Following a Government review of parental leave and pay in July 2025, some employers have amended their parental benefits offerings.
Enhanced Pay and Leave Benefits
Some employers will offer to top up an employee’s salary for a fixed time to make up the difference between the statutory rate and that employee’s normal salary, says Ben Rouse, Associate at Littler.
“The extent of the benefit varies, but some employers are topping up to employees’ full normal salary for up to six months,” he explains. ”With shared parental leave, there are market-leading examples of employers offering up to 52 weeks of leave for both parents, with 26 weeks fully paid.”
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“Employers should consider what employees are asking for, their workforce as a whole and what type of culture they are trying to build,” says Rouse. “They could also look at what is important to them and their staff and whether what they offer helps them.”
Advantages for Employers
Rouse adds: “It’s important to recognise that not every organisation will be able to afford to offer more than statutory leave and pay, so their business case for providing anything above this may simply come down to budgets.”
