We estimate the total value by calculating the amount you would receive during your leave based on the percentage of your usual gross (pre-tax) salary that the policy provides over the leave period. This gives an overall estimate of the financial support available while you are on leave.

This involves evaluating how a company's policy aligns with the legal minimum entitlements set out in UK legislation, such as Statutory Maternity Pay, Paternity Pay, and leave allowances. Further information is available at gov.uk/maternity-pay-leave and gov.uk/paternity-pay-leave.

We review policies from other companies in the same sector that are listed on the Leave List to identify the median (middle) offer rather than the mean. The mean is the arithmetic average and can be skewed by extremely high or low values, so using the median provides a more realistic benchmark for where a company stands within its sector.

The median provides a more accurate representation of a typical company's offer by reducing the impact of outliers. This approach aligns with the methodology used by the Office for National Statistics.

We compare the estimated payments during leave against the individual's usual salary, accounting for the fact that many policies taper payments over time.

We welcome updated information to help maintain accuracy. Please send official policy details or links to help@theleavelist.com, and we will update the listing accordingly.

We do not accept information based on personal experience alone. However, if you have official public company documents or confirmation from a company's HR department, you can share these via the suggestions box or by emailing help@theleavelist.com. We can also contact companies directly on your behalf to request up-to-date policy information.

Yes, we actively welcome feedback and suggestions about our methodology! Please email your thoughts to help@theleavelist.com.

We compile available data from sources such as annual reports, company announcements, and statutory guidance. Where details are missing, we assume companies follow the statutory minimum as a default, but this is an informed estimate, not a guarantee. Users should verify directly with employers before making decisions.

The information on the leave list is based on UK law, which uses the terms 'maternity' and 'paternity' to describe parental status. It is important for us to ensure that you can compare this entitlement to the offers put forward in private company policies.

As a first step, we have standardised policy language using the most commonly used terms to make comparisons easier and clearer. In the future, we aim to provide more detailed breakdowns - such as the ability to share whether you are the primary or secondary caregiver, or the birthing parent - to help you better understand which policies apply to your individual situation.

Time! These policies can be more complex to track but are equally important. Contributions on these topics are welcome. Please email help@theleavelist.com to share relevant information.

It is important to us that the Leave List is an inclusive and supportive resource for everyone who wants to have a family, regardless of what form that might take. We also want to provide comparable and actionable estimates, which is why terms like ‘maternity’ and ‘paternity’ are used throughout the website. If you have suggestions on how we can make the language or service more inclusive, we'd love to hear them. Please email us at help@theleavelist.com.

The current focus is on UK policies due to clear legislative frameworks and available data. Expansion to other jurisdictions is planned as the project develops.

Please submit the company name via the suggestions box or email help@theleavelist.com. If contact details are provided, we will attempt to follow up.

For feature requests, ideas, or bug reports, please use the suggestions box. For all other inquiries, email us at help@theleavelist.com.

Understanding parental leave entitlements is important for individuals making family and career decisions. This project aims to increase transparency by providing clear, comparable information on policies, helping people plan with greater confidence. By highlighting parental leave benefits, it also contributes to workforce equity and supports informed decision-making.