Principality Building Society – Winner 2025, Best for Supporting Different Pathways to Parenthood
Principality Building Society’s support of the different pathways to parenthood embodies a comprehensive approach that recognises the unique challenges and experiences of families of all shapes and sizes, in the pursuit of making sure all staff feel they belong.
Progressive policies
From day one in employment, employees going through fertility treatment can take 10 days of leave per treatment cycle on full pay, for up to three cycles, which is also available to partners. Paid leave is available for anyone experiencing pregnancy loss, including partners. There is recognition that one size doesn’t fit all so the 10 days paid leave available is seen as a guide, with some employees needing more time. Gender neutral language is used to ensure inclusivity and promote take-up.
Primary carers are entitled to 39 weeks of full pay followed by 13 weeks unpaid leave when welcoming a child through birth including surrogacy, adoption or fostering to adopt, to focus on helping a child feel safe and cared for. 20 weeks paid leave is available for partners, which can be split into blocks taken in the child’s first year with the family. There is a day one right for fully paid Foster Care Leave up to five days per year.
An integrated approach
A dedicated support group meets monthly to provide support to people experiencing struggles in creating a family, providing a space for sharing and to raise awareness and understanding across the organisation through external speaker events. There is collaboration with the PRIDE network, to reflect the fertility challenges impacting same-sex couples, trans and non-binary people.
Principality demonstrate joined-up thinking when designing guidance and policies, including signposting to specialist services that recognise some employees may face additional challenges. For example, specialist midwife services for the heightened risks in pregnancy for Black and Black Mixed Heritage employees, and signposting to the Domestic Abuse policy in recognition that pregnancy may trigger the start of or a worsening of abuse.
Measure of success
The transformation of Principality’s offering to parents on the pathway to parenthood is underpinned by the strategic pillar to make a fairer society, including challenging rigid gender roles and enabling men to take a more active role in caregiving. They have increased the duration of partner leave taken by a massive 432%, and 21% of employees taking partner leave now do so flexibly. Feedback is that taking partner leave flexibly has reduced the need for Shared Parental Leave, allowing both parents more bonding time and supporting women to return to work.
