Laing O’Rourke launches equal parental leave policy across Australia and the UK

Parental leave

Laing O'Rourke, parental leave,

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All Laing O’Rourke employees will be eligible for six months of paid parental leave beginning October 2022, whether they are adopting or welcoming a child through surrogacy.

The policy – any gender, birth, or child – will be matched by additional industry-leading benefits in both operating markets, in line with local regulations and requirements.

Effective immediately is a new pregnancy loss policy that provides paid leave for any employee who has suffered, or whose partner or surrogate has suffered, a loss of pregnancy.

“We believe families should be entitled to spend valuable time with a new child, whatever their structure. And in the case of pregnancy loss, take the time they need away from work,” says the leader of people functions in Europe, Rae Avatar Barnett. 

“This industry-leading approach to equal parenting will allow us to create better gender balance and shape an organisation that attracts, supports and retains the most talented people.”

“These changes recognise our values around caring for our people, especially at significant stages of their lives,” says the leader of the People function in Australia, Helen Fraser.

“In 2011, we led the industry here in Australia when we launched a policy that provided our people with 18 weeks full pay and eight weeks half pay, and I am delighted to see us again raise the bar in introducing 26 weeks paid leave for new parents.”

“Flexible workplaces are workplaces where all people thrive,” Helen added.

“Laing O’Rourke is committed to a 50-50 balance between men and women by 2033. This approach demonstrates our commitment to gender equality and eliminating unconscious biases that may exist in our business.”

“The world is now very different, and we value modern and diverse family structures and new opportunities that balance careers and childcare,” says CEO Ray O’Rourke. 

“I’ve always advocated for innovation and modern construction methods. Those approaches should not just be in the technical ways we work – but in the forms, we recruit, deploy, reward, and support our people.

“One thing remains the same as when I became a parent; it