Accenture
Accenture Song
Maternity: Employees are entitled to 52 weeks' maternity pay. For the first 32 weeks, full-time employees are paid their basic full-time salary. They are also paid statutory maternity pay for a further seven weeks. Employees are then entitled to 13 weeks' unpaid leave should they wish to take their full 52-week entitlement.
Paternity: Employees are eligible for a total of eight weeks' paternity leave. This includes four consecutive weeks’ full pay – from the day the baby is born, or from any day during the week the baby is born. Four weeks’ full pay can also be taken flexibly at any time during the 56 weeks after the baby is born.
Adoption: Adoption leave is available to both male and female employees. They are entitled to a maximum of five days' paid leave to be taken as approved absence in between their adoption application and prior to being successfully matched with a child in order to prepare for their child's arrival. The provision of paid leave to prepare for the child's arrival applies to all types of adoption, including fostering to adopt a child and surrogacy arrangements. Like its maternity and paternity policy, employees have 52 weeks' entitlement, with 32 weeks' full pay and seven weeks' statutory pay.
Droga5 London
Maternity: Droga5 offers 24 weeks’ paid maternity leave and then the ongoing statutory allowance of £139.58 paid from weeks 25 to 39, plus reasonable time off for antenatal appointments.
Paternity: Droga5 offers two weeks’ consecutive paid leave plus paid time off for the last two antenatal classes, subject to reasonable notice.
Adoption: Droga5 offers up to 52 weeks of adoption leave; 26 weeks' ordinary adoption leave and 26 weeks of additional adoption leave. You are also eligible for paid time off to attend five adoption appointments.
Candid
Creature London
Maternity: Thirteen weeks’ full pay after one year of service and 26 weeks’ full pay after four years of service, with a return-to-work bonus of one month's salary after six months back.
Paternity: Four weeks' paid leave for one year of service, five weeks of full pay for two years of service and six weeks of full pay for four years of service. Shared parental leave allows the father to have exactly the same paid time off as a mother on maternity leave, so 13 weeks' full pay for one year of service and 26 weeks' pay for four years of service.
Adoption: Exactly the same as the maternity policy and the shared parental leave policy in terms of full pay and length of service.
Cheil Worldwide
BMB
In 2022 we reviewed all of our policies including our family benefits. This included an increase in the length of our enhanced maternity and paternity policies – we doubled the length of the period we pay full paid paternity leave and increased fully paid maternity leave by 20%. We also added menopause, fertility, child loss and female health policies.
Dentsu
Carat, Dentsu Creative, iProspect, Dentsu X
Launched June 2023 -
Dentsu UK maternity and shared parental leave is 20 weeks. Our maternity policy entitles you to 20 weeks paid leave. Our shared parental leave policy entitles you to 20 weeks paid leave (inclusive of the six weeks paternity/partner leave). Both are subject to matching length of service criteria.
Dentsu UK enhanced paternity leave is six weeks with full pay. Applies if the criteria for standard Dentsu UK paternity leave apply and you have been continuously employed for by us for 52 or more by the end of the 15th week before the expected week of childbirth or the end of the week in what you’re notified of having been matched with a child for adoption by the adoption agency, and are still employed by us during that week.
Chime
VCCP
Maternity/adoption leave: If you have completed one year’s employment by the beginning of the 15th week before the expected week of childbirth, you will be entitled to 13 weeks (three months) at your full pay rate, followed by 26 weeks of Statutory Maternity Pay at the lower level.
If you have completed two years’ employment by the beginning of the 15th week before the expected week of childbirth, you will be entitled to 26 weeks (six months) at your full pay rate (inclusive of SMP), followed by 13 weeks of Statutory Maternity Pay at the lower level.
If you decide not to return after your maternity leave, then the company is entitled to claim back 13 weeks of the enhanced maternity pay and this money will be recoverable as a debt.
If you return to work after your maternity leave but resign within six months of that return, then the company is entitled to claim back 13 weeks of the enhanced maternity pay and this money will be recoverable as a debt.
Paternity/secondary carer leave: If you have been employed continuously for at least 26 weeks by the end of the 15th week before the expected week of childbirth, you will be entitled to two weeks' paternity/secondary caregiver leave on full pay. These two weeks must be taken consecutively. If you chose to only take one week, you will not be able to take the other week at a later date
If you have completed two years' employment by the beginning of the 15th week before the expected week of childbirth, you will be entitled to four weeks' paternity/ secondary caregiver leave on full pay. The first two weeks of this leave must be taken consecutively within 56 days of the birth (or due date if the baby is early). The second two weeks can be taken in two separate blocks within 12 months of the birth (or due date if the baby is early).
A few years ago we doubled both our maternity and paternity pay periods. We have introduced more family and care policies this year such as: Fertility policy which provides two weeks’ paid time off for employees to attend treatment. We have introduced paid time off for dependants.
Pregnancy loss and stillbirth policy: we are committed to supporting employees who are affected by a miscarriage or stillbirth. We have signed up to the Pregnancy Loss Pledge created by the Miscarriage Association and we provide additional paid time off.
Parental bereavement: We recognise that, while dealing with any bereavement is difficult, the death of a child is among the most devastating events that an employee can ever face. We recognise that there is no time limit on grief and each individual will process this differently. As such, we are committed to ensuring all employees have the right support, information and guidance for the entire time they need. We provide four weeks’ paid time off which is reviewed thereafter.
Fimalac Group
Jellyfish
While there has been no current change to our family leave policies in 2022, there are plans to review our family leave policy in 2023 with the help of our ERG “SheUnit”, which will see Jellyfish take a global approach to secure a baseline across all 22 countries. Our current allowance is:
Maternity leave: eight weeks' full pay, four weeks 90%, 27 weeks' SMP.
Paternity leave: one week full pay, one week SPP
Updated for 2023:
Primary caregivers receive 14 weeks at full pay, followed by 25 weeks at Statutory Maternity Pay (SMP), and an additional 13 weeks of unpaid parental leave, provided they have completed at least one year of dedicated service with us.
Secondary caregivers can enjoy four consecutive weeks of fully paid leave or they can decide to spread their weeks over the course of 12 months.
