Is 12% of Anything Ever Enough?

Parental leave in the charity sector isn’t as transparent as we’d like. Imagine achieving just 12% of your fundraising target. Your organisation would likely be disappointed. Similarly, if you consumed only 12% of your daily calorie allowance, you’d be extremely miserable. So, it’s concerning that only 12% of the charities we recently surveyed publicly advertise full details of their parental leave policies.

For many people planning their long-term careers and life goals, parental leave is a crucial factor. The lack of transparency means individuals often apply for roles—or are discouraged from applying—without understanding the potential financial implications for their family and personal lives. In comparison, 15% of FTSE100 companies don’t disclose their parental leave packages[1], which means the charity sector is only slightly ahead.

Surprising Lack of Transparency

Despite the low transparency, our survey found that 81% of charities offer some form of enhanced parental leave, which is significantly higher than the 67% in the commercial sector[2]. Here’s a breakdown:

  • 1-3 months of enhanced leave: 25% of charities
  • 3-6 months of enhanced leave: 22% of charities
  • More than 6 months of enhanced leave: Only offered by larger organisations with 50 or more employees

Return to Work Benefits

Additionally, 74% of organisations provide return-to-work benefits such as:

  • Full pay for part-time hours during the first month
  • Personal finance loans
  • Restart induction programs
  • Support groups for returners
  • Up to 5 days of dependents leave per annum

The Importance of Transparent Policies

Having clear and accessible policies builds trust in your employer brand and offers several advantages:

  • Access to a diverse and wider range of candidates
  • Increased number of applications
  • More committed candidates throughout the recruitment process

What Candidates Want to Know

Candidates typically seek specific information, including:

  • Details of the enhanced parental leave: duration and pay percentage
  • The required length of service to qualify for enhanced parental leave

Championing the Charity Sector

At Ashby Jenkins Recruitment, we are dedicated to supporting charities with insights and advice. If you aim to position yourself as an employer of choice, updating the transparency of your parental leave policies is essential. For more tips on how to enhance your employer brand, feel free to contact us at 02030 062787 or [email protected].

By making these changes, you can ensure that your organisation not only meets but exceeds expectations, creating a positive impact for both your current and potential employees.

You can read more of our articles on topics affecting candidates in the charity sector here.


[2] CIPD report 2022 –