Page Seager announces enhanced paid parental leave policy

Page Seager is proud to announce significant enhancements to its paid parental leave policy, reflecting the firm’s commitment to supporting its employees and their families.

Effective immediately, the new policy provides:

• 13 weeks of paid parental leave to the primary caregiver, irrespective of their gender.
• 2 weeks of paid parental leave to the secondary caregiver.
• Employees have the option to take double the leave at half the pay, giving primary caregivers up to 6 months of paid leave and secondary caregivers up to 4 weeks.
• Superannuation is paid on all periods of paid parental leave.
• The secondary caregiver can later become the primary caregiver, accessing the balance of the paid parental leave.
• Pregnancy loss support, including access to the paid parental leave if there has been a stillbirth or infant loss.
• A comprehensive approach for employees who choose to remain connected with the firm during leave.
• Measures to ensure success on return to work, including supporting mothers to continue to breastfeed if they choose to, and a reduction in chargeable hours targets for legal staff.

David Shelley, Managing Principal of Page Seager, commented on the new policy:

“We recognise the importance of family and the critical role that parental leave plays in the well-being of our employees and their children. By extending our existing paid parental leave policy, we are providing our team with additional support during one of life’s most significant events. We also appreciate the huge economic impact that unpaid parental leave has on parents, particularly on mothers. By increasing our paid parental leave and by making non-compulsory superannuation payments, we are taking real steps to tackle some of these long-term economic impacts. The changes we have made underscore our commitment to fostering a supportive and inclusive workplace.”

The enhanced paid parental leave policy is only part of our broader initiative to promote work-life balance and employee well-being. By investing in recruiting, training, and retaining exceptional staff and maintaining a happy and safe culture, we can continue to deliver exceptional legal services.