We cover all pregnancy-related appointments without requiring time to be made up, and secondary caregivers can attend up to three appointments without any loss of pay or need for makeup time.
We offer financial support for learning and development, with up to £1000 available upon the primary caregiver's return.
We also offer accompaniment to return-to-work processes and flexible options such as remote work for up to six months post-return. In addition, we encourage flexible working for all employees regardless of their family set-up.
We also provide resources like the Reproduction and You (RAY) Support Group, offering a safe space for employees to connect and seek support during difficult times such as infertility or miscarriage.
Havas
Havas Creative, Havas CX Helia and Havas Media
We scrapped separate maternity and paternity policies to instead introduce an ambitious, inclusive, industry-leading parenthood package. Policies include six months' fully-paid equal parenthood leave for all new parents, regardless of gender and type of relationship or parentship; all parenthood leave offered as a flexible package; parental and fertility support loans; at least 10 days' paid leave for fertility treatments; up to five days’ paid parental leave each year for each child; parental coaching support; leave after loss; and the opportunity for parents to purchase an additional five days of holiday per year.
Uncommon Creative Studio
The studio's growth in the last 12 months has put us in a unique and positive position of being able to review and overhaul all our policies and benefits (including our menopause and maternity/paternity, as well as care-giver policies). We are excited to be able to launch the first raft of these new benefits, policies and initiatives in February/March, with a further wave of updates coming in Q2. Being able to overhaul how we support our team beyond the workplace has been one of the great results of the growth we have experienced in 2022. [The agency did not respond to Campaign’s request for further information]
Interpublic
FCB
Genderless parental policies applicable to birth and adoption. With paid leave of 22 weeks (from 9.5 weeks) for primary caregivers, and 12 weeks (from two weeks) for secondary caregivers.
Miscarriage policy with paid time off, emotional support and coaching sessions.
All first-time parents and carers get three coaching sessions.
Neonatal leave and pay up to 12 weeks.
IVF support.
Carers get two weeks’ paid time off per year.
Last-minute childcare costs covered.
Tots Tuesdays – bring-your-child-to-work day in summer holidays.
Initiative
Enhanced parental leave and pay (one year service 15 weeks before due date): Six months' full pay for birthing parent, adoption.
Shared parent leave: Two months’ full pay.
Partner leave: Currently being reviewed for further enhancements in 2023.
McCann
Staged enhanced maternity, adoption and shared parental leave pay based on length of service. Four weeks at 50% available from 26 weeks' service, moving and peaking at 26 weeks at 100% of basic pay for more than five years’ service.
Paternity: two weeks at 100% after 26 weeks’ service.
Mediahub
Maternity/Birth Parent Leave: After one year's service: six weeks at 100% of salary, 12 weeks at 50% salary.
After two years’ service: 12 weeks at 100% salary, 12 weeks at 50% salary.
After three years’ service: 26 weeks at 100% salary.
Paternity/co-parent leave:
After one year’s service: six weeks at 100% of salary.
Shared Parental Leave: Matched to maternity/birth parent leave. We also have policies for fertility leave, miscarriage and premature baby leave.
Momentum Worldwide
Maternity (this is the same for adoption): To qualify for enhanced maternity pay, you must have been employed for six months up to and including the 15th week before the week in which your baby is due. We “top up” Statutory Maternity Pay to the following: six weeks at 90% salary, 20 weeks at 75% salary, 13 weeks at SMP.
Paternity: An employee can take either one or two consecutive weeks' leave. Leave must be taken within 56 days of the child's birth and must be taken in complete weeks and as one continuous period.
Shared Parental Leave: We “top up” Statutory Shared Parental Pay so that you receive: six weeks at 90% salary, 20 weeks at 75% salary, 13 weeks at SMP. To qualify for enhanced Shared Parental Pay, an employee must have been employed for six months up to and including the 15th week before the week in which the employee's baby is due.
MRM
We conducted a review of our maternity and adoption policies as part of a wider project on benefits in 2022. No changes have been made and we will continue to review this in 2023 to ensure our benefits are competitive. Importantly, we made significant improvements to the way that we support employees on maternity or adoption leave.
In 2022 we instigated a “peer to parent” mentor-style initiative that provides support outside of day-to-day line management in the run-up to and post-leave. We also conduct regular check-ins throughout the period of leave, support the use of KIT days and establish open dialogue on their plans for return. We work with line managers to plan a structure for their return, run an induction programme and schedule regular check-ins to ensure that they feel supported.
MullenLowe
We have enhanced our maternity policies, and have matched our shared parental policies to our maternity policies. We set up a parents' group to help support our working parents. Depending on length of service our policies now give up to 26 weeks’ paid leave. We have also developed a robust return-to-work programme for parents returning to work after parental leave, including manager training and return-to-work coaching.
R/GA
Maternity leave/shared parental leave:
Under two years’ service – three months’ full pay followed by 27 weeks 20%.
More than two years' service – six months’ full pay followed by three months at 20%.
Partner leave:
Under two years' service – three weeks’ full pay.
More than two years' service – six weeks’ full pay.
On return from parental leave, staff will be offered two coaching sessions with our partner, Push. For those returning from partner leave, staff can decide to give these sessions to their partner.
UM UK
We offer six months’ full pay for birthing parents, adoption parents and shared parental leave, two months’ full pay for the partners, as well as a parent buddy scheme to support “soon to be” parents and those returning to work.
Additionally, we have a parent/carer programme – an employee-run community network who support each other and play a pivotal role in evolving and enhancing our employee offering.
In 2022, following discussions with those in the programme and our Women's Network, we updated our employee handbook with inclusive language relating to our parental leave policies, such as “birthing parent leave”, to recognise the diverse range of families in our community.
Lumanity
Leith
Maternity base enhancement: One week's full pay and then Statutory Maternity Pay (SMP) applies.
After two years of service the following enhanced maternity pay applies for weeks seven to 39:
Two years’ service: 10% of salary.
Three years’ service: 15% of salary.
Four years’ service: 20% of salary.
Paternity enhancement: One week's full pay then the same scheme as maternity for the second week.
