When we speak about the perks of working in Biglaw, we often discuss bonuses. But if there’s anything better than a bountiful bonus, it’s a parental leave policy that associates will benefit from for years to come. Today, Clyde & Co — a top international firm that ranked 71st on the Global 200 list in 2022 — announced an exciting update to their parental leave policy. The new policy applies on global basis, including the firm’s 15 U.S. offices.
This is part of a growing trend, with Biglaw firms launching enhanced, gender-neutral leave programs. This is good news we should — and are! — celebrating. But we also hope to build the pressure and shame on the firms whose policies are entrenched in the past.
So what are the details on Clyde & Co’s new policy? Effective May 1, firm is offering 26 weeks of fully paid leave (except where local legislation allows for more), regardless of gender or parental role, and it includes those who are adopting. Clyde & Co senior partner Carolena Gordon said of the new policy, “Having access, no matter your gender to consistent and flexible parental leave is crucial to so many people both within our firm and across the wider world of work.” We love seeing policies that are gender neutral and without a primary caregiver stipulation.
Gordon continued, saying, “We know how much goes into starting a family and the challenges that balancing home and work brings, especially when working in a high-performance environment. We want to help our people build careers with us and fulfill their potential here. We also believe our offering is an important means of improving gender diversity, particularly at a senior level where law firms have typically struggled to make significant progress.”
On top of the extended leave time, the firm will provide support to all new parents as they transition back to work, as well as support them as they attempt to balance work responsibilities with family care. But wait, there’s even more! Here are some additional elements of Clyde & Co’s new parental leave offerings:
- 10 days fully paid leave for fertility treatment
- 4 weeks fully paid (before 20 weeks pregnancy) pregnancy loss leave for women or anyone suffering a pregnancy loss directly and up to 26 weeks’ paid leave after 20 weeks pregnancy for all, regardless of gender
- Up to 12 additional weeks’ paid leave for parents with children in neonatal care
- Consistent access to back-up childcare provision and five days emergency leave a year
- Parental transition coaching and parental leave sponsors for fee earners
Here’s one of the best things about Clyde & Co’s new policy: the firm is offering access to all of these enhancements to those who are currently on parental leave or recently returned from parental leave.
Kate Mathias, the firm’s chief people officer, had this to say:
“We are pleased to provide one of the most comprehensive offerings in the industry and one that aligns clearly with our values. People are at the heart of our success as a firm, and we want to ensure everyone is supported to build long and fulfilling careers with us. This initiative was developed following conversations with our firm’s gender equality network and through our employee listening activities.”
Congratulations to Clyde & Co! Exciting news like this is sure to put a smile on employees’ faces.
With more firms stepping up, expanded gender-neutral leave policies may start to feel de rigueur, and that’s a good thing by itself. But we should also remember it’s an important step, one experts say will help ameliorate the gender pay gap. And that’s good news we can all get behind.
Staci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.
