Why an Inclusive Maternity and Paternity Policy is Essential for a Responsible Business
Why an Inclusive Maternity and Paternity Policy is Essential for a Responsible Business
2 April 2025
With the upcoming changes to the UK’s statutory maternity and paternity guidelines in April 2025, now is the perfect time for businesses to review their policies. But implementing a comprehensive maternity and paternity policy isn’t just about meeting legal requirements—it’s also a powerful step toward fostering a fair, inclusive, and supportive work environment. Family-friendly policies contribute directly to the Environmental, Social, and Governance (ESG) goals of organisations, as well as enhancing their reputation as responsible and forward-thinking employers.
What is a maternity & paternity policy and why do businesses need one?
A maternity and paternity policy outlines an organisation's commitment to supporting employees before, during, and after the arrival of a child. Beyond compliance, it directly supports your company’s ESG objectives, particularly the “S” which stands for Social. It is becoming a key component of the benefits package employees are offered and can also be an early indicator to new staff of a company’s values and ethos with regards to gender equality, inclusion, and wellbeing. Creating a robust maternity and paternity policy is a vital step in ensuring that employees feel supported and able to balance their work and family responsibilities without compromising either.
Implementing a comprehensive maternity and paternity policy offers multiple business benefits, including:
Employee Retention and Satisfaction – A UN report reveals that one-third of mothers with children under five in the UK have unwillingly left the workforce to care for their children, with 35% of respondents highlighting employer inflexibility as a major obstacle (UN Women UK, 2024). Offering competitive parental leave and flexible working arrangements supports new parents, helping to reduce turnover.
Attracting Top Talent– According to a study of over 26,000 people, work-life balance is the top motivator for jobseekers – for the first time even surpassing pay (Randstad, 2025). Having a strong parental leave policy in place helps organisations appeal to skilled professionals seeking greater harmony between their home and work lives.
Brand Reputation – Consumers and investors increasingly favour businesses taking their social responsibility seriously and ensuring ethical practices (SEC Newgate, 2024).
How Parental Leave Supports ESG Goals
A well-structured parental leave policy aligns with key social and governance objectives. These include supporting employee well-being, gender equality, and ensuring transparency and commitment to responsible business practices. Providing equal opportunities for working parents also supports gender equity and workplace diversity, helping organisations put their Diversity, Equity, and Inclusion (DEI) commitments into practice.
Our ESGmark® Maternity and Paternity Policy Guide covers statutory requirements for UK businesses, examples of best practices, and how to create a supportive workplace culture where colleagues can thrive.
You can preview the guide here, and ESGmark® community members can access our Maternity and Paternity Policy Guide and Template through our exclusive Members Library. To gain full access to all of our policy guides and templates along with other exclusive benefits, join us today, or get in touch to find out more about ESGmark® Certification and how we can support your organisation.
Learn more:
Randstad (2025). Workmonitor 2025. [online] Randstad. Randstad. Available at: https://www.randstad.co.uk/workmonitor/.
SEC Newgate (2024). ESG Monitor 2024. [online] SEC Newgate. SEC Newgate. Available at: https://secnewgate.com/esg-monitor/reports/.
UN Women UK (2024). THE CARE ECONOMY: SOCIETY’S ENGINE ROOM. [online] UN Women UK. Available at: https://www.unwomenuk.org/thecareeconomy/.