Miroma
Fold7
As part of our 2022 review of working parents support, and knowing how important a first day at school is for both parents, we offer an additional day holiday for this key moment in family life.
We take on feedback from each person returning to work to ensure our policies remain relevant and truly supportive. All returners have a "soft return" for the first month, to help the family adjust to new routines, including later start times and shorter finishing.
In addition, we have partnered with Health Assured to offer 24/7 work-life assistance. The programme includes a confidential Employee Assistance Programme to help everyone run their lives a little more smoothly.
Updated for 2023:
Maternity pay – 2023
Up to two years' service: statutory for six weeks at 90% pay.
2 years+ service: 16 weeks full pay.
3 years+ service: 16 weeks full pay. A return-to-work bonus equal to four weeks' pay is also given on condition of staying at the company for 12 months post return.
4 years+ service: 18 weeks full pay. A return-to-work bonus equal to four weeks' pay is also given on condition of staying at the company for 12 months post return.
5 years+ service: 20 weeks full pay. A return-to-work bonus equal to four weeks' pay is also given on condition of staying at the company for 12 months post return.
Paternity pay – 2023
Up to two years' service: two weeks statutory full pay
Two to three years' service: three weeks full pay
Three years or more service: four weeks full pay
MSQ
MBA Stack
Enhanced maternity benefit: Following two years' service all employees are entitled to: 12 weeks at 100% of salary (inclusive of entitlement to SMP), 12 weeks at 50% of salary (inclusive of entitlement to SMP), remainder at SMP only.
Less than 2 years of service employees are entitled to: six weeks at 100% of salary (inclusive of entitlement to SMP), six weeks at 50% of salary (inclusive of entitlement to SMP), remainder at SMP only.
Enhanced paternity benefit: Following two years' service all employees are entitled to four weeks' paternity leave at full pay (inclusive of statutory entitlement).
Less than two years' service employees are entitled to two weeks' paid paternity leave.
The Gate
During the first six weeks, the company will enhance the statutory maternity pay to full pay.
In addition the company also operates a return-to-work bonus for those opting to come back to work within 26 weeks. If you choose to return to work within 26 weeks you will receive a bonus of the equivalent of half your return to work salary for the remaining 20 weeks, minus the SMP payments that have been made to you for the 20 weeks. This bonus payment will be made three months after your return to the business.
Walk-In Media
Maternity: 16 weeks' 100% pay, 16 weeks' 50% pay then SMP for nine weeks.
Paternity: four weeks’ full pay Improvements in 2022 – more flexible working requests have been granted from day one, part-time working now more accessible as we encourage new mothers back to work on terms that suit them including part-time working.
Next 15
Elvis
We have levels of enhanced maternity leave for employees that have been with the company for more than two, three and five years. We also offer shared parental leave and full-pay paternity leave. [The agency declined to share details when requested by Campaign.]
House 337
Enhanced Maternity Pay: we offer 17 weeks' full pay for eligible employees.
Enhanced Paternity Pay: Two weeks' full pay.
Enhanced Shared Parental Pay: up to 17 weeks' full pay for eligible employees.
Omnicom
Adam & Eve/DDB London
Maternity leave: In 2023, we have improved our enhanced maternity package. Employees will receive an enhanced maternity package of up to 100% of their basic salary for the first 24 weeks of the maternity leave period. A flexible return to work allowing employees to work a four-day week, or reduced hours, at full pay, for four weeks.
Adoption leave: Employees who qualify will receive up to 100% of their basic salary for the first 24 weeks.
Paternity leave: Qualifying employees will receive 100% of their salary for four weeks. Time off to support their partner at antenatal appointments.
Shared parental leave: All employees are entitled to 100% pay for 12 weeks (subject to completing their probation period).
The agency will also cover the cost of therapy sessions to support all new parents.
Abbott Mead Vickers BBDO
As part of our newly launched Life Changes programme, people going on maternity leave, shared parental leave and adoption leave receive 100% pay for up to six months.
AMV is also offering primary caregivers returning from family leave £500 a month net payment per child for one year.
Dark Horses
Our enhanced maternity policy is 20 weeks’ full pay and our paternity policy is one month off, fully paid.
We ensure all prospective parents are fully informed on the nuances of both their legal rights and our parental policies in order to maximise the time available to them.
On return to work, we also offer total flexibility around childcare for both parents, no matter the age of the child.
Hearts & Science
For 2023, we have extended our Maternity, Adoption and Surrogacy pay to 26 weeks' full pay. Employees are entitled to this benefit from the moment they join us, as starting a family shouldn't be dependent on the service you accrue with your employer.
We are also removing the qualifying period to our Partner pay which will be offered at four weeks’ full pay.
We recognise that there are multiple routes to parenthood and so updates to our fertility, adoption and surrogacy polices have reflected this. Continuing as usual at work and at home while going through fertility treatment can be challenging so any employee experiencing a fertility issue and/or receiving fertility treatment (regardless of gender) may take up to 10 days’ paid leave in a calendar year. There is no minimum length of service required.
Similarly for surrogacy or adoption leave, any employee can access 26 weeks of full pay from the very day that they join us.
Lucky Generals
Overview of our Maternity, Adoption and Shared Parental Leave Policies: We pay 100% of weekly earnings for the first 20 weeks and for the following 19 weeks, a set rate which is determined by the government each year or 90% average weekly earnings if this is lower than the set rate.
Overview of our Paternity Policy: Generals are able to take up to four weeks’ paid paternity leave. The first two weeks of paternity leave may be taken from the date of the child's birth and up to eight weeks after the birth of the child.
New dads are entitled to working shorter hours one day each week for the first 12 weeks – either coming into work late (by 11am) or leaving early (at 4pm) to help with childcare duties.
Overview of our Parental Leave Policy: Parental leave covers all of our employees who are parents, whether they work full-time or part-time to help parents spend more time with their children and to achieve a "work-life balance”.
