We're enhancing our family forming benefits

We're extending our family pay from 1 June 2024.

We're enhancing our family forming policies, which include adoption & surrogacy, maternity and shared parental leave, where those eligible will receive full pay of up to 26 weeks. In addition, paternity leave is also increasing to four weeks full pay.

Maternity / adoption & surrogacy / shared parental leave and pay

Eligible employees can receive up to 26 weeks' full pay.  

Paternity leave and pay

Eligible employees can take up to four weeks’ leave at full pay, which can be taken within a 12-month period. In addition, paid time is available to attend adoption or antenatal appointments. 

We already offers further support in relation to family forming, including:

Family mentors

Family mentors support those commencing their family leave period through to those starting their return-to-work transition. The challenges of taking a significant period of leave and then balancing a career with a family is a learning curve. We're keen to support our employees on this journey with support from those who have previously been through the experience and come out the other side.

Pregnancy loss

All employees affected by an early pregnancy loss, before 24 weeks, including partners and those in a surrogacy arrangement, are entitled to up to two weeks’ leave at full pay, regardless of length of service.

Family forming leave

All employees, regardless of length of service, are eligible to use up to a week’s paid leave for those undergoing fertility treatment.

These enhancements follow our recent accreditation as a real Living Wage Employer by the Living Wage Foundation.

Sandy Boyle, director of HR at Mills & Reeve, said: “The enhancements to our key policies reflect our commitment to our employee’s wellbeing. All employees welcoming new additions to their family should be able to take a period of leave with full pay to allow them to be there to support their family as needed without financial concerns.

“We also believe that supporting our employees at a time when this is most needed can enrich employee wellbeing while fostering an inclusive and diverse culture.”

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Every piece of content we create is correct on the date it’s published but please don’t rely on it as legal advice. If you’d like to speak to us about your own legal requirements, please contact one of our expert lawyers.

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