Blazing a trail for parental leave: Lewis Silkin's pioneering policy one year on
In a profession long dominated by traditional gender roles, one law firm is leading the charge towards true workplace equality.
It’s now almost a full year since Lewis Silkin, a top-100 UK firm and partner of Women in Work Summit, introduced a groundbreaking parental leave policy that is not only transforming the lives of its employees, but also setting a new standard for the legal industry.
Launched in March 2024, the single, consistent policy sees all new parents in the firm, irrespective of gender, given access to one of the best parental leave and pay offerings in the legal sector, including a full 12 months’ leave and six months’ full pay. Leave and pay do not have to be shared with the other parent (where there is more than one parent), meaning that an employee can benefit regardless of the choices of the other parent; thus giving all new parents in the firm the flexibility and freedom to be present in the critical early months of their child’s life.
This radical move, unprecedented among major law firms, has been hailed as a game-changer, not just for Lewis Silkin, but for the legal sector as a whole, where gender equity at the top still falls short. Only around 37% of partners in UK law firms are women, despite women now making up 53% of the solicitor profession, according to research by the Solicitors’ Regulation Authority.
"This policy fundamentally changed my family life," shares one employee from the firm. After facing challenges with the birth of their first child, the employee and his partner had initially decided against having another, fearing he would be unable to take the necessary time off to support his partner. The introduction of the new policy has provided the comfort of paid time away from work if another child did arrive.
Changing the face of family life
"Enabling men, or the joint parent, to take that time off, not just for their own personal gain of being with their child, but to support their partner, really changes the face of family life and its interaction with work," says Stephanie Kay, Managing Associate at the firm, and leader of its Gender Group of the Diversity, Equity & Inclusion board.
Stephanie Kay
"If men are participating fully in their home life, in their children's upbringing, in understanding the difficulties women often face when leaving and then returning to their careers after maternity leave, this all helps to push society towards being more equal in and out of the workplace. It is also important to change the perception that the mother is always the default parent," Stephanie explains.
And the firm's employees have so far embraced the opportunity, with many also opting to split their time off, as leave can be taken in discontinuous blocks across a 12-month period, such as two chunks of three months’ leave, or six months leave in one stint, with the added benefit of reduced targets for fee earners immediately following parental leave.
“By the 12-month anniversary of the policy, we will have 10 fathers who have already taken or are due to take parental leave under our policy. It’s been universally well received by men across the firm,” Stephanie says.
She also points out that the policy is particularly beneficial for same sex couples, as it provides equality for all new parents especially when they haven’t previously fitted into the traditional ‘maternity’ or ‘paternity’ leave policies.
Setting a new standard for parental leave
This uptake is particularly significant when compared to the legal industry's broader landscape. Few law firms offer equal parental leave policies, with the majority still lagging behind in providing meaningful support for working families.
“The majority of young fathers in this generation are very upstanding, responsible fathers, and want to be there to support their families. So the fact that we can offer them six months leave at full pay is game changing,” Stephanie says. “The vast majority of men would jump at the opportunity to take that much paid parental leave after welcoming a child. The challenge with shared parental leave as set out by the government is that it just doesn't work for a lot of couples either financially, or practically, as a mother must forgo part of their leave to share with the father. The benefit of our policy is that it has no impact on the mother’s maternity leave."
The impact of this policy extends far beyond just the firm's walls. By setting a new standard for parental leave, Lewis Silkin is challenging the entire legal industry to follow suit, with several other major firms already adopting similar measures in the wake of this pioneering move.
"I think we are laying down the gauntlet: if we can do it, you can do it too. We hope that we are encouraging other law firms, and other professional services, to follow suit," Stephanie says.
The benefits of this policy clearly reach beyond the legal profession. By empowering men to take a more active role in family life, it has the potential to reshape societal norms and expectations around parenting and work-life balance, supporting women by moving away from traditional gendered parenting roles.
"The physical and mental stresses on women of pregnancy and caring for a newborn are huge, and many women find that the domestic burden swings heavily towards them when on maternity leave. Allowing fathers (or birth partners) to be more present supports a mother’s recover and allows men to be empowered in caring for their children. This is invaluable for every family.”
As the legal profession – along with many other sectors – continues to grapple with issues of gender equality, the example set by Lewis Silkin serves as a powerful reminder of the potentially transformative influence of progressive policies.
By empowering both men and women to prioritise their families without sacrificing their careers, the firm is not only fostering a more inclusive workplace, but also paving the way for a more equitable future for all.