Parents who have been at the agency for more than one year and who are a parent of a child under 18 can make a request for parental leave. They are eligible for 18 weeks' unpaid parental leave for the purpose of caring for their child which can be taken in blocks of one week or more, up to a maximum of four weeks for each child. If they are a parent of a child who is entitled to a Disability Living Allowance, they can take the leave on odd days, subject to a maximum of four weeks' parental leave in any one (calendar) year.
We have a miscarriage policy in place in addition to the above, and we've also been developing a new fertility policy that will come into effect from January 2023.
Updated for 2024:
Overview of our Maternity, Adoption and Shared Parental Leave Policies: We pay 100% of weekly earnings for the first 24 weeks and for the following 15 weeks, a set rate which is determined by the government each year or 90% average weekly earnings if this is lower than the set rate.
Overview of our Paternity Policy: Generals are able to take up to four weeks’ paid paternity leave. The first two weeks of paternity leave may be taken from the date of the child's birth and up to eight weeks after the birth of the child.
New dads are entitled to working shorter hours one day each week for the first 12 weeks – either coming into work late (by 11am) or leaving early (at 4pm) to help with childcare duties.
Overview of our Fertility Policy: All generals are entitled to paid time off whilst preparing for, undergoing and recovering from fertility treatment, as well as being entitled to our Fertility Fund, to help ease financial pressures on their journey.
Overview of our Parental Leave Policy: Parental leave covers all of our employees who are parents, whether they work full-time or part-time to help parents spend more time with their children and to achieve a "work-life balance”.
Parents who have been at the agency for more than one year and who are a parent of a child under 18 can make a request for parental leave. They are eligible for 18 weeks' unpaid parental leave for the purpose of caring for their child which can be taken in blocks of one week or more, up to a maximum of four weeks for each child. If they are a parent of a child who is entitled to a Disability Living Allowance, they can take the leave on odd days, subject to a maximum of four weeks' parental leave in any one (calendar) year.
Overview of our Working Parents Policy: We offer all working parents additional nursery benefits, have created an employee lead support group called The Infantry and we also have a breastfeeding policy.
We have a miscarriage policy in place in addition to the above.
OMD Group UK
For 2023, we have extended our maternity, adoption and surrogacy pay to 26 weeks’ full pay. Employees are entitled to this benefit from the moment they join us, as starting a family shouldn't be dependent on the service you accrue with your employer.
We are also removing the qualifying period to our Partner pay which will be offered at four weeks’ full pay.
We recognise that there are multiple routes to parenthood and so updates to our fertility, adoption and surrogacy polices have reflected this. Continuing as usual at work and at home while going through fertility treatment can be challenging, so any employee experiencing a fertility issue and/or receiving fertility treatment (regardless of gender) may take up to 10 days' paid leave in a calendar year. There is no minimum length of service required.
Similarly for surrogacy or adoption leave, any employee can access 26 weeks of full pay from the very day that they join us.
We are committed to supporting all employees who suffer the loss of a pregnancy, whether it happens directly to them or their partner, regardless of gender or their baby's surrogate mother, regardless of the nature of their loss and whatever their length of service. All employees who have been affected by a pregnancy loss are entitled to a minimum of two weeks' leave on full pay. Employees can self-certify, without the need for a fit note. In the extremely difficult circumstances of a loss post 24 weeks, employees are entitled to the full maternity leave noted above.
How we talk about these policies is also incredibly important as we want everyone to feel included in our policies, so we have changed the language to parental leave, to reflect the family unit in real Britain today.
Rapp
Maternity: six weeks at 100% and 12 weeks at 50% (excluding SMP) and return-to-work bonus.
Paternity: four weeks' full play (inclusive of SPP).
TBWA\London
We offer an enhanced package for maternity and shared parental leave whereby we pay full salary for the first 12 weeks of the period.
Plus Company
We Are Social
For maternity leave, we offer a sliding scale based on length of service. For those with less than one year it's 12 weeks full pay, for more than one year of service we offer 16 weeks of full salary, up to 24 weeks for those with tenure of five years or more.
Our shared parental leave policy mirrors our maternity policy, for mothers and fathers using this option. For paternity leave, we offer 100% of salary for 2 weeks at any length of service.
Our adoption policy is the same as the maternity policy and the shared parental leave policy in terms of benefits.
We also offer family coaching, and have partnered with Bread + Butter to provide tailored coaching packages for returning parents that cover sessions prior to returning back to work and follow up sessions once back at work.
We also offer the option of up to two support packages for our new parents to choose from - these include sleep training sessions and food boxes.
Publicis Groupe
Bartle Bogle Hegarty, Digitas, Leo Burnett, Publicis.Poke, Starcom, Zenith
At Publicis Groupe UK and our agencies, we're committed to creating a working environment where everyone can thrive irrespective of background or circumstance. In 2021, we reviewed and enhanced our “Life Stage” policies and programmes. The offering is comprehensive and includes:
Pregnancy/maternity/adoption/surrogacy/shared parental leave: 26 weeks' full pay.
A phased 'return to work' policy meaning employees can take a gradual approach to their return during the first month back on full pay.
Paternity/second parent leave: four weeks' full pay.
Fertility policy: up to 10 days' paid leave for anyone going through fertility treatment and up to 10 days' paid leave for a supporting partner.
Pregnancy loss: up to four weeks' paid leave for anyone experiencing pregnancy loss, up to 10 days' paid leave for the partner affected and two days' leave for an employee supporting a family member experiencing pregnancy loss.
S4 Capital
MediaMonks
Eligible employees will receive a maximum of 16 weeks of MediaMonks paid leave per birth, adoption or placement of a child/children. Employees who give birth to a child receive an additional four weeks of paid leave maximum. Employees are encouraged to decide for themselves what the appropriate amount of time to take off is and when exactly to take it, but cannot take less than national legislation requires.
Stagwell
Anomaly
We provide enhanced parental and shared parental leave support with 26 weeks' full pay for the primary parent (maternity, surrogacy, adoption), as well as four weeks' paid leave for the second parent. Parental leave can also be shared between the primary and secondary parent.
We provide Family Transition Coaching for first-time parents both as they embark on parental leave and – critically – as they return to work.
