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BY Fairygodboss

EY's Leadership in Paid Leave

EY

Photo credit: EY

TAGS: EY, Parental leave, Maternity leave, Paternity leave, Consulting

Yesterday, consulting firm EY announced a new parental leave policy that a Fortune article’s byline aptly summed up by saying “The gauntlet has been thrown.”

Indeed, the professional services firm’s press release specifically describes themselves as a leader among their competitors: “The new policy increases benefits for all eligible parents and positions EY as a 1st mover in equalizing parental leave benefits for men and women among the Big Four, Accenture, IBM and other professional services firms.”

So what are the details of this policy?

Upon the arrival of a new child (for either parent, and whether the child is born, adopted, taken into foster care, legal guardianship, or conceived by surrogacy), employees will be eligible for up to 16 weeks of fully paid parental leave. This policy applies to U.S. employees (of which there are roughly 1,200).

The new policy expands upon the current policy of 12 weeks for birth mothers and 6 weeks for dads and adoptive parents. EY’S U.S. Chairman Stephen R. Howe Jr. has said that these enhanced benefits are to demonstrate their commitment to helping their employees’ families succeed and because traditional gender responsibilities at work and home are evolving. Moreover, EY pointed out that their internal surveys showed that employees who were parents were some of their “most engaged employees” and these policies supported them.

EY’s new benefits also include financial assistance for adoption (up to $25,000 per family), “advanced reproductive technology procedures (ART) including for surrogacy, and medically-necessary egg and sperm freezing” available to both same sex and opposite sex couples. These benefits go into effect on January 1, 2017 and the enhanced parental leave policy goes into effect this summer, on July 1, 2016.

We have written before that there seems to be an “arms race” to offer the best benefits in order to attract and retain talent (millennial and otherwise). While most of the press seems to be reporting on the paid leave policies of technology companies, we have observed strong momentum in other industries as well. For example, Coca-Cola implemented their first paid parental leave policy earlier this week. In the consulting industry, according to a Fortune analysis, Accenture is the only other consulting firm besides EY to offer 16 weeks of paid parental leave (though it is only available for birth mothers). This analysis matches the data in our own crowdsourced parental leave database, which shows that EY’s benefits exceed the consulting industry average of 12 paid weeks of maternity leave.

We applaud EY’s announcement and welcome it as part of a larger trend we’re proud to be help support! 

Fairygodboss

 

Fairygodboss is committed to improving the workplace for women.

 

Related Community Discussions

  • Does anyone here work for a major financial institution in the new york metropolitan area? I have yet to find a straight answer on the internet or the company website regarding when my eligibilty for 16 week paid maternity leave would start. Are paid maternity leave benefits usually the same across the board for all major financial firms? I just found out I am pregnant (in my first trimester) and by the time I take my maternity leave I would be only nine months in my new job. Would like to hear about your company's eligibility requirements for paid maternity leave here please. Thank you so much...

  • I recently got engaged, will be married October 2017. My fiance and I want to start a family right away. My job does not have paid maternity leave. Would it be premature for me to advocate for paid leave? My initial thought process was to figure this out as soon as possible. Maybe I should start looking for another job; researching other companies I noticed that most (all the one's that I saw) require employees to have been employed for a year before being offered paid maternity leave.

    If I could have my way I would stay where I am at and get paid leave.

    I have a positive relationship with my boss and can talk about this with him, however; he isn't the one who ultimately makes this decision, corporate does.

  • I am currently 36 weeks pregnant and gearing up to go on maternity leave at the end of the month. I recently came across a new job oppurnity that would be better for my family. I'm at the finishing stages of interviewing with this new company and I am worried that I will find out I got the job while on maternity leave. My question is, what happens to my maternity benefits and how do I go about leaving my current job without issue?

  • My friend just told me (she was trying to be nice) that I'm limiting my career potential because I don't wear makeup to work. Do you think she's right? Do I need to wear makeup to be "professional?"

  • Any advice for someone searching for work during their first trimester of pregnancy? I currently work with a temp agency for income and am applying for my next role. From what I've read on the boards, it seems that most women are firmly established at their companies but I was forced to look for a new role outside of my former company due to a health condition. They were unwilling to move me to a different role within the company. Any suggestions on how to navigate the next 4-6 months before giving birth?

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EY's Leadership in Paid Leave

EY's Leadership in Paid Leave

Yesterday, consulting firm EY announced a new parental leave policy that a Fortune article ’s byline aptly summed up by saying “The gau...

Yesterday, consulting firm EY announced a new parental leave policy that a Fortune article’s byline aptly summed up by saying “The gauntlet has been thrown.”

Indeed, the professional services firm’s press release specifically describes themselves as a leader among their competitors: “The new policy increases benefits for all eligible parents and positions EY as a 1st mover in equalizing parental leave benefits for men and women among the Big Four, Accenture, IBM and other professional services firms.”

So what are the details of this policy?

Upon the arrival of a new child (for either parent, and whether the child is born, adopted, taken into foster care, legal guardianship, or conceived by surrogacy), employees will be eligible for up to 16 weeks of fully paid parental leave. This policy applies to U.S. employees (of which there are roughly 1,200).

The new policy expands upon the current policy of 12 weeks for birth mothers and 6 weeks for dads and adoptive parents. EY’S U.S. Chairman Stephen R. Howe Jr. has said that these enhanced benefits are to demonstrate their commitment to helping their employees’ families succeed and because traditional gender responsibilities at work and home are evolving. Moreover, EY pointed out that their internal surveys showed that employees who were parents were some of their “most engaged employees” and these policies supported them.

EY’s new benefits also include financial assistance for adoption (up to $25,000 per family), “advanced reproductive technology procedures (ART) including for surrogacy, and medically-necessary egg and sperm freezing” available to both same sex and opposite sex couples. These benefits go into effect on January 1, 2017 and the enhanced parental leave policy goes into effect this summer, on July 1, 2016.

We have written before that there seems to be an “arms race” to offer the best benefits in order to attract and retain talent (millennial and otherwise). While most of the press seems to be reporting on the paid leave policies of technology companies, we have observed strong momentum in other industries as well. For example, Coca-Cola implemented their first paid parental leave policy earlier this week. In the consulting industry, according to a Fortune analysis, Accenture is the only other consulting firm besides EY to offer 16 weeks of paid parental leave (though it is only available for birth mothers). This analysis matches the data in our own crowdsourced parental leave database, which shows that EY’s benefits exceed the consulting industry average of 12 paid weeks of maternity leave.

We applaud EY’s announcement and welcome it as part of a larger trend we’re proud to be help support! 

Fairygodboss

 

Fairygodboss is committed to improving the workplace for women.

 

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