Think Business, Think Equality

Parental Equality

Parental equality Pregnancy, maternity and parenthood can be critical points in people’s working lives. How employers support staff during pregnancy, parental leave and return to work plays a key role in retention, progression and equality at work.

Poor or inconsistent practice can lead to women reducing their hours, stepping back from progression, or leaving work altogether, while a lack of support for fathers and partners can reinforce unequal caring roles. Taking a fair and inclusive approach helps businesses retain skills and experience, reduce turnover, and support equality at home and at work.

This test will help you understand how your approach to pregnancy, maternity and parental leave operates in practice, and identify where changes could support fair treatment, compliance with the law, and positive outcomes for staff and your business.

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Why pregnancy, maternity and parenthood matter for equality at work

Pregnancy, maternity and parenthood are key points where gender inequality at work can emerge or deepen. Women are more likely to experience disadvantage during pregnancy, on return from leave, or when balancing work with caring responsibilities. This can lead to reduced hours, stalled progression, or leaving work altogether.

These impacts are not inevitable. They are shaped by workplace practices, expectations and culture. Where pregnancy and caring are treated as disruption or risk, women are more likely to be sidelined. Where fathers and partners are discouraged from taking leave or caring responsibilities, unequal roles at home and at work are reinforced.

Supporting pregnancy, maternity and parenthood fairly is therefore central to tackling the motherhood penalty and supporting women’s long-term participation and progression at work. It also helps create more equal caring roles, benefiting families, workplaces and wider gender equality outcomes.

Supporting staff before, during and after leave

Good practice on pregnancy, maternity and parental leave is about planning, communication and consistency, not just policies.

Early conversations help staff understand their options, plan work and feel supported during pregnancy or before taking leave. Staying in touch during leave, in a way that works for the individual, helps people feel connected and informed rather than excluded.

Returning to work is a particularly important point. Clear planning, supportive line management and openness to flexibility can make the difference between retaining skilled staff and losing them. Poorly managed returns can undermine confidence, progression and long-term attachment to work.

Taking a joined-up approach – before, during and after leave – supports compliance with the law, improves retention, and helps ensure pregnancy and parenthood do not become points where inequality is reinforced.

Pregnancy and maternity: Useful links

Maternity leave and pay guidance

Equality & Human Rights Commission has published a pregnancy and maternity toolkit. This includes guidance on what action employers must take before, during and after their staff take maternity leave, to ensure they are protected from discrimination.

EHRC pregnancy & maternity toolkit

The UK Government has created a handy Statutory Maternity Pay calculator to help employers calculate how much to pay their staff.

The UK Government has produced a number of practical guides on the statutory requirements for Maternity Leave and Pay:

Adoption leave and pay: Useful links and tools

Adoption leave and pay guidance

The UK Government has created a handy Statutory Adoption Pay calculator to help employers calculate how much to pay their staff.

The UK Government website also includes a number of guides on statutory requirements on Statutory Adoption Leave and Pay:

Parental leave, fathers and partners: Useful links and tools

Parental leave, fathers and partners guidance

The UK Government has created a handy Statutory Paternity Pay calculator to help employers calculate how much to pay their staff.

The UK Government has also produced a number of practical employer guides on leave and pay for fathers and partners:

Shared parental leave: Useful links and tools

Shared parental leave guidance

The UK Government has produced a number of practical guides on the statutory requirements of Shared Parental Leave for employers.

Returning to work: Useful links and tools

Returning to Work guidance

The Equality & Human Rights Commission provides a guide for employers, setting out your legal obligations to new parents returning to work after they have taken leave due to pregnancy, adoption or maternity

The UK Government has created a number of practical employer guides on statutory requirements.

The ACAS website also has useful information on supporting employees to return to work.

Download our resources

Our suite of guidance will support you to deliver a best practice approach to supporting staff through pregnancy, maternity and parental leave, and creating inclusive workplaces where all parents can stay, progress and thrive.