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Is your business family-friendly? Support working parents and avoid legal risks

As new research shows, a record number of employers are promoting family-friendly policies, with 89 per cent now actively supporting working parents.

This research comes from the 2024 Parental Fog Index by gender equity firm Executive Coaching Consultancy, which has also revealed that the number of employers promoting their family-friendly credentials has reached a five-year high.

This increase highlights the growing recognition of the importance of supporting working parents, particularly in retaining senior female talent.

The report also found that, for the first time, paternity leave is being promoted as often as maternity leave, a sign that employers are beginning to recognise the importance of equal support for both parents.

With 97 per cent of employers now openly discussing their commitment to working parents, failing to offer visible support is no longer an option.

The number of businesses that do not refer to family-friendly policies has dropped from 31 per cent in 2019 to just one per cent today.

But what does this mean for businesses, and how can they stay legally compliant?

Legal obligations for family-friendly workplaces

Businesses are legally required to offer maternity, paternity, and shared parental leave, as well as flexible working options.

Failure to comply with these regulations could result in costly legal disputes, not to mention reputational damage.

More employers are actively marketing their family-friendly policies as core to their employer brand, which could see businesses that fail to keep up and struggle to attract and retain talent.

Avoiding the ‘fatherhood penalty’

One key finding from the Parental Fog Index is that promoting paternity leave is now on par with maternity leave, with 57 per cent of employers publishing full details of both policies.

This marks a landmark move towards gender equality in the workplace, but there is still work to be done.

The report argues that until men are supported to equally share childcare, organisations will struggle to close the gender pay gap and retain talented women.

Businesses serious about encouraging men to take extended paternity leave must ensure that their careers won’t suffer as a result.

Businesses can demonstrate their commitment to true gender equality by tracking the career and pay progression of employees who take up these policies and openly sharing this data,

Why family-friendly policies benefit your business

Offering flexible working arrangements, equal parental leave, and other family-friendly benefits not only helps with retention but also boosts employee morale and productivity.

Employers who lead by example, showcasing visible role models and integrating family-friendly practices into the company culture, are better positioned to avoid legal challenges while maintaining a positive work environment.

Take action now

Reviewing your current policies and ensuring they comply with legal requirements is a good move, but do not stop there.

Make sure these policies are visible and accessible and consider how you can market them as part of your employer brand.

The trend towards family-friendly workplaces is only growing, and businesses that fail to adapt may find themselves facing legal challenges and losing key talent.

If you need assistance reviewing your family-friendly policies and ensuring compliance with the latest legal standards, contact us for expert advice.

Amanda Hyam

Head of Dispute Resolution and Employment

I have specialised in Dispute Resolution, Civil Litigation and Employment law for more than 15 years. I understand how daunting the prospect of litigation can be and because of this I am always available to discuss concerns.