Pregnancy loss leave: our intention is to support all employees who suffer the loss of pregnancy, whether this loss happens to them, their partner or their baby's surrogate mother who are entitled to up to two weeks off paid leave, which can be extended depending on the individual's situation. This is a completely new initiative that was introduced earlier in 2022.
IVF and assisted conception paid leave: we recognise that the journey to conceive looks different for everyone who wishes to embark on this path. Paid time off is allocated for treatments and also for the partner throughout the year. This is a completely new initiative that was introduced earlier in 2022.
Goodstuff Communications
We have had a market-leading maternity policy in place since 2017 which gives 39 weeks of full pay for maternity. Our paternity and shared parental cover is four weeks.
For all new parents we offer a breakfast and bathtime flexible time benefit for the first six weeks of their return to work and we offer return-to-work parental coaching to new parents too.
The Freethinking Group
Republic of Media
Employees receive their normal rate of pay for the first 13 weeks of leave and then at 50% of their normal rate of pay for a further 13 weeks then SMP rates for the remainder of their leave up to a maximum of 39 weeks in total. This also applies to adoption.
In 2022, inspired by our first office baby due in 2023, we created a “maternity playbook”, which will serve as a practical “how to” work guide. It contains simple and practical steps on how to manage the pre-, during maternity/paternity and return-to-work stages and ensure the experience is as positive as it can be for all involved.
The Mission Group
Krow
For all employees with more than two years' service, Krow Group provides enhanced maternity pay. All employees receive enhanced paternity pay. In 2022, the Company introduced a Parental Bereavement Leave Policy to support parents affected by pregnancy loss.
The7stars Holding Group
Bountiful Cow and the7stars
At the7Stars and Bountiful Cow we know the journey to parenthood can look very different to every family, so we are proud to offer enhanced parental leave to our team members of all genders.
Based on a colleague’s length of service we offer up to:
28 weeks at full pay and 11 weeks of statutory pay for Maternity, Adoption and Shared Parental Leave or six weeks at full pay for paternity leave.
We know that becoming a new parent is a life-changing experience and, as an agency, we wanted to do all that we could to support this transition. So as part of The7stars holdings group we also provide new/expecting mothers with money for maternity clothes to ensure that they are able to feel comfortable during this time.
We also provide new mothers with a maternity buddy before their maternity leave period begins, to provide support and advice through informal conversations over lunch and regular check-ins.
We also know that the transition back to work following maternity leave can be a significant adjustment for new parents. That is why we provide maternity coaching to help the main carer explore the transition from maternity leave and returning to work.
This is hand-in-hand with a phased return to work on full pay after parental leave to make this transition easier, as well as a return-to-work bonus for new parents to alleviate any financial strain.
The Unlimited Group
TMW Unlimited
For the first 16 weeks, maternity pay is 100% of pay, and the following 23 weeks it is double statutory maternity pay.
We are also providing a £2,000 payment to a registered childcare provider.
New fathers are entitled to three weeks’ pay at 100% of their salary.
WPP
EssenceMediacom
We have always offered enhanced pay and policies to support maternity and shared parental leave to all eligible employees and partner (paternity/second carer) leave.
However, in order to further support employees returning to work following any form of parental leave, in January 2022 we increased paid time off for all parents to 26 weeks’ full pay. We also have policies for surrogacy, fertility, carers, premature birth and neonatal care, breastfeeding support, pregnancy loss and parental bereavement leave.
Vacancies and opportunities for new positions are actively shared with those on parental leave, encouraging those people to apply for relevant opportunities. Historically women in particular have felt maternity leave has meant they fall behind in their career. We recently promoted a woman on maternity leave to our managing partner board.
Grey London
Our family policies are all enhanced and are now at four weeks of full pay for paternity leave. Maternity, adoption and shared parental leave is 16 weeks at 100% of wages, 10 weeks of pay at 50%, with the remainder at the statutory rate.
Mindshare
This year we've put a lot of focus on our family policies, we've made improvements and introduced some new policies we now have the following in place:
Neonatal/premature birth policy
Fertility policy to help those going through fertility treatment
Miscarriage/stillbirth/neonatal death policy
Shared Parental Leave Policy
Carers policy
Paternity/partner leave policy
Maternity and adoption policy: two key improvements we would like to highlight is that our maternity policy is now 26 weeks’ full pay for those with a year's continuous service and our paternity/partner leave has increased to four weeks’ full pay for those with six months’ continuous service.
MSix & Partners
Reduced qualifying time for enhanced payments, return-to-work coaching offered to all new parents (six sessions), equal parental leave entitlement for a parent regardless of gender, six months' fully paid maternity leave, one month fully paid paternity leave, time off for IVF or baby loss, premature baby considerations – getting extensions to your leave based on how premature your baby was born.
Ogilvy
In 2022 we pulled together our maternity, paternity, adoption and surrogacy policies into one, The Ogilvy Family Policy. This allows us to base our enhanced pay on a primary caregiver (previously was enhanced maternity only), recognising the different formats modern families are. We have also extended paid leave for primary caregivers to 26 weeks after two years' service and doubled paid leave to four weeks for a secondary carer (previously two weeks' paternity leave).
The & Partnership
For those with more than one year of service, we offer six months' company maternity pay, which is available to our new parents who wish to share parental leave.
We have extended our paternity leave to four weeks' company paternity pay.
Aside from financial support and guidance, we also advocate for a healthy balance for those with caring responsibilities which extend from new parents receiving a full re-onboarding programme following periods of family leave, as well as coaching for returning to work and ongoing support from our partners with webinars, seminars and advice for parents of children of all ages.
VMLY&R
Six months fully paid shared parental maternity leave/adoption leave for primary carers.
Paternity leave four weeks after a year of service.
Extended flexible benefit package to allow people to select the package that suits them best.
Wavemaker
Our enhanced maternity package now offers 100% pay for the first 26 weeks, up from 90% previously and also applies to those taking adoption and shared parental leave.
Partner leave (formerly paternity leave) has also been enhanced from two to six weeks with 100% pay.
This year we also introduced a number of new policies:
Fertility Treatment policy – up to seven days’ paid leave to undergo fertility treatment.
Parental Bereavement policy – up to two weeks’ paid leave if a new parent has suffered a bereavement.
