Beyond parental leave - how to create an inclusive workplace for parents

In this blog, we’ll explore the importance of creating inclusive workplaces where all parents can truly thrive. Offering enhanced parental leave and other family-friendly benefits isn’t just essential for attracting talent; it’s also key to retaining it long term. With the UK government expanding free childcare to 30 hours for some families from September 2025 and reviewing parental leave to make it a day-one right, it’s clear that public policy is heading in the right direction. But these changes don’t cover everything. Working parents still rely heavily on employers to provide meaningful, flexible support that fits around family life.

Companies who step up to support their employees through every stage of their lives and careers are winning in the battle for talent.

So let’s take a look  at how you can embed family friendly benefits and policies into their Employee Value Proposition.

In this blog we will look at : 

• What is enhanced parental leave and why is it important?
• Beyond parental leave - how to create an inclusive workplace for parents
• Employee spotlights : how a family-friendly work culture has helped them thrive

What is enhanced parental leave?

Enhanced parental leave refers to a policy that exceeds the minimum legal requirements for maternity leave or parental leave provided by an employer. It typically offers additional time off and/or increased pay for new parents, including fathers, mothers, and other primary caregivers.

These policies support new parents, which has a real benefit on improving employee satisfaction, retention, and well-being. By giving employees these benefits, employers can help new parents bond with their child, adjust to their new family situation, and return to work refreshed and ready to work. You can find out more about companies leading the way with their enhanced parental leave here.

What benefits do parents care about the most?

In our recent future of work insights article we shared what matters most to parents in the work place. We found that flexibility is still strongly front and centre. Part-time roles (28.4%) and unlimited leave (24.4%) top the list of most in-demand perks, reflecting how much employees value greater control over their time to better balance work and family life.

Compressed hours (16.7%) and parental leave (16.5%) are also highly valued, reinforcing that both flexible scheduling and dedicated family support remain priorities for a large number of working parents.

While benefits like job sharing (8.7%), dog-friendly workplaces (8.6%), and fertility leave (5.6%) appeal to smaller groups, they still matter. These options highlight the importance of offering a broad mix of benefits that support employees at different life stages and with varying personal needs.

Here is a quick breakdown on what each of these mean...

Part-time arrangements

What it is: Reduced working hours, often across fewer days.
Why it matters: Offers parents and carers more time for family responsibilities, improving work-life balance without stepping out of the workforce entirely.

Unlimited leave

What it is: A policy allowing employees to take as much leave as they need, within reason and with manager approval.
Why it matters: Signals trust and supports people to take time off when they need it. This may be for for family, health, or rest.

Compressed hours

What it is: Working full-time hours over fewer days (e.g. 4 longer days instead of 5).
Why it matters: Gives employees more full days off during the week, which can be especially useful for childcare, school runs, or simply having more personal time.

Parental leave

What it is: Paid or unpaid time off for new parents, including maternity, paternity, and shared leave.
Why it matters: Supports parents through a major life transition and allows time for bonding and adjustment without compromising job security.

Job sharing

What it is: Two employees share the responsibilities and hours of one full-time role.
Why it matters: Creates more opportunities for reduced hours at senior levels while maintaining productivity and continuity for the business.

Dog-friendly workplaces

What it is: Policies that allow employees to bring their dogs to work.
Why it matters: Can reduce stress, improve morale, and eliminate the need (and cost) for pet care during working hours—especially valuable for those balancing family and pet responsibilities.

Fertility leave

What it is: Paid or unpaid time off for fertility treatments or related medical appointments.
Why it matters: Recognises the emotional and physical demands of fertility journeys and supports employees going through a significant personal challenge.

Beyond parental leave - how to create an inclusive workplace for parents

Parental leave is a crucial benefit for new parents, but it's only the beginning. Companies need to do more to support parents beyond just offering time off. From flexible working arrangements to on-site childcare options, creating an inclusive workplace for parents is essential for employee well-being and retention. Here are some ways you can build a supportive environment for working parents:

1. Flexible working arrangements: Give parents the option to work flexible hours and work in a way that suits them. This gives them the freedom to adjust their work hours to accommodate school drop-offs, doctor's appointments, and other family commitments. It not only helps them better balance work and family life but also relieves the stress of having to work in a constrained way.
   
2. Create an inclusive working environment: Create a workplace culture where parents feel supported and valued. Offer employee resource groups or support groups for parents to connect, share experiences, and provide mutual support. Make sure that company policies and practices are inclusive of parents, such as scheduling meetings during school hours and term time.
   
3. Childcare support: Recognise the importance of childcare for working parents and provide various forms of support. This could include offering on-site childcare facilities, providing subsidies or reimbursement for childcare expenses, or partnering with local childcare providers to offer discounted rates. Backup childcare services can also be valuable for parents when regular arrangements fall through.
   
4. Parental support programs: Implement programs designed to support parents in their dual roles as employees and caregivers. Parental coaching or mentorship programs can offer guidance on managing work-life balance, navigating parental leave policies, and returning to work after leave. Workshops or seminars on parenting skills, stress management, and time management can also be beneficial if parents want them!
   
5. Mental health and wellbeing support : Adjusting to being a new parent can be challenging, especially when returning to work. It's essential for companies to provide appropriate support to parents during this transition.
   
6. Career development opportunities: Make sure that parents have equal access to career advancement opportunities. Flexible career paths that allow for lateral moves or part-time options can accommodate parents' changing needs over time. Provide development opportunities such as training or certifications that can be pursued on a flexible schedule, allowing parents to enhance their skills while balancing their responsibilities.