We estimate how much you'd be paid during your time off and show that as a percentage of your usual (pre-tax) salary. It's a quick way to see how much financial support you'd have while you're off doing something amazing, like having a baby.

It means we're checking how a company's policy compares to the legal basics set by the UK government, things like Statutory Maternity Pay, Paternity Pay, and the standard leave allowances. You can get into the detail at gov.uk/maternity-pay-leave and gov.uk/paternity-pay-leave.

We look at what similar companies offer, find the middle ground (not the average), and use that to help you see where your company stands. Some employers go way beyond the basics - and we love to celebrate them. Special shout out to those who are leading the way in offering matched pay, regardless of gender.

Because the median gives a more realistic picture. It shows what a typical company offers without being thrown off by one or two wildly generous (or stingy) outliers. It's the same approach used by the Office for National Statistics.

We take your salary, multiply it by the time you're planning to be off, and then compare that to what the policy pays. Since a lot of policies taper over time, the numbers change depending on how long you're away.

Yes please — we love it when people help keep the Leave List accurate! Just drop us a line with the latest info or a link to the official policy, and we'll get it updated.

Of course! If you've spotted something helpful — on a website, in a report, or from personal experience — share it via our suggestions box. We're building tools to make contributing even easier.

We pull together whatever we can find, like public snippets, PDFs, and internal docs, and combine that with what we know about statutory entitlements. From there, we piece together what we think is the most likely version of the full policy. It's really important to say that this is an informed guess, not a guarantee. Where information is missing, we usually assume that the company defaults to the statutory minimum — but that's just an assumption, and it won't be accurate every time. So please PLEASE PLEASE don't make decisions based solely on what you see here - check with the company directly whenever possible.

It shows your company is doing great things — and proud to share them. Being listed helps attract people who care about family-friendly values, and encourages others to raise their game too. This isn't just about compliance; it's about celebrating companies who genuinely support people through one of life's biggest and most exciting changes.

We're on it. These policies are a bit trickier to track down, but they matter just as much — and we're working to bring them into the spotlight.

We try to wherever possible, and we highlight it when companies do too. But the legal wording still uses terms like 'maternity' and 'paternity', and many policies follow that lead. The great news is that more employers are switching to 'primary' and 'secondary caregiver' — and we love to showcase those where they exist.

We don't — but unfortunately, many company policies still do. We reflect the language that's written, while encouraging companies to move toward more inclusive, flexible options.

Right now, we're focused on the UK — the rules are clear, and it's where we started. But we know the need for this kind of transparency is global, and we're excited to expand as we grow.

Let us know! If you're wondering, chances are others are too. Pop the name into the suggestions box, and if you can, leave your email — we'll do our best to follow up and keep you posted.

We love to hear it. Drop it into the suggestions box on our site — and if you leave your email, we might reach out for a quick chat. Your ideas help shape what we build next.

Because this stuff really matters. We've seen friends and colleagues put off starting a family - not because they weren't ready, but because they didn't know what support they'd get.

We want to change that. Parental leave should be something you can get excited about, not something that leaves you guessing. We make policies visible and comparable so you can plan ahead, ask the right questions, and feel confident in your decisions.

And this isn't just for parents. When you're thinking about changing jobs, it's empowering to know the full value of what you have. It lets you say: "If you can't match this, I'll need a higher salary to make up the difference."

You shouldn't have to wait until you're expecting a child to find out what support you'd get. Because having a baby is life-changing — and we all deserve to know where we stand, so we can enjoy the moment, not stress about the policy.