{"id":14693,"date":"2025-11-03T16:28:00","date_gmt":"2025-11-03T16:28:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=14693"},"modified":"2026-04-13T10:59:26","modified_gmt":"2026-04-13T10:59:26","slug":"how-your-organisation-supports-new-parents","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-relations\/how-your-organisation-supports-new-parents\/","title":{"rendered":"Rethinking how your organisation supports new parents"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Does your organisation provide fair and equal leave and pay for all new parents? The Government has launched a full 18-month review of family-related leave and the Employment Rights Bill is set to introduce some changes in this area.<\/p>\n\n\n\n<p class=\"\">In the meantime higher expectations among the workforce appear to be prompting organisations to take matters into their own hands and to develop ambitious new policies.<\/p>\n\n\n\n<p class=\"\">In this episode of the podcast Zeba Sayed, senior legal editor at Brightmine, talks to Becs Peedell, employment lawyer at Lewis Silkin, about her organisation&#8217;s equal new parent policy &#8211; and how it is seeking to encourage other firms to follow suit.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Rethinking how your organisation supports new parents\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/4IHqkP7B0rzlfo5gzkBUJ7?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Key takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The podcast discusses UK parental leave, the newly launched Government review and law firm Lewis Silkin&#8217;s equalised new parent leave policy.<\/li>\n\n\n\n<li class=\"\">UK statutory leave offers 52 weeks for mothers, 1-2 weeks for fathers, and shared parental leave, but uptake is low and policies are seen as outdated.<\/li>\n\n\n\n<li class=\"\">Lewis Silkin&#8217;s policy gives all new parents up to 52 weeks&#8217; leave, with 26 weeks at full pay for those with a year&#8217;s service. Leave can be taken flexibly.<\/li>\n\n\n\n<li class=\"\">The policy has seen high uptake, including among fathers, and has cost more than expected, but is viewed as a success for workplace equality.<\/li>\n\n\n\n<li class=\"\">The firm encourages other organisations to consider similar policies, emphasising stakeholder buy-in and operational planning.<\/li>\n<\/ul>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-4b2191d3312cdc11a62f9c8c21c1aaa3 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the<br>XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about parental leave. To do this, I am joined by Zeba Sayed, senior legal editor here at Brightmine. Hello Zeba.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> Hi Robert.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And Becs Peedell, an in-house employment lawyer at law firm Lewis<br>Silkin. Hello, Becs.<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Hello.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And I should say straight away that we\u2019re going to be discussing in detail a vanguard policy introduced by Lewis Silkin for its own staff recently.<\/p>\n\n\n\n<p class=\"\">But parental leave and pay generally is quite a complicated area and it causes a lot of frustration to a lot of people. And of course the Government has recently launched what it is terming \u2018a landmark review\u2019. So this is an area in which you might expect some statutory change in the near future possibly.<\/p>\n\n\n\n<p class=\"\">But Zeba, let\u2019s start with where we are the moment, if we can. So, what statutory leave rights do new mothers and their partners have at the current time?<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> So at the moment, all employed mothers can take up to 52 weeks of maternity leave. So for the first six weeks that\u2019s paid at 90% of average weekly earnings, and after that it goes down to the statutory rate for the next 33 weeks, which is around \u00a3190 a week, or 90% of average earnings if that\u2019s lower.<\/p>\n\n\n\n<p class=\"\">Fathers or partners can take one or two weeks of paternity leave, but only if they\u2019ve been employed for at least 26 weeks by the fifteenth week before the due date. So it\u2019s fairly derisory in comparison. You don\u2019t get your full salary during those two weeks of paternity leave; the pay is at the same statutory rate or 90% of average earnings if<br>that\u2019s lower.<\/p>\n\n\n\n<p class=\"\">Then there\u2019s shared parental leave, which allows a mother to end their maternity leave early and share the remaining weeks of leave with a partner. This leave was introduced back in 2015. In terms of policy, it looked set to be quite revolutionary. However, the rules around eligibility and notice periods are very complex. There\u2019s been<br>low take-up of shared parental leave, and I think it\u2019s fair to say that it&#8217;s barely made a dent in changing the way that care is divided.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So quite complicated and fairly unsatisfactory. How does the UK system compare with other countries?<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> So we have a really handy global comparative table on our website. This shows how paternity leave and parental leave stacks up against other countries. In Austria, for example, fathers and partners are entitled to one month of paternity leave; in France and Portugal, 28 days; and in Spain, 19 weeks. Some countries don\u2019t offer paternity leave at all, and others offer parental leave instead of paternity leave.