Their commitment to providing enhanced benefits demonstrates a genuine desire to help adoptive parents navigate this important journey, allowing them to focus on bonding with their new child without undue financial strain.
Notably, this is also the first time Non-Profit Organisations have appeared in the top five, showing a welcome shift in prioritising adoption support within this sector.
Job sector laggards in adoption support
Unfortunately, some industries have significant room for improvement in adopting families:
In particular, the above five job sectors appear to have a concerning lack of prioritisation when it comes to adoption-related policies. Less than a third of them offer an enhanced support package.
It’s important that these industries consider re-evaluating their policies and provide better support. But what could this support look like in practice? Examples include:
- Enhanced pay: Offering adoptive parents a higher level of pay than the statutory minimum, for a longer period.
- Additional leave: Providing more than the statutory 52 weeks of leave.
- Flexible working arrangements: Supporting parents in balancing work and family commitments through flexible hours or remote working options.
- Adoption support services: Offering access to counselling, coaching, or other resources to help adoptive families navigate the unique challenges they may face.
By improving their adoption benefits, these industries can demonstrate their commitment to inclusivity and create a more supportive environment for all employees. Ultimately, greater consistency in adoption-related benefits could help ensure that all families feel valued and supported, no matter their path to parenthood. Employers have the power to make a real difference in the lives of adoptive families.
Shared leave
When becoming new parents, having the flexibility to share care responsibilities can also make a difference. Having access to enhanced shared parental leave allows parents to split their time away from work in a way that suits their family's needs.
Here's a quick summary of the statutory provisions in the UK:
- Leave entitlement: Eligible parents can share up to 50 weeks of leave between them.
- Statutory Shared Parental Pay (ShPP): Up to 37 weeks of pay can be shared, at a rate of £187.18 per week (from April 6, 2025) or 90% of the employee's average weekly earnings, whichever is lower.
- Eligibility: To qualify, parents must earn at least £125 per week on average.
Our analysis of 500 companies has revealed that only 36% of employers (183) offer enhanced shared parental leave - the lowest of all the benefits assessed so far, and by a considerable amount.
Job sector leaders in shared leave support
Our research suggests that some industries are leading the way in supporting enhanced shared parental leave:
Construction's position at the top of this list is particularly noteworthy, especially given the industry's traditionally male-dominated workforce. This high level of support for shared leave reflects a growing awareness of work-life balance issues in a sector known for long hours and high pressure.
Job sector laggards in shared leave support
While some industries are making great strides, others could be doing better with this much-needed benefit:
It's a real surprise to see Manufacturing at 0%. For a sector facing skills shortages, enhanced shared leave could be a key way to attract and retain talent, signalling a shift towards valuing work-life balance.
For Food & Beverages, where shift work and irregular hours are common, flexible shared leave could make a real difference in helping parents balance the unique demands of the industry with family life. Even small improvements here could show employees that their personal lives matter.
The relatively low figures for Careers & HR and Tech & Software are a missed opportunity. Given these sectors' reputations for innovative workplace practices, enhanced shared leave would be a powerful statement about truly supporting their employees.
However, for all sectors that scored low, it’s clear that not having access to an enhanced policy can limit a family's ability to share childcare responsibilities in a way that benefits both their family and workplace. Without this flexibility, many parents feel unable to juggle work and family life.
So, by adding a shared parental leave benefits package, you’re empowering parents to thrive not only at home but in the workplace too.
Qualifying for enhanced parental benefits: When can employees start a family?
When it comes to starting a family, timing can be everything. Our research sheds light on how long employees typically need to work at a company before they become eligible for enhanced parental benefits.
Our research has found that employees need to work at an employer for an average of 44 weeks before they gain access to enhanced benefits.
Given that the average pregnancy is 40 weeks, this is positive as it means many employees could become eligible for enhanced benefits before their baby arrives, even if they became pregnant shortly after starting a new job.
Job industries offering earlier family planning opportunities
Some sectors allow employees to start families sooner while still qualifying for enhanced benefits:
It's encouraging to see Careers & HR leading with the shortest average qualifying period of just 29 weeks. This aligns with their role in shaping workplace policies and demonstrates a proactive approach to supporting employees early on.
Interestingly, Architecture appears third on the list, which is notable given its lower performance in other areas of parental support. This shorter waiting period could be a step towards improving overall benefits in the sector.
Job industries requiring longer service before family planning
Other sectors require employees to work longer before they can start a family and still qualify for enhanced benefits:
Construction stands out with the longest average waiting period of 84 weeks—a year and 8 months—despite its strong performance in shared parental leave support. This delay may undermine the accessibility of its otherwise progressive policies.
Legal also falls short here, requiring employees to work an average of 61 weeks before becoming eligible for enhanced benefits. While the sector offers some of the most comprehensive parental leave packages, this extended waiting period could limit access for newer employees.
In Manufacturing, where parental support is already limited, a waiting period of nearly a year (51 weeks) further highlights the need for change. Reducing this timeframe could help make family-friendly policies more inclusive and accessible.
Why shorter qualifying periods matter
Reducing waiting periods for enhanced benefits can make a meaningful difference for employees planning their families or starting new roles.
By shortening their qualifying periods, employers can ensure that people who aspire to one day have a family, feel supported from the outset, creating workplaces that truly value and accommodate all stages of life and career development.
Remember, supporting parents isn't just good for families - it's good for business too. When employees feel supported in their personal lives, they're more likely to be engaged, loyal, and productive at work. By making enhanced parental benefits more accessible, companies can create a win-win situation for everyone involved.
Supporting families through all possible stages: Additional benefits
Starting or growing a family can be a beautiful journey, but it's not always a straightforward one. Many employees face challenges along the way, from fertility issues to pregnancy loss. That's why it's so important for workplaces to offer comprehensive support that goes beyond traditional parental leave.
