Data and information business Thomson Reuters has introduced a minimum policy of 16 weeks of paid parental leave for birthing parents across its global operations, as part of a broader commitment to become a leader in employee wellbeing.
All birthing parent employees among its 25,600 members of staff across 74 countries will be entitled to a minimum 16-week paid period of leave, regardless of their gender identity, sexual orientation, marital status or family role.
Countries that will see the biggest change in leave allowances for birthing parents include the US, Canada, and Argentina. Staff in the US have been given an additional four weeks of leave, while those in Argentina were given an additional three weeks compared with their previous allowance. Canadian employees will receive a total of 17 weeks of paid leave with pay topped up 100%.
According to Thomson Reuters, its parental leave policies for birthing parents in many countries already exceeded the statutory requirements, with the new initiative mostly benefitting non-birthing parties.
The policy will have particular benefit in countries where there is no statutory requirement to provide time off for non-birthing parents, including the US, India and Canada, as well as in countries such as the UK, Mexico, the Philippines, Argentina and Brazil, where the non-birthing parent only has a statutory right to one or two weeks of paid leave.
Non-birthing parents will be able to take a minimum of 14 weeks of parental leave.
Canadian employees will receive an extra 15 weeks of paid leave.
Mary Alice Vuicic, chief people officer at Thomson Reuters, said: “Welcoming a child into a family is a life-changing experience, and one that requires support from family, friends, community, and employers. Giving new parents paid parental leave to adjust and bond with their new child has a positive effect on the physical, financial, and emotional wellbeing of the whole family.
“Thomson Reuters is committed to making flexibility and the health and wellbeing of our teammates a priority. We are tremendously excited for all our new parents and look forward to supporting them – and their flourishing families.”
The policy was introduced following previous enhancements to the benefits included in Thomson Reuters’ Flex My Way workplace policy. These included a work from anywhere policy, allowing staff to work from another location for up to a total of eight weeks in a year, four of which can be out of their home country, six months’ sabbatical leave for employees of three years or more, and 10 days of caregiver paid time off.
Vuicic added: “This is the latest evolution of our Flex My Way program of supportive workplace policies, designed to make it easier for teammates to manage their personal and professional responsibilities, whether caring for family, giving back to the community, or simply finding time to refresh and reset.
“We’re committed to being an organisation that makes flexibility and the health and wellbeing of our teammates a priority, and somewhere we are all proud to work.”
