Parental leave is one of the most valued benefits today—but most companies still keep it in the fine print. Or worse, don’t mention it at all.

And it’s costing them talent. Here’s what the data shows:

1. Only 23% of Companies Share Their Policy

A Mumsnet campaign found that just 23 out of 100 FTSE companies publish parental leave info on their websites.

Why It Matters: That lack of visibility can turn away qualified candidates—especially experienced parents—before they even hit “Apply.”

2. 78% of Women Won’t Ask About It

According to the Maternity Benefits Survey by Glassdoor, 78% of women fear asking about parental leave will hurt their chances of getting hired.

Why It Matters: When leave policies are hidden, top talent opts out before the interview.

3. Talent Shops Elsewhere

A Bright Horizons survey shows 83% of mothers and 66% of fathers consider parental leave a key factor when evaluating job offers.

Why It Matters: It’s not just about parents—it’s about future parents, and the kind of employer you’re signaling you are.

The Spotify Effect

Spotify introduced a generous global policy (6 months fully paid leave) and made it highly visible across all platforms. The result?
Applications from parents surged, and the company credits it with strengthening their talent pipeline, especially among experienced candidates.

Why It Matters: Transparency isn’t just a nice to have —it’s a recruitment strategy.

Takeaway

If your parental leave policy is buried, talent will assume the worst—and leave before they even join. By proactively showcasing your support for working parents, you don’t just tick a box—you attract better talent and build long-term trust.