Opportunity Green’s family leave policy
Opportunity Green has had an equal family leave policy from the start (est. 2021). This was updated at the beginning of 2024 and currently provides enhanced parental leave and pay to the birth / main adoptive or surrogate parent as well as their partner, with both entitled to 12 months off work. Everyone gets:
- 6 months at full pay
- Keeping in touch (KIT) days are paid at full day rate (when worked outside of the full pay leave period)
- Employer pension contributions continue throughout the full 12 months (Have you heard of the gender pension gap?)
- Flexibility to take their time off within 24 months (subject to statutory requirements)
This makes us one of only two charities in the Inspiring Dad’s database to have achieved its Gold standard of equal family leave policy. Shoutout to the Young Women’s Trust for leading the way with us for the non-profit sector.
You can read our Family Leave Policy in full on our website. Having the right policy in place is only a part of it. Read on for our Legal Director, David’s reflections on his experience of taking family leave and how important a workplace culture of support and flexibility is for him.
David’s reflections on extended family leave with his children
David has just begun his second period of family leave while at Opportunity Green. Below he shares his thoughts on the importance of equal family leave policies.
“Opportunity Green’s equal family leave policy has allowed me to be the parent I want to be as well as the professional I want to be. I’ve benefitted enormously from the time to bond with my children, play with them and be there for them. I like to think they have benefited too – not least from growing up in an equal parenting environment, where they see that dads can do the cleaning, cooking, shopping and laundry (although I’m still no good at choosing stylish clothes).
I’m often the only dad at swimming lessons and the library, and that brings it home how fortunate I am and how unusual Opportunity Green’s policy is in a country where two weeks’ paternity leave is still the norm. Unequal family leave policies mandate parenting structures, holding mums back in the workplace and holding dads back at home. For me, equal parenting isn’t splitting every job 50:50 but having the opportunity to structure family life how you want to, in a way where both parents can contribute and play to their strengths.
But policy alone isn’t enough – the surrounding culture is critical to ensuring family leave policies work. At OG, we’re fortunate that the senior leadership are passionate and vocal about equal family leave, and I’m encouraged to take the leave on offer, but I’ve heard of other dads turning down progressive policies to return to work due to the workplace culture. Arguably just as important is the charity’s commitment to a four-day working week, which gives me a day a week with my young children while my partner is at work on an ongoing basis.”
What can you do?
We believe everyone deserves to have the opportunities David has had to be a fully present parent in those crucial first months and years and take every opportunity to advocate for this. Parenting Out Loud and others provide great resources to support you if you want to join in and push your employer or your government to improve paternity leave and pay offer.
Parenting Out Loud has organised UK’s first ever Equal Parenting Week, starting 27 April. They are hosting a range of in-person and online events to advocate for family leave equality. Sign up to a webinar or explore the many resources available to employees and employers on their website.
If you think the time has come for you to review and update your paternity leave policy, please take a look at ours for inspiration and think about what your first steps to improving your offer could be. We started with three months of full pay, before expanding this at a later point. Small steps in the right direction are meaningful and will make a real difference to parents.
If you want to talk to someone who’s put this policy in place and managed it in practice, don’t hesitate to reach out to us. We’d be very happy to share our experience. Please email our People and Culture Manager Zuzka on zuzka@opportunitygreen.org.
Also read our insight on ‘5 reasons why paternity leave is essential to close the gender pay gap‘.
