The firm is doing all that it can to nurture this diversity and to continue to foster an inclusive workplace. As part of this we are continually reviewing our processes and practices to ensure that everyone has the same chance to develop and advance.
We understand that it is often difficult to juggle personal and work lives and therefore the firm supports different working patterns for those who need them and this includes working from home regularly on an informal basis.
We also offer:
- enhanced maternity/adoption pay of 26 weeks' full pay followed by 13 weeks at the statutory rate (individuals can take up to a total of 52 weeks' leave);
- enhanced paternity leave of four weeks' full pay;
- enhanced shared parental pay of up to 26 weeks' full pay and 13 weeks at the statutory rate. This enhanced pay is made irrespective of when the shared parental leave is taken within the first year following the baby's birth or adoption; and
- for parents of a child under 18 years old, we offer 18 weeks' unpaid parental leave for each child, which can be taken in blocks of one week or more up to a maximum of four weeks in a year for each child.
All employees are entitled to enhanced maternity, paternity and shared parental pay once they have been continuously employed by us for at least 12 months by the end of the 15th week before the expected week of childbirth or notification period.
The Parental Leave Network has been formed to support staff returning from all types of parental leave. The network is made up of people who have come back after parental leave and who are willing to support returners by sharing their experiences. The scheme encourages returners to buddy up with someone from the network who will support them over the next year.
Parental transition coaching is available to all staff who take more than 3 months parental leave. The 1:2:1 coaching sessions are designed to help individuals successfully manage the transition to parenthood. In addition to this, everyone in the firm has access to an online interactive resource centre which has exercises, videos, useful tips and information to help parents and managers consider the changes ahead and how best to manage them.
My Family Care provides all staff with six firm-funded back-up care sessions per year. A session can be used to provide nannies, nurseries, childminders as well as back-up care for adult and eldercare for when your care arrangements break down.
In 2019 Macfarlanes took part in the My Family Care Parental Leave Policy & Reward Benchmark. Over 250 companies provided details of their current policies and benefits for maternity, adoption, paternity and shared parental leave. Macfarlanes was ranked first for the legal sector.
Macfarlanes is a founder member of the Reignite Academy, a new returners programme for the legal profession. If you are looking to return to a career in law after a career break, please visit the Reignite Academy website for more information.
In September 2020 working with an external agency, we launched our menopause policy and managers’ guide and resources. We are committed to being a menopause friendly employer. We also have an employee-led support group called Fan Club.
We are an equal opportunity employer and if you believe that there are aspects of the recruitment process or job that you anticipate might be difficult for you due to a disability or long term condition, or if you support someone with a condition, please contact the Recruitment team and they will be happy to discuss any adjustments to support you.
In recognition of our role in setting up the Reignite Academy (in collaboration with five other law firms), Macfarlanes won the Diversity and Inclusion category at the FT Innovative Lawyer Awards 2019.