Our research sheds light on how employers are addressing these needs, revealing both progress and areas for improvement:
Employer support for additional benefits
Our deep dive into parent-related policies has uncovered that a staggering 65% of employers have no additional benefits outlined in their policies for IVF, miscarriage, or other family-planning support.
This means that for many employees, navigating complex and deeply personal challenges like fertility treatments or pregnancy loss is made even harder by the lack of formal workplace provisions.
When asked, some employees said they felt confident that their employers would support them if needed, however, the absence of clearly outlined policies can create uncertainty and anxiety. Without formal guidelines:
- Employees may hesitate to ask for support, fearing it could affect their job security or career progression.
- Support may be inconsistent, varying depending on individual managers or circumstances.
- Employees might miss out on available support simply because they're unaware it exists.
On the positive side, 35% of employers have taken steps to include additional benefits in their policies. These organisations are recognising that family-building journeys can be unpredictable and emotionally taxing, and they are actively working to support their employees through these experiences.
By outlining additional benefits in formal policies—and ensuring employees are aware of them—organisations can create a more inclusive and compassionate workplace culture. Clear policies provide employees with the certainty they need during uncertain times, creating a real sense of security and support.
Employer support for IVF
When it comes to starting or growing a family, fertility challenges can add unexpected hurdles to the journey. We know that for many people, navigating these complexities can be incredibly emotional, physically draining, and often financially overwhelming.
Our research found that only one in eight (12%) of employers currently offers IVF-related benefits to support their employees through this process. For those fortunate enough to work at organisations with this type of support, it can truly make a world of difference.
The current offerings from employers varied but included:
- Time off to attend appointments or recover from treatment: This ensures that employees don't have to use sick leave for fertility-related care, acknowledging that these appointments are a necessary part of their family-building journey.
- Financial support for treatment costs: Fertility treatments can be incredibly expensive, and financial assistance can provide a much-needed cushion for families pursuing this path.
However, whilst these are great benefits, the reality is that 88% of employers still don't provide any formal IVF-related support. This means that many employees are facing these deeply personal challenges without the backing they need from their workplace—a situation that can feel isolating and disheartening.
It's also worth noting that offering IVF benefits isn't just about doing the right thing—it's also a smart business decision. In today's competitive job market, employees are increasingly seeking out employers who align with their values and support their personal lives.
As one compelling statistic reveals, 82% of respondents who had undergone IVF and wanted to do it again said they would only consider working for a company that offered fertility benefits.
This highlights the significant impact these benefits can have on employee retention and recruitment. By investing in their employees' family-building journeys, employers can create a more engaged, loyal, and productive workforce.
Employer support for pregnancy loss
Experiencing pregnancy loss can be an incredibly difficult and isolating journey for individuals and couples. It's a time when compassion, understanding, and support are needed more than ever.
That's why we wanted to take a closer look at how workplaces are addressing this sensitive issue.
Our research shows that just over a quarter (27%) of employers currently offer miscarriage benefits, which is a start, but it also means that the vast majority aren't yet providing this vital support.
For those fortunate enough to work at organisations that do offer miscarriage benefits, it can make a world of difference during an incredibly challenging time. These benefits typically include:
- Time off for physical and emotional recovery: Recognising that healing from pregnancy loss is both a physical and emotional process, some employers provide dedicated time off.
- Flexibility in work arrangements: Others offer the option to work from home or adjust schedules, allowing employees to manage their recovery with greater flexibility.
We also heard from many employees who felt that their managers would be compassionate and understanding if they experienced a pregnancy loss. And while that individual support is incredibly valuable, having formal policies in place is important for consistency, clarity and security.
Unfortunately, our research also revealed that even among the 27% of employers who offer miscarriage benefits, most only provide enhanced benefits after 24 weeks of pregnancy. While employees may still be entitled to statutory sick pay before that point, this highlights a gap in support for early pregnancy loss.
Offering comprehensive miscarriage leave—regardless of gestational age—isn't just about ticking a box; it's about creating a workplace culture that truly values and supports the well-being of its employees.
By providing these benefits - and all the previously discussed - employers demonstrate that they understand that personal challenges can significantly impact work life and that they're committed to creating a compassionate and inclusive environment for everyone.
Methodology
Our aim was to create a Parental Support Index that ranks industries based on the quality of their family leave offerings. To achieve this, we followed a two-stage process:
Data collection
We began by analysing the policies of 500 jobs across a range of sectors, using a dedicated parenting database. For each employer, we recorded the following information:
- Benefit Level: Whether the employer provided an "enhanced" or "statutory" offering for each key benefit: maternity leave, paternity leave, adoption leave, and shared parental leave.
- Qualifying Period: The number of weeks an employee must work before becoming entitled to the enhanced policy.
- Specific Support: Whether the policy explicitly mentioned support for IVF treatments or pregnancy loss.
- Average Leave Time: Average enhanced maternity time for each sector.
Index calculation
To create the index and translate the data into a useable source, we took the following steps:
- Benefit Score: The average percentages of the benefit categories were calculated and then collated.
-
Qualifying Time: We created a Qualifying Time Score that rewards industries for what could be considered a more reasonable length of leave. To calculate this, we used the following steps. This rewards better leave times and penalises poor leave times to an equal degree:
- We found the longest and shortest enhanced leave times across all industries.
- For each industry, we took its leave time and gave it a score based on the best and worst range.
- Overall Score: The Benefit Score and the Leave Time Score were then combined, with each of the four benefits and the leave time accounting for 20% of the total score. This gave equal weight of 100% to the enhanced benefits and the leave time offered.
