Norton Rose Fulbright

Case Study

We recognise there is always more we can do, as fostering an environment where parents and carers are encouraged, supported and empowered to take an equal role in parenting is essential to addressing the gender pay gap, reducing the motherhood penalty and achieving gender equality at work and at home.

Norton Rose Fulbright

About Norton Rose Fulbright

Why is your organisation committed to be a family friendly workplace?

Creating a family-friendly environment where our people can thrive is a key part of our wider family policies, designed to better support parents and carers throughout their careers.

Point of Difference

What makes your organisation family friendly? What family inclusive programs, practices and processes does your organisation currently have in place?

In January 2024, we took a meaningful step forward by increasing paid paternity leave to six weeks. This enhancement has already made a positive impact, but the legal market continues to evolve, and expectations around what progressive support looks like are shifting.

Our enhanced family leave benefits now includes a variety of parental coaching sessions offered through our partnership with Executive Coaching Consultancy (ECC). This includes pre-leave and post-leave coaching for our people taking longer leave periods, and short-leave workshops. These are available to all parents across the EMEA region, and are there to support them whilst managing pivotal transitions, balancing work and family, as well as supporting their wellbeing.

Outcomes

What has your organisation learnt as it has become more inclusive of families? What business benefits can you link to being a family friendly workplace?

To understand the impact of our enhanced policy, we spoke to colleagues who have recently benefitted from this increased paternity leave. You can read their stories below.

David Bartlett, Special Counsel

I’m a special counsel in the corporate department, focused on the global insurance sector. I’m an NRF lifer, having joined as a trainee ten years ago this month.

I was lucky enough that the firm’s paternity leave policy changed during my wife’s pregnancy, so I could take up to six weeks’ paid leave. I decided to take the entitlement in full.

Our son Theo was born on Valentine’s Day last year (so I really have no excuses for forgetting either occasion in future). Theo is our first child and, despite all the information available, advice (both solicited and unsolicited) and antenatal classes, I quickly realised that the cliché that nothing can prepare you for the way your life changes from that moment is true. There were complications with the birth and my wife had to have an emergency caesarean section. Being able to support her at home was even more important in those circumstances.

Having a six-week break allowed me to switch off from work and focus on helping her and bonding with my son. I am very glad that I had this special time with them.

The partners were fully supportive of my decision to take the entitlement. I knew that the team would look after my clients and files while I was off and I am grateful to everyone who covered for me.

In the context of what will hopefully be a long and successful career with the firm, I have no regrets in taking the time out with my family. My leave, alongside the firm’s flexible working arrangements, also made my transition back to work, operating under a new dynamic with different pressures (…less sleep!), much easier.

Alex Green, Special Counsel

I took six weeks off work for paternity leave in 2024 following the birth of our second daughter, Margot. As I was on a client secondment at the time of Margot’s birth, I chose to divide the paternity leave into two blocks – two weeks immediately following the birth and four weeks a few months later following the end of the secondment and before my return to NRF.

The enhanced paternity leave was of great benefit for me and my family and enabled me to properly take the time to get to know our new baby and get involved in newborn duties and her day-to-day routine for an extended period – and for my wife to take a well-earned rest! It also enabled me to spend a lot of time with Evie, our elder daughter, who was adjusting to the new reality of our larger family.

The first block of paternity leave immediately after the birth was spent at home and visiting grandparents but during the second four-week period a few months later we were lucky enough to take an extended trip as a family travelling around Bali and Singapore for a few weeks. This time away together enabled my two daughters to build a strong bond and allowed us to have fun and experience new cultures together as a new family of four. Overall, the enhanced paternity leave was a fantastic experience for me and my family and I’m really grateful to the firm for the opportunities it gave us.

Shiv Daddar, Counsel

My career is incredibly fulfilling to me. Some of the most valuable and important work that I do, however, does not take place in a meeting room, but in the moments of calm, chaos and connection at home. As a father of two young daughters, I truly came to realise this during the early and intimate chapters of new parenthood.

With each of my children, I took a total of ten weeks of combined paternity leave and shared parental leave. It was the best decision for me and my family. It gave me the opportunity and the space to bond and connect with my children and to be fully present for the small, everyday moments that matter the most early on.

Importantly, it allowed me to support my wife physically, mentally and spiritually during those joyful but very raw and real initial months. Taking parental leave enabled us to navigate these challenges side-by-side. From the practical aspects (such as the sleepless nights, feeding challenges and midwife check-ups) to the emotional rollercoaster that comes with this newfound responsibility, we managed to both enjoy and traverse these primary moments as a team.

My wife is also a driven lawyer who has worked very hard on building her career. Sharing the parental leave acknowledges and enforces that both parents’ contributions at work and at home are equally valued and are equally significant.

I would encourage all new fathers to take advantage of paternity leave and shared parental leave. My team leaders and colleagues have been very supportive of this, and it is encouraging to see that Norton Rose Fulbright has also enhanced its paternity leave offering. When employees feel seen and supported in their lives outside the office, they bring more of themselves and their best selves into the workplace.

My personal perspective is that parental leave has made me a stronger father, an empathetic colleague and a more well-rounded lawyer.