Article creator image

BY Fairygodboss

Campbell Soup's New Parental Leave Policy

Campbell Soup

Photo credit: Creative Commons

TAGS:Parental leave, Maternity leave, Paternity leave, Women in the workplace

Campbell Soup just took a major step in announcing the company’s first parental leave policy, a gender-neutral policy that provides 10 weeks of paid time off for a primary caretaker, and 2 weeks of paid time off for a secondary caregiver for the birth or adoption of a new child.

CEO Denise Morrison (one of the few women CEOs in the Fortune 500) explained to the Huffington Post that the time was right because so many millennial mothers were their consumers. “We are all about millennial mothers, and this is really good for consumers.” In other words, their customers and the views of their customers seemed to be a driving motivation. Although we’ve seen other companies explain the way millennials have impacted their parental leave policies, this is one of the first times we’ve seen the rationale for an internal policy be driven by external stakeholders.

The Huffington Post also observed that Campbell’s acquisition of the company Plum Organics, a B-corporation, may have had something to do with their decision. Plum Organics, as a subsidiary of their company offered a more generous leave policy (8 weeks of paid maternity leave and 2 weeks of paternity leave) than it’s parent company until this announcement.

Earlier this month, two other giants in the consumer packaged goods industry, Coca-Cola and Anheuser-Busch announced expanded parental leave benefits. Coca-Cola announced it’s first paid parental leave policy which was gender neutral, and driven by millennial employees. Anheuser-Busch also expanded it’s leave for primary caretakers to 16 weeks. Now all three companies have given new moms a reason to feel better about their products when it comes to their weekly shopping!

P.S. If you’re interested in seeing more about the recent history of announcements on corporate parental leave policies, you might want to follow along with our Parental Leave Tracker, where we’re keeping tabs!


Fairygodboss is committed to improving the workplace for women.

You May Also Like

Related Community Discussions

  • I'm at a relatively senior level in my career, and I'm getting married. I'd like to change my name...but I'm concerned about how it could affect my "brand." First of all, people inside my company and out already know me by my maiden name...But also, will it affect my career prospects and make it seem like I am too focused on marriage?

  • Hello, my company pays 100% of my maternity for 12 weeks. Initially I was told the process is for me to submit my state pay stubs at whatever frequency I'd like and my company would pay the difference to ensure I received 100% of my income. Last week I casually sent my HR department a note and they told me they can no longer honor that policy and won't pay the 100% until I return from maternity leave. Is there any laws to protect me in this situation? It's creating both stress and financial hardships.

  • Hi - I recently left my job and became pregnant. I am 12 weeks pregnant and job hunting. Its possible that I will have a couple of job offers in the next month. At what point in the interview/offer process do I tell an employer that I'm pregnant? Are there companies that will hold my job during maternity leave even though I won't qualify for FMLA? I'm also concerned with affecting a new relationship with an employer by revealing that I will be going on leave in six months. Has anyone else experienced this? Looking for facts and words of encouragement!

  • Has anyone ever used a good maternity leave coach? I'm feeling like a I think it could be helpful... but I'm not sure it's worth the money.

  • Do most women do some work while on leave - or at least check in with colleagues on what's going on at the office? Or is it better to totally disconnect?

Find Out

What are women saying about your company?

Click Here

Share This

  • Facebook
  • Twitter
  • Share with Friends
  • Share Anonymously