Premature birth/neonatal policy – paid leave for new parents that have their baby early or whose baby is unwell.
Surrogacy Leave policy – paid leave for those expecting a child through surrogacy or for the individual who carries the baby as a surrogate parent.
Finally, we have also been an integral part of WPP's Visible Support programme, championing and elevating women returning to the work force after a career break.
You & Mr Jones
Gravity Road
Maternity: if you have been employed by the company for more than two years as at the 15th week before your expected week of childbirth, we will pay you 100% of your average weekly earnings for the first 17 weeks (equivalent to four months' salary) and the remaining 22 weeks you will be paid the lower of either the standard rate existing at the time or 90% of your average gross weekly earnings.
Additionally, if you return to work following your maternity leave you will also be eligible to receive a top-up equivalent to one month's salary payable in three monthly instalments from the month you return and which will be taxed in the usual way. If you leave before the end of the three-month period the top-up payments will stop.
Paternity: statutory paternity pay is paid at a prescribed rate, which is set by the government for the relevant tax year, or at 90% of your average weekly earnings calculated over the Relevant Period if this is lower.
Enhanced paternity pay is paid for six weeks at full pay and must be taken at any time in the first 12 months following the birth of the child. You are therefore able to take up to six weeks off, in blocks of a week's leave or a multiple of a week's leave.
Oliver
Paternity pay:
0 to six months’ service: Statutory Paternity Pay Rate for two weeks
Six to 12 months: three weeks' full basic pay
One to two years: four weeks' full basic pay
Two to three years: five weeks' full basic pay
Three to four years: six weeks' full basic pay
Four to five years: seven weeks' full basic pay
More than five years: eight weeks' full basic pay.
Maternity pay:
0 to 26 weeks’ service: 13 weeks' half basic pay, 26 weeks' Maternity Allowance via the government
26 weeks to one year: six weeks at 90% pay, seven weeks at half basic pay, 26 weeks' SMP
One to two years: 13 weeks' full basic pay, 13 weeks' half basic pay, 13 weeks' SMP
Two to five years: 17 weeks' full basic pay, 17 weeks' half basic pay, five weeks' SMP
Five to 10 years: 30 weeks' full basic pay, nine weeks' half basic pay
More than 10 years: 12 months’ full basic pay.
Independents
Amplify
We offer a best-practice shared parental leave. Our maternity/primary carer policy is paid at 13 weeks’ full pay/13 weeks’ half pay/13 weeks’ SMP regardless of the length of service. We have also created a private room for new mothers to express throughout the day.
Our paternity policy is four weeks at full pay regardless of the length of service, which they have the ability to split to suit their needs and requirements.
Beyond this, to further support working parents, we encourage parents returning to work to work from home for another two weeks as they adjust.
There is a parents' ERG which acts as a support network for everyone in the team.
We've recently introduced child illness support which gives parents the time, support and respite they need to care for their children to ensure that parents can dedicate their time without the worry of juggling work and home life.
AnalogFolk
We have increased our maternity, shared parental and adoption leave enhanced pay rates as follows:
One to three years length of service: folks get 100% of their pay for 12 weeks.
Three to five years length of service: folks get 100% of their pay for 12 weeks and 50% for an additional 6 weeks.
More than five years of service: folks get 100% of their pay for 12 weeks and 50% of their pay for an additional 12 weeks.
We have increased our paternity leave enhanced pay rates, so employees no longer have to wait until they have two years of service before being entitled to two full paid weeks of paternity leave. They are now eligible for two full paid weeks of paternity leave when you have at least 26 weeks of continuous service, 15 weeks before the expected due date.
Anyone returning from extended family leave is assigned a return-to-work buddy to help settle them back into work life.
We offer career coaching to all our returning folk from parental leave.
We created a Family Forming policy which outlines support provided to Folk who are managing the challenges associated with forming a family.
We provide reasonable time off for dependant leave where folks need to deal with certain unexpected or sudden emergencies relating to a dependant, or to make necessary long-term arrangements for a dependant. We offer our folks three paid days in a 12-month period.
Atomic
Atomic offers enhanced maternity benefits when you have completed more than one year of service, and further benefits again after five years' continuous service. We also offer support and coaching for all new parents returning to work as they adjust to new demands. This is provided by an external partner who specialises in employee well-being.
BBD Perfect Storm
After one year’s continuous service, BBD Perfect Storm pays staff two months’ maternity pay at full salary, followed by 31 weeks at SMP.
After two years at the agency, staff get three months' full pay and 27 weeks of SMP.
Employees who have worked at BBD Perfect Storm for more than four years are paid four months of full pay and 23 weeks of SMP.
Partners get two weeks’ paternity leave at full pay after one year, three weeks of full pay after two years and four weeks' after four years.
Brainlabs
Our parental leave policy has been designed to support all types of family, including adoption and surrogacy. Our generous paternity policy allows fathers or the parent not taking the maternity benefit to take up to 15 weeks of paid leave. [The agency did not respond to Campaign’s request for further information]
Croud
Pregnant employees will be entitled to take 26 weeks' Ordinary Maternity Leave and 26 weeks' Additional Maternity Leave, irrespective of their length of service or the number of hours worked each week.
Enhanced Maternity Pay: If our employee has 26 weeks' service by the end of the 15th week before their child is expected to be born, they will be entitled to company maternity pay.
Company maternity pay will be paid as an additional six weeks' full pay and 12 weeks' 50% pay on top of the statutory minimum.
Maternity payments would be paid as follows: six weeks at full pay (enhanced), six weeks at 90% pay (statutory), 12 weeks at 50% pay (enhanced) and the remaining nine weeks at the SMP rate set by the government.
Statutory Paternity Leave is a maximum of two weeks' leave, following the birth of a child, taken in order to support the mother or care for the new child. It can be taken as a single week or two consecutive weeks. It cannot be taken as odd days or as two separate weeks.
Enhanced Paternity Pay: The company offers an enhanced paternity package which is two weeks’ full pay instead of the statutory minimum. This is paid on condition that you return to the company after paternity.
