Firm Unveils Unlimited Maternity Leave for Male Partners Only After Years of Listening to Women

PEMBERTON ROOK — PEOPLE POLICY UPDATE
Effective immediately: the Pemberton Rook Maternity Guarantee

Following six years of listening to women across the partnership, we are delighted to announce unlimited maternity leave for male partners.

This pioneering programme addresses the concerns raised most consistently in our listening sessions: loss of clients, reduced compensation, diminished status and the expectation that a returning partner must rebuild a practice while explaining why it became smaller.

We heard you. The men’s policy is attached.

The guarantee

Eligible male partners may take as much maternity leave as they need. There is no maximum duration. On return, each beneficiary is guaranteed:

• His existing role, with its full authority and standing.
• One hundred per cent of his compensation, maintained throughout the absence.
• His entire book of business, with all relationship and origination credit intact.

Partners covering the work will be thanked. Client relationships developed during cover will revert to the beneficiary, including relationships he has not yet had the opportunity to develop personally.

There will be no requirement to demonstrate continued commitment. We know these men.

A statement from Sir Giles Pemberton

“Listening is not always comfortable. Again and again, women told us that leave cannot work if it puts everything you have built at risk. I am proud that we have now grasped this fully. No man using this programme will have to choose between his family and the financial advantages of being here.

“This is what happens when a firm listens.”

Your questions answered

Why is this called maternity leave?

We wanted a bold name that signalled we were taking women’s experiences seriously. The branding has tested particularly well with the beneficiaries.

How long can a beneficiary be away?

As long as he needs. A proposed annual check-in was removed following feedback that it might create anxiety about whether the guarantee was genuinely unconditional.

What happens to his compensation if the team performs the work without him?

Nothing. The team’s ability to maintain his practice demonstrates the enduring value of his leadership.

Who will support the beneficiaries?

Female partners who previously took leave were invited to mentor them on rebuilding a book, re-establishing influence and recovering lost income. HR has since identified that none of these activities will be necessary. The invitation has been revised to request practical tips on setting an out-of-office message.

“Will these guarantees be available to women?”

“We would first need to understand the business case.”

A commercial-impact assessment will examine continuity, client ownership, compensation affordability and the danger of creating an entitlement. The same questions were considered for the men’s programme during a conversation in a lift and resolved before the sixth floor.

Can women who lost clients during previous leave apply for restoration?

The guarantee looks forward. Historical outcomes will continue to provide valuable insight for future listening exercises.

Who will cover the additional work?

Practice heads should identify colleagues with capacity. The capacity assessment will take place after allocation, using our established process.

How will success be measured?

Beneficiary satisfaction, retention of male partners and the number of women who agree that the firm has understood the problem.

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Policy owner: Partnership Board.
Delivery owner: People Team.
Questions from women: Please submit ahead of the next listening session.
Next listening session: To be scheduled when cover is available.