<\/p>\n\n\n\n<p class=\"\">Earlier this year, the Women and Equalities Committee published a report, which essentially said that statutory paternity leave in the UK is one of the worst offerings in Europe.<\/p>\n\n\n\n<p class=\"\">Personally, I feel it\u2019s an outdated policy. It doesn\u2019t really reflect how most families want to share care. And sadly it also reinforces gender stereotypes about who should be taking time off.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. So the Government, as I said, has launched a review of parental leave and pay. So it is generally acknowledged that the current arrangements are a bit unsatisfactory. What aspects of parental leave are likely to change, and when? What are the exact dates?<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> Yeah. So on 1 July the Government launched a full review of  family\u0002related leave. They also ran a call for evidence to feed into that review, and that closed on 25 August. The review itself is expected to run for 18 months, which means that we\u2019re unlikely to see the conclusions or any roadmap for reform until 2027.<\/p>\n\n\n\n<p class=\"\">I should point out that the Employment Rights Bill makes some small changes to family-related leave. The bill makes paternity leave and parental leave a day-one right. We expect those measures to come into effect in April 2026. We will also see a wider right to statutory bereavement leave, and there are some other changes that are promised for maternity returners and changes to flexible working requests too. But in terms of leave itself, I suppose it\u2019s this really slow approach to reform that\u2019s prompting organisations to take matters into their own hands, because ultimately people want change and generally expectations are a lot higher.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. Brilliant. So that\u2019s set out the current situation and current expectations of what\u2019s to change. Now let\u2019s bring in Becs and Lewis Silkin because we have this vanguard policy. Lewis Silkin has sketched out its own path, hasn\u2019t it, in this area by developing an equalised new parent leave policy? So Becs, can I ask you in the first place what motivated this initiative?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Yes, sure. The idea came from Lewis Silkin\u2019s gender group, which is one of our several DEI groups. They asked the question why all new parents shouldn\u2019t get the same leave and pay at Lewis Silkin regardless of gender, and I think that got a lot of us thinking. And where we kept coming back to was that actually, \u2018How are attitudes about who should be doing the parenting going to change unless we go for full equality?\u2019 So even a generous enhanced paternity leave and pay scheme still perpetuates that idea that the father or the partner\u2019s role is as a secondary parent, if it isn\u2019t an equal scheme. Changing views of those traditional gendered parenting roles was something we really wanted to contribute to. I think, you know, it\u2019s an all-too-familiar story to those working in the legal sector, and I\u2019m sure other professional services sectors too, that when mums become parents their careers sadly can stop progressing, and that means losing the skills of some great people. And we would really love to see that change.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Was it easy, though, to get buy-in for\u2026I mean, I\u2019m sure most people would nod along to that but nonetheless, was it easy to get buy-in for this from all stakeholders?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Well, I think the elephant in the room with this topic is very much the cost of this.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> That is what I was thinking!<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Absolutely. That\u2019s front and centre. That\u2019s one of the first things people typically ask me about when I talk about Lewis Silkin\u2019s policy. And I know you want to come back to the costings a bit later so I won\u2019t go into that in too much detail now. But what I will say here is that we were really lucky at Lewis Silkin because our stakeholders readily bought into this scheme while being fully aware of the potential cost at least. And I think this is because stakeholders at all levels of the firm could see that it was absolutely the right thing to do. In a way it was one of those kind of perfect-storm scenarios. We could see that equalising parenting was the way the sort of legal sector was headed, and we wanted to be at the forefront of that shift. We could see that the policy would be a powerful way to attract and retain the best people. And we could see that anything less than full equality wouldn\u2019t drive that fundamental shift in attitudes that we wanted to see.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> Yeah. So Becs, it\u2019s clear from our conversations that a huge amount of work has gone into this, and I genuinely love how you\u2019re challenging outdated norms around parenting and more generally around workplace expectations. Can you just talk us through the policy itself and how it works alongside the statutory schemes?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Yep, absolutely. So, as you\u2019ll both know \u2013 and many of our listeners will know too \u2013 historically, enhanced parental leave and pay have typically been provided by embedding enhancements within the statutory maternity, paternity, adoption and shared parental leave schemes, which makes the enhanced leave and pay easy to administer alongside the statutory entitlements.