By doubling our paternity leave policy this year, we are taking an important step in supporting fathers and families and in creating a more equitable and supportive work environment.
This year we also introduced maternity training and coaching for our returning mothers as they return to the workforce pre-, during and post-maternity leave. We offer an enhanced maternity package across our global organisation. We want mothers and fathers to return to the business following their leave and we believe that our offering and support infrastructure helps to facilitate this successfully.
Impero
At the beginning of [2022], Impero offered statutory maternity and paternity to every employee. In April we enhanced the policy for those who have been employed with us for more than 18 months.
For the first six weeks of maternity leave, the payments of Statutory Maternity Pay (SMP) will be topped up to an equivalent of full pay. After six weeks, the SMP payments will be enhanced in one of two ways (option to be selected by the employee). Either: for a period of four weeks (after the initial six weeks), SMP will be enhanced to an equivalent of 50% of salary; or for a period of eight weeks, SMP will be enhanced to an equivalent of 25% of salary.
Employees who qualify for Paternity Leave, are entitled to full pay for the duration of their leave.
For parents who are adopting, enhanced pay schemes will match those of maternity and paternity leave.
Isobel
Six weeks at full pay, 12 weeks at 50% pay, followed by 21 weeks of SMP. Plus accrued holiday (as contracted benefit). Plus other benefits remain throughout (e.g. BUPA).
Imagination
Maternity: Imagination enhances the statutory maternity pay to provide 11 weeks of full basic pay followed by up to 28 weeks paid at the SMP standard rate.
Paternity: Imagination operates an enhanced paternity policy with benefits over and above the statutory minimum. We offer two weeks' paternity leave paid at full salary.
This year [2022] we have launched a new scheme with a specialist coaching company on a mission to “help working parents thrive”. Imagination offers up to four coaching sessions, designed to help and support parents through their transition from professional to working parent, so you can return to work feeling happy and set up for success.
We have also reviewed our maternity leave process to ensure regular check-ins before, during and after parental leave to ensure new parents understand the process and are getting the support they need.
Iris
Maternity: Six months' full pay.
Paternity: Four weeks' full pay.
M&C Saatchi
Our company enhanced package includes: 20 weeks at 100% and 19 weeks at SMP for primary carers; two weeks at 100% and 18 weeks for five days' pay and working four days for secondary carers.
We match these packages for surrogacy, adoption and shared parental leave.
Mother London
Six months full pay for the primary carer and three months’ full pay for secondary parent.
Parental transition coaching.
Tailored packages of support for pregnancy loss, fertility treatment, adoption and surrogacy. The support packages offer flexibility/time off, financial aid and therapy via our EAP.
Neverland
Maternity leave: Neverlanders qualify for enhanced maternity pay if they have been working for Neverland for six months before they or a surrogate become pregnant. Enhanced maternity pay is 12 weeks’ full pay, 12 weeks’ half pay, and 15 weeks’ statutory maternity pay.
Paternity leave: Neverlanders qualify for enhanced paternity leave and pay if they have been working for Neverland for six months before their partner or surrogate falls pregnant. The enhanced paternity offering is four weeks’ full pay, four weeks’ half pay.
Adoption leave: Neverlanders that are adopting with six months service or more when they are matched with a child receive the same enhanced leave and pay.
Fertility leave: We are fully committed to supporting Neverlanders on fertility journeys and understand the impact fertility treatment can have on individuals whether they are going through the treatment themselves, or they are supporting their partner. As a result we offer three days of paid leave per cycle of fertility treatment, with a total of nine days paid leave per year. This is available to all Neverlanders who have been with us for six months or more.
New Commercial Arts
Maternity leave: between one and two years’ service – weeks one to six paid at 100% of basic salary, weeks seven to 12 paid at 50% of basic salary, weeks 13 to 39 paid at standard SMP rate, weeks 40 to 52 unpaid.
More than two years’ service: weeks one to 15 paid 100% of basic salary, weeks 16 to 20 paid 50% of basic salary, weeks 21 to 30 paid at 25% of basic salary, weeks 31to 39 paid at standard SMP rate, weeks 40 to 52 unpaid.
Now
Maternity: if you have been employed for less than two years (by the time the baby is due) you will receive 100% of your salary in the normal way for eight weeks and SMP for the remaining 31 weeks.
If you have been employed for more than two years (by the time the baby is due) you will receive 100% of your salary in the normal way for 16 weeks and SMP for the remaining 23 weeks
If you have been employed for more than five years (by the time the baby is due) you will receive 100% of your salary in the normal way for 24 weeks and SMP for the remaining 15 weeks.
Paternity: all employees who have been with Now for over two years are eligible for four weeks at full pay.
All employees who have been with Now for under two years are eligible for two weeks at full pay.
Pablo
In 2022 we upgraded our maternity policy to a gender-neutral parental policy, entitling Mothers and Fathers to exactly the same financial support and allowance upon becoming parents. We believe the best way to support working mothers is to show complete commitment to working fathers, and to normalise a 50:50 split of child rearing responsibilities. We were the first agency in the UK to offer this, and hope from our example other agencies will follow suit.
After one year of service staff get 100% of their salary for six weeks, 50% for the following six weeks and then Statutory Maternity Pay (SMP) for 27 weeks (and 13 weeks unpaid).
After two years service employees are paid 100% of their salary for 12 weeks, followed by SMP for 27 weeks (and 13 weeks unpaid).
After three years service employees get 100% of their pay for 12 weeks, 50% for six weeks and then SMP for 21 weeks (and 13 weeks unpaid).
After five years service employees are paid 100% of their salary for 12 weeks, 50% for 12 weeks and SMP for 15 weeks (and 13 weeks unpaid).
Quiet Storm
In 2021 we overhauled our maternity and paternity policies and introduced a pioneering new approach. We wanted to make it affordable for new mothers to spend the first six months of their baby's life at home without serious financial concerns.
So we developed a new policy, implemented in 2021, which offered: first 13 weeks at 100% pay; weeks 14 to 26 at 50% pay; SMP for the remaining 13 weeks. This boost of seven additional weeks at 100% pay as well as a restructure has helped the advancement and wellbeing of impacted employees by removing money as an additional stress.
