As the cost-of-living crisis intensifies, new British mothers face a daunting financial reality: a £6,230 shortfall during a year-long maternity leave. The gap arises from the disparity between statutory maternity pay (SMP) and the average share of household expenses, even when costs are divided with a partner.
According to a new Parental Support Index by CV builder Resume.io that analysed parental policies from 500 UK companies, the financial breakdown for a typical 52-week maternity leave is as follows:
- First 6 weeks: 90% of average weekly earnings (£639), covering weekly bills of £312.34, resulting in a surplus of £326.66 per week.
- Next 33 weeks: SMP at £187.18 per week, leading to a weekly deficit of £125.16.
- Final 13 weeks: Unpaid leave, with a weekly shortfall of £312.34.
That amounts to a cumulative £6,230.74 deficit over the year. The financial strain often forces mothers to make difficult choices: returning to work earlier than planned, accruing debt or compromising on essential needs for their families.
Sector Disparities in Maternity Support
The availability of enhanced maternity pay varies significantly across sectors. The research highlights the following:
Least Supportive Sectors:
- Manufacturing: 23% of employers offer enhanced maternity pay.
- Architecture: 40%
- Hospitality & Travel: 47%
- Real Estate: 53%
- Healthcare: 54%
Most Supportive Sectors:
- Government Administration: 94%
- Food & Beverages: 94%
- Marketing & Advertising: 90%
- Legal: 89%
- Biotech & Pharmaceutical: 89%
Experts say the disparities show a need for standardised support across industries to ensure equitable treatment of new mothers.
Shared Parental Leave: Underutilised and Underfunded
Shared Parental Leave (SPL), introduced to promote flexible childcare responsibilities, remains underutilised. Only 36% of employers offer enhanced SPL packages. Notably, sectors like construction (75%), legal (72%) and government administration (65%) lead in providing enhanced SPL. In contrast, manufacturing (0%), food & beverages (12%), and architecture (20%) lag behind.
The low uptake of SPL is attributed to factors such as inadequate pay, complex procedures and cultural norms that discourage fathers from taking extended leave. This imbalance perpetuates gender inequalities in both the workplace and domestic settings.
Implications for Employers and Recommendations
Employers play a pivotal role in bridging the maternity pay gap and fostering a supportive environment for new parents. Enhanced maternity benefits not only alleviate financial stress but also contribute to improved maternal mental health, stronger family bonds, and increased employee loyalty.
Recommendations for Employers:
- Review and Enhance Parental Leave Policies: Regularly assess and update maternity and paternity leave offerings to meet or exceed industry standards.
- Implement Day-One Eligibility: Remove lengthy qualifying periods to ensure immediate support for new employees.
- Promote Shared Parental Leave: Encourage uptake by offering enhanced SPL packages and educating employees about their rights.
- Ensure Transparency: Clearly communicate parental leave policies during recruitment and onboarding processes.
- Develop a Family Friendly Culture: Cultivate an inclusive workplace that supports work-life balance and recognizes the importance of parental responsibilities.
By adopting these measures, workplace observers say employers can contribute to a more equitable and supportive work environment, ultimately benefiting both employees and the organisation.