<\/p>\n\n\n\n<p class=\"\">But we didn\u2019t want to take that approach because we thought it would just reinforce the siloed approach to leave and pay we were trying to get away from.<\/p>\n\n\n\n<p class=\"\">So, we completely retired our maternity, paternity, adoption and shared parental leave policies, and instead developed one policy that applies to all new parents at Lewis Silkin in the same way.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> I mean, that in itself is a powerful shift, and it\u2019s quite a bold move to retire all your statutory policies and replace it with this one equal leave policy. Can you give us an overview of what the policy includes and what the entitlements are?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell: <\/strong>Yes. So in terms of what\u2019s in it, the key leave and pay entitlements are that all our partners and employees, regardless of gender, can take up to 52 weeks\u2019 leave after the birth or adoption of a child. If the new parent has a year\u2019s service with us, they can also take 26 of those weeks at full pay. If a new parent doesn\u2019t have a year\u2019s service, they can still take up to 52 weeks\u2019 leave, and they can take six of those at full pay.<\/p>\n\n\n\n<p class=\"\">In addition, so there\u2019s something we think that sets our scheme a bit apart from other similar schemes, is that we allow for paid leave to be taken in an unlimited number of discontinuous blocks at any time over the first 52 weeks as a new parent. And as you know, the statutory shared parental leave scheme limits the number of blocks to three. And we took this approach because we thought it would be critical to the uptake of the scheme, which it has proven to be.<\/p>\n\n\n\n<p class=\"\">And another interesting feature, I think, that\u2019s worth mentioning is that leave and pay don\u2019t have to be shared with the other parent, where there is more than one parent, meaning that a new parent can benefit from leave and pay regardless of the leave and pay choices of their partner. And of course that\u2019s in contrast to the statutory shared parental leave scheme which, as the name suggests, involves parents sharing the mother\u2019s or primary adopter\u2019s leave and pay entitlements. We know that that has also been very much key to uptake of our scheme.<\/p>\n\n\n\n<p class=\"\">So I know we\u2019ve got a lot to fit in today, so I will just very quickly, before we move on, give a quick nod to the other noteworthy aspects of this scheme, which are that we\u2019ve also included an additional up to 12 weeks\u2019 leave at full pay for new parents who have babies in neonatal care. And we acknowledge that when a new parent returns from leave, of course it might take some time to reestablish themselves in their roles, and so via the policy we confirm that this will be reflected in their workload and targets when they come back.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed: <\/strong>And that was prior to the neonatal care leave regulations being implemented. So overall a really generous and forward-thinking offering.<\/p>\n\n\n\n<p class=\"\">From an employment law perspective, how easy would you say it is to draft a policy like this? And can you comment on any particular challenges you encountered?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell: <\/strong>Yeah, well I quite enjoyed it, to be honest. It was a bit fiddly but perfectly doable. So I think the approach that we took was that we drafted it as a standalone policy, so sitting outside of the statutory schemes. Then we went back over it to make sure that it plugged into the statutory schemes where it needed to, to ensure that so far as possible our new parents at Lewis Silkin wouldn\u2019t lose out on<br>statutory rights by participating in the scheme.<\/p>\n\n\n\n<p class=\"\">So to give you an example, there are some small variations in our policy around notification requirements and when leave can start, depending on the type of new parent, to try to make sure that statutory pay is triggered.<\/p>\n\n\n\n<p class=\"\">So I\u2019d say that with this sort of thing you do have to do quite a bit of road testing. You\u2019re drafting against the types of scenarios which might come up in your organisation, and tweaking the wording as a result. But ultimately you can\u2019t think of every scenario and there does come a point where you just have to take the plunge and hope that the policy works, which ours has so far, I\u2019m happy to say.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>That\u2019s good news. So for other organisations listening that might be thinking about introducing a similar policy, what advice would you give them? Where does one begin?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell: <\/strong>Well, I think it\u2019s probably most useful for other organisations to know the places where the most work will likely need to go in with this sort of project. And I think for a lot of organisations they will probably need to start with an exercise of winning hearts and minds. And how that happens will obviously depend on your own organisation, but there truly is something really powerful in the feedback we\u2019ve had from our new parent dads and partners. There isn\u2019t time, sadly, to go into it today but you can find it on some blog posts from some of my Lewis Silkin colleagues. And I would say have a look at those because it\u2019s immediately obvious \u2013 and I don\u2019t think I can overstate this \u2013 that the goodwill generated by this sort of policy is huge. <\/p>\n\n\n\n<p class=\"\">And I think there\u2019s also quite a lot of work involved in making sure the policy works from an operational perspective in your own organisation. So just coming back to the subject of trying to make sure your policy plugs into the statutory right, sort of asking from a practical point of view, \u2018Does your HR ops team know the what, the when, the how around triggering those rights?