How Hogan Lovells Is Redefining Family Support at Work - And Why It’s Paying Off

Employers are under increasing pressure to offer policies that reflect the realities of modern family life. With talent attraction, wellbeing, and inclusion topping the list of drivers for change, organisations are rethinking how they support employees through key life stages.

This shift is highlighted in the latest Bright Horizons Parental Leave & Family Support Benchmark, which explores how leading employers are adapting to meet changing expectations.

One employer standing out in this space is Hogan Lovells. In our recent Parental Leave is the New Dealbreaker webinar, Hogan Lovells’ Senior HR Manager Katharyn White, and Counsel Knowledge Lawyer, Employment Jo Broadbent, shared how the firm is responding to the evolving needs of its people - and why that investment is paying off.

From Policy to Practice: What Good Looks Like

The benchmark shows that while 66% of employers offer at least 12 weeks of fully paid maternity leave, only 25% offer equal parental leave. Hogan Lovells is ahead of the curve on both fronts, offering:

12 weeks of full pay for maternity, adoption, paternity and shared parental leave.
A further 50% pay for the remainder of maternity/adoption leave, totalling 28 weeks of paid support.
Paid carers leave, pregnancy loss leave, and domestic abuse support, including emergency accommodation and financial assistance.

As Katharyn explained, “Everybody’s situation is different, and everybody needs different support at different times in their life.” That’s why these policies are inclusive, flexible, and designed to adapt to individual circumstances.

The Power of Back-Up Care

Among the most popular benefits at Hogan Lovells is Bright Horizons’ Back-Up Care. Whether it’s childcare, elder care, or tutoring for older children, the firm provides access to practical support that helps employees manage the unexpected.

And the impact is clear:

100% of users said Back-Up Care reduced their stress.
100% also reported improved productivity, stronger commitment to the firm, and a greater sense of Hogan Lovells being an employer of choice.

As Katharyn put it, “We see people’s faces light up when they realise elder care is included. It’s not just about young children - it’s about supporting people through all stages of life.”

Culture, Communication, and Community

Beyond offering inclusive policies, Hogan Lovells builds culture. Employee networks play a key role in shaping and reviewing support, from the Working Families Network to neurodiversity and domestic abuse champions. The firm also invests in communication, making sure managers and employees alike understand what’s available and how to access it.

Support is embedded across the organisation:

An in-house counsellor and occupational health advisor provide personalised guidance.
Mental health and wellbeing apps, financial education sessions, and flexible working options ensure support is both emotional and practical.
Policies are written clearly, so employees don’t need to decode them or rely on HR to interpret entitlements.

Why Employer Support Matters - A Legal Perspective

Jo Broadbent offered a timely reminder that while statutory change is ahead, it’s employers who are currently leading the way. With new rights such as day-one entitlements and extended protections expected in the coming years, Jo emphasised the importance of proactive employer action.

“There’s a gap there and if employers don’t fill it, nobody else is in a position to do that.”

Jo also pointed out that creating a truly flexible and inclusive parental leave system is difficult without significant public investment. That’s why employer-led support, including care infrastructure like Back-Up Care, is so vital.

“In the absence of sweeping statutory reform, it’s employers who are doing the heavy lifting. And that’s where real impact is being made.”

Recommendations for Employers

Drawing on Jo’s legal insight and Hogan Lovells’ lived experience, here are three practical recommendations for employers looking to lead in this space:

Invest in practical care solutions
Back-Up Care is a benefit and a business enabler. It reduces stress, improves productivity, and strengthens employee loyalty.
Make policies inclusive and visible
From elder care to pregnancy loss, support should reflect the full spectrum of family life. And it should be easy to find and understand.
Stay ahead of statutory change
With new rights on the horizon, including day-one entitlements and extended protections, now is the time to review and future-proof your policies.

Why It Matters, And What Comes Next

In a competitive market, policies like these are essential. They help attract and retain talent, reduce absenteeism, and create a culture of trust and belonging. And as statutory support continues to evolve slowly, it’s employers like Hogan Lovells who are setting the pace.

This is a blueprint for what ‘good’ looks like. It’s strategic, inclusive, and responsive to real-world needs.