Elite Biglaw Firm Offers Up To 22 Weeks Paid Leave With Its Enhanced Parental Leave Program
Excellent news for lawyers who are considering becoming parents.
One by one, Biglaw firms across the country have realized that in order to recruit and retain the best talent, they need to offer the best perks and policies for a progressive new generation of lawyers. That may be why yet another firm has decided to truly support its attorneys who are embarking upon the fantastic journey into parenthood.
Which firm is the latest to modernize its parental leave policies? That would be Ropes & Gray, which recently announced that a new, gender-neutral leave policy would be implemented, ensuring that attorneys will receive additional time off following the birth, adoption, or foster placement of their new child.
“Not a Cravath match, but Ropes & Gray just increased parental leave….” said a source. Not to worry, associates, because we’re sure that Cravath match is coming soon. Here’s an excerpt from the firm’s recent memo (a full copy is available on the next page):
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Ropes joins many other Biglaw firms that have recently adopted enhanced, gender-neutral parental leave plans. All lawyers at the firm are now entitled to take up to 14 weeks of paid child care leave, while lawyers who give birth are entitled to take up to 22 weeks of paid leave. All in, a lawyer who gives birth at the firm may take up to 26 weeks of child care leave (with the majority of those weeks being paid in full).
We’ve often wondered whether Biglaw employees will choose to take full advantage of the parental leave policies that are being offered by their firms, and it’s now clear that large firms really want them to, without fearing for their safety of their jobs upon their return to work. These benefits are being offered for a reason: these law firms want associates to feel that they can grow with the firm — not just professionally, but personally. Ropes & Gray’s new policy strives help associates do just that.
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Staci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.
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