\u2019 Because those details won\u2019t go into the policy if you want a one-size-fits-all policy like we have. Most of that stuff will need to be juggled behind the scenes. So that is quite a lot of thinking involved in that, and planning too.<\/p>\n\n\n\n<p class=\"\">You also obviously need to think about things like how the policy interacts with employee and partner benefits schemes. There was quite a lot of work for us in that.<\/p>\n\n\n\n<p class=\"\">And then, you know, thinking about how the leave and pay can best be structured for you. You know, for example, again this question of \u2018How many blocks of leave can your employees and partners take and when?\u2019 What works for your business?<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. So what sort of response have you had? Has there been much take-up? I mean, I think you\u2019ve indicated before that there may have been but, you know, I think we\u2019re talking about a success story, aren\u2019t we? But anyway, tell us more.<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Yeah. So the response has been incredible. It really has. And the take-up has been better than we hoped. And I think my absolute favourite part of working on this has been the feedback the firm has received from new fathers about the positive difference the policy has made to their families. You know, it\u2019s quite personal and really powerful On the take-up question, we introduced the policy in April 2024. Since then, 34 employees have used it. Of those, 56% are female, 44% male, and we\u2019re really proud of the fact that 100% of all eligible men who\u2019ve had a baby or adopted have taken advantage of the policy. And that has included several senior and managing associates, as well as one of our corporate partners. And listeners might be interested to know that all men have chosen to take the full 26 weeks\u2019 paid leave, and 40% of men have chosen discontinuous blocks of leave, with the majority of those opting for the two 13-week blocks of leave. And the first block tends to be immediately following the birth or adoption of the child, and then they return to work for three to six months, and take the second block from months six to nine, or nine to 12.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. Those stats are wonderful and visionary. And how does the finance department feel about it?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Well, I\u2019m just going to be completely honest and say that it has cost more than we budgeted for. We costed it using a straightforward model of looking at take-up of our maternity policy, looking at the age demographics in our workforce and then anticipating male take\u0002up of the policy based on this. And it\u2019s ended up costing more simply because the take-up of the policy by fathers at the firm has been higher than anticipated. But that\u2019s exactly why we wanted the policy, so that more fathers and partners could share the parenting. So the policy is doing what it was designed to do and we\u2019re really happy about that.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed:<\/strong> That\u2019s brilliant to hear, and it really just shows the impact that such policies can have in creating more balance and a wider societal shift. Becs, more broadly, are you noticing clients asking about equal parent leave or moving towards policies like this?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Yes, very much so. So we\u2019ve had loads of interest in the policy. You know, lots of organisations aren\u2019t quite ready to go there yet, for lots of reasons, but lots are. And more generally \u2013 and I think it\u2019s something you alluded to earlier, Zeba \u2013 I do think that we will start to see a shift away from traditional employment policies centred around statutory protected groups in the coming years, towards policies which are more designed to benefit everyone. And this sort of equalised parent policy is, I think, you know, the beginning of that trend.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So Becs, you shared the policy with us and decided to make it accessible beyond your firm. What was the thinking behind that step?<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> Well, from the very outset of the project we knew that we didn\u2019t want to use the work for a competitive edge. It was about something bigger and deeper. It was about trying to help to fundamentally shift attitudes in the workplace to where the responsibility for parenting falls, because ultimately that has to be better for everyone. So from the fathers and the partners who want to spend more time with their children, the mothers who don\u2019t want to be the ones to automatically step back from their careers, and the businesses who have happy, fulfilled staff. I think, you know, those early days of parenthood are precious, and it\u2019s amazing the amount of goodwill that comes your way when you have a policy which opens up the opportunity to be fully part of that special time.