Parental Leave: The New Deal-Breaker in Today’s Talent Market

Parental leave is no longer just a policy - it’s a signal of culture, and increasingly, a deciding factor for new talent.

That was the clear message from the webinar, where Bright Horizons’ Jennifer Liston-Smith was joined by Jo Broadbent and Katharyn White of Hogan Lovells to explore how employers can stay ahead in a rapidly changing landscape.

With the UK government reviewing parental leave and public momentum building around equal parenting, the timing of the discussion couldn’t be more relevant. But beyond the headlines, the conversation turned to what meaningful support really looks like, and how employers can lead the way.

Jo Broadbent, employment lawyer at Hogan Lovells, opened with a legal overview that highlighted both progress and complexity. Recent changes, including carers leave, neonatal care leave, and enhanced redundancy protections, reflect a growing recognition of family responsibilities in the workplace.

Looking ahead, paternity and parental leave are set to become day-one rights from 2026, with further protections against dismissal expected in 2027. The government’s parental leave review aims to create a more joined-up framework, but Jo noted that budget constraints may limit how far change can go.

In the meantime, employers are stepping up. As Jo stated, in the absence of sweeping statutory change, it’s organisations that are doing the heavy lifting, designing policies that genuinely support working families.

Jennifer Liston-Smith then shared findings from Bright Horizons’ newly launched research, based on responses from over 300 HR leaders. The data reveals both encouraging trends and areas for growth.

While two-thirds of employers offer at least 12 weeks of fully paid maternity leave, our webinar audience was ahead of the curve, with 81% already doing so. However, only 18% currently offer equal parental leave. This is a reminder that gender-inclusive support still has room to grow.

The benchmark also highlights practices that are gaining traction, such as phased returns, backup care, and coaching. These aren’t just nice-to-haves; they’re strategic tools for attracting and retaining talent, especially among younger workers entering parenthood.

One particularly actionable insight from he webinar was that 71% of employers now make family policies visible to job seekers. It’s a simple shift, but one that can make a significant difference in how inclusive and supportive a workplace feels from the start.

As Jo Broadbent reminded us, change is imminent. Whether reform is incremental or transformative, employers have a unique opportunity to shape the future of work and family. By offering thoughtful, inclusive, and well-communicated support, organisations can meet the moment - and set the standard.

Learn More

📥 Download the Parental Leave & Family Support Benchmark
Explore how over 300 employers are shaping policy around parental leave, wellbeing, and inclusion - and see where your organisation stands.
👉 Download the Benchmark Report

🎥 Watch the Webinar On-Demand
Hear directly from Bright Horizons, and Hogan Lovells as they unpack the latest trends and legal developments in parental leave.
👉 Access the Recording