We also boosted our old paternity policy, which had stood at two weeks' full pay, increasing it to four weeks' full pay, supporting fathers or non-birthing parents at home at this time of need. The new maternity policy is also flexible and can be implemented for fathers or non-birthing parents – subject to circumstances and discussion.
Smyle
Our maternity leave policy includes 10 weeks at full pay and 10 weeks at 50% pay. To support our Smylers back into the workplace, we offer a reduction to 80% of contractual hours on full pay for any four weeks in the first 52 weeks after the baby is born.
Paternity leave is two weeks at full pay and eligibility is aligned to statutory pay. Smylers returning from paternity leave also benefit from the reduction to 80% of hours on full pay for any four weeks in the first 52 weeks after the baby is born.
Adoption leave will mirror maternity leave for the primary carer. Adoptive secondary carers will mirror paternity leave.
Space
In addition to antenatal care entitlement during working hours and ordinary maternity leave, we offer additional maternity leave which entitles up a year's maternity leave. We offer up to two weeks' paternity leave and up to 26 weeks adoption leave. We also offer Parental Leave, Shared Parental Leave and time off to care for dependents.
St Luke’s
In 2022 we increased our maternity package to: less than one year of service – 16 weeks' full salary and 23 weeks' SMP.
Paternity is two weeks' full pay.
Childcare policies and initiatives:
Childcare support – we offer a monthly cash benefit to all eligible employees, all genders, earning under £70,000, to be used towards childcare once the parent(s) have returned from maternity/shared parental leave. The benefit is tapered based on salary and parent(s) are eligible for three years.
Weekly early finish – working parent(s) can leave the office at 5pm one day each week to get home early to their families/dependents.
Work from anywhere weeks – once a year it is possible to work from anywhere within a two-hour time difference for one week. This can be used to extend your holiday travels, see family or to help with childcare over the long summer holidays!
Flexible working – we allow people flexibility to work three, four or five days per week depending on their individual situation and ambitions. Five of our Management Board work part-time.
Appointments, life events etc – we support all of our staff being present for their families, including appointments, sports days, etc. Just pre-agree time off with managers where possible.
The agency also offers a range of further benefits.
The Corner
Maternity: two to five years' service: 12 weeks' 100% pay, six weeks' 50% pay, then 21 weeks' statutory pay
More than five years’ service: 16 weeks' 100% pay, 10 weeks' 50% pay, then 13 weeks' statutory pay.
Paternity policy details: under two years' service: two weeks’ pay.
More than two years’ service: three weeks’ pay.
The Kite Factory
Maternity: staff with up to two years' service at the time of the baby's birth are entitled to two weeks’ full pay, four weeks at 90% of salary and 33 weeks at statutory maternity pay.
Staff with more than two years' service at the time of the baby's birth are entitled to 12 weeks' full pay, six weeks at 50% of salary and 21 weeks of statutory maternity pay.
Paternity: staff with over 26 weeks of service are entitled to two weeks' full pay.
The Specialist Works
Maternity/adoption for employees: fewer than two years' service: six weeks at 100% of salary, 33 weeks at statutory, return-to-work bonus (5% of basic pay).
More than two years' service: 12 weeks at 100% of salary, six weeks at 50% of salary, 21 weeks for statutory pay, return-to-work bonus (5% of basic pay).
Paternity/surrogacy: fewer than two years' service – two weeks at 100% of salary.
More than two years' service: six weeks at 100% of salary, two weeks leave in a continuous block when the baby is born (and can take an additional four weeks' paid leave throughout the year in addition to holiday).
Enhanced parental support: paid time off for parental loss, two weeks' additional leave for individual and/or partner.
Extra five days’ paid leave for fertility treatment/appointment (IVF) individual and/or partner.
Parental coaching and return-to-work support for working parents.
Total Media Group
We enhanced our industry-leading family policies, which are available to those who have completed two years’ continuous service.
Our enhanced maternity leave gives mothers the option to take a full year of leave with the first 12 weeks being fully paid, the following 14 weeks at half pay, then the next 12 weeks paid at the rate of statutory maternity pay and the final 12 weeks unpaid.
Our enhanced paternity leave allows partners to take a full month's leave, fully paid.
Our enhanced shared parental leave was introduced at the beginning of 2022 and allows partners to take up to 12 weeks’ fully paid if they curtail this leave with their partner's maternity leave.
Our adoption leave is in line with our maternity leave.
We also enhanced our parental bereavement leave and miscarriage leave beyond the statutory minimum. If a miscarriage happens before 24 weeks, we will pay 100% of the employee's salary for one month. If a miscarriage happens on the 24th week or later, an employee will have all maternity rights.
VaynerMedia
Maternity: 16 weeks fully paid followed by SMP.
Paternity: Two weeks fully paid.
Who Wot Why
We at Who Wot Why have an enhanced maternity policy in place with three months of full pay.
Wieden & Kennedy London
We offer a competitive maternity leave policy, with 24 weeks at full pay, 15 weeks at statutory pay and 13 weeks' unpaid time off.
We pay eight weeks of paternity at 100%. We also offer a shared parental leave policy.
Wonderhood Studios
We improved our maternity policy so that all employees receive 100% of pay for the first 12 weeks and those employed for three years or more receive 100% pay for the first 12 weeks and 50% pay for the next 12 weeks.
We offer two weeks of fully paid paternity leave to be taken within the first eight weeks of the child's birth.
We also have other Family Planning policies including an Adoption policy and a Pregnancy Loss policy.
XYZ (now known as 160over90)
Enhanced Maternity Policy: upon completion of 12 months’ service, six weeks’ full pay.
Upon completion of 24 months’ service, eight weeks’ full pay.
Upon completion of 36 months’ service 12 weeks’ full pay.
Upon completion of 48 months’ service 16 weeks’ full pay.
Enhanced Paternity Policy: If you've been working with us for 12 months you get two weeks’ full pay.
If you've been working with us for 48 months you get two weeks’ full pay plus an additional week’s pay at 50% of your salary.
To return to the accompanying feature on parental leave policies, click here.