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Absolutely. So we put a link to the policy in the show notes and you\u2019ll find it on our website, also to a great case study that Becs has written for us which sets out again steps towards adopting this at Lewis Silkin, and various other things.<br>So it just remains for me to say thank you so much to Becs for joining us today.<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell: <\/strong>Thank you.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And of course to Zeba.<\/p>\n\n\n\n<p class=\"\"><strong>Zeba Sayed: <\/strong>Thanks, Robert. And thank you, Becs.<\/p>\n\n\n\n<p class=\"\"><strong>Rebecca Peedell:<\/strong> It\u2019s a pleasure. Thank you for having me.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And to everybody listening to this, until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"418\" height=\"261\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170055\/Zeba.webp\" alt=\"Zeba Sayed, Senior Legal Editor at Brightmine\" class=\"wp-image-10058\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170055\/Zeba.webp 418w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/10\/06170055\/Zeba-300x187.webp 300w\" sizes=\"auto, (max-width: 418px) 100vw, 418px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Zeba Sayed<\/strong><br>Senior Legal Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Rebecca Peedell<\/strong><br>Employment Lawyer, Lewis Silkin LLP<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-8683adf98b391781c8c9a3317aabba5c wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2001\/05\/02090540\/soccer-players-competing-for-ball-during-match.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\">World Cup 2026: Employers&#8217; guide to workplace implications<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Major sporting events such as the 2026 World Cup can affect attendance, productivity and employee relations. This guide &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/20085647\/team-discussion-in-modern-office-lounge-area.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-and-benefits-compliance\/minimum-wage\/four-rate-rises-for-2026-you-should-watch-out-for\/\">Four rate rises for 2026 you should watch out for<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Are you ready for 2026 minimum wage changes? Learn about four anticipated rate rises and how to stay &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/06\/27081837\/smiling-hr-colleagues-at-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/employee-engagement\/wellbeing-that-works-what-the-research-tells-us\/\">Wellbeing that works &#8211; what the research tells us<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Brightmine analysts Hannah Mason and Vernujaa Nagandiram join host Robert to share fresh research on what truly supports &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 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class=\"wpcf7-form-control wpcf7-hidden\" id=\"sfid\" value=\"\" type=\"hidden\" name=\"sfid\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"cmpid\" value=\"\" type=\"hidden\" name=\"cmpid\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqCookieWrite\" value=\"0\" type=\"hidden\" name=\"elqCookieWrite\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqCustomerGUID\" value=\"\" type=\"hidden\" name=\"elqCustomerGUID\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden a-s-text\" id=\"a-s-text\" value=\"\" type=\"hidden\" name=\"a-s-text\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"Market\" value=\"UK\" type=\"hidden\" name=\"Market\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"Website\" value=\"Website\" type=\"hidden\" name=\"Website\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_source\" value=\"\" type=\"hidden\" name=\"utm_source\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_medium\" value=\"\" type=\"hidden\" name=\"utm_medium\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_campaign\" value=\"\" type=\"hidden\" name=\"utm_campaign\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content\" value=\"\" type=\"hidden\" name=\"utm_content\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content_type\" value=\"\" type=\"hidden\" name=\"utm_content_type\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" value=\"\" type=\"hidden\" name=\"Source\" \/>\n\n<div class=\"c-grid  form-fields\">\n<div class=\"form-inputs-container\">\n<div class=\"inputs-container\">\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"firstName\"><input size=\"40\" maxlength=\"35\" minlength=\"2\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"FirstName\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"firstName\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"EmailAddress\"><input size=\"40\" maxlength=\"320\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Business email address\" value=\"\" type=\"email\" name=\"EmailAddress\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option 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By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>In this episode, we talk to Becs Peedell, employment lawyer at Lewis Silkin, about her organisation&#8217;s equal new parent policy &#8211; and how it is seeking to encourage other firms to follow suit.<\/p>\n","protected":false},"author":11,"featured_media":10404,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[99],"class_list":["post-14693","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-employee-relations"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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