Employing Parents: What Every Female Founder Needs to Know
Did you know that 76.7% of mothers and 91.8% of fathers in the UK are in work?
As a woman in business – especially if you’re building a team from the ground up – you’re likely to employ parents. Understanding your legal responsibilities helps you create a supportive, inclusive workplace while staying compliant.
Here’s a clear, female-founder-friendly breakdown of what you need to know:
Maternity Leave & Pay
Pregnant employees are entitled to up to 52 weeks of maternity leave — split into 26 weeks of Ordinary Leave and 26 weeks of Additional Leave.
If they’re eligible, they’ll receive Statutory Maternity Pay for up to 39 weeks.
They need to notify you at least 15 weeks before their due date.
Paternity Leave & Pay
The partner of the birth parent can take 1–2 weeks of paid paternity leave within the baby’s first year. They’re also entitled to attend up to two antenatal appointments (unpaid).
Shared Parental Leave
Parents can share up to 50 weeks of leave and 37 weeks of pay – offering modern families flexibility that works for them.
Adoption Leave
Primary adopters are entitled to 52 weeks of leave and up to 39 weeks of Statutory Adoption Pay, depending on eligibility.
Parental Leave
For parents who’ve been with you for at least a year, they can take up to 18 weeks of unpaid leave per child – right up to their 18th birthday.
Pregnancy Loss Support
For miscarriages before 24 weeks: compassionate or sick leave is appropriate.
For stillbirths (after 24 weeks) or neonatal loss: full maternity/paternity rights apply – plus two weeks of paid parental bereavement leave.
Neonatal Care Leave
If a baby needs neonatal care after birth, eligible parents can take up to 12 weeks’ additional leave (paid if they qualify) — this is on top of their existing parental entitlements.
Flexible Working
From day one, all employees can now request flexible working. For parents, this flexibility can make all the difference in balancing work and home life.
Health & Safety for Pregnant Team Members
As an employer, you must:
Carry out a specific risk assessment
Reduce or remove risks where possible
Adjust working hours or duties if needed
Offer suitable alternative work
Suspend on full pay if no safe alternatives are available
Breastfeeding & Return to Work Support
Support your team by:
Providing a private, hygienic space (not a toilet!) for expressing milk
Offering secure storage for milk
Making reasonable adjustments for breastfeeding
Ensuring there’s a comfy rest space
Smooth Return from Parental Leave
Plan a positive re-onboarding experience:
Use “keeping in touch” days (up to 10 paid days)
Have a return-to-work chat to ease any nerves
Consider flexible or phased returns
Update them on any team or business changes
Offer re-induction and manager support
Want to get it right and make working with you a no-brainer for working parents?
I support female founders / women in business in creating people-first workplaces that are legally sound and genuinely supportive.
💬 Let’s chat – book a quick call for friendly, no-jargon advice to help your parent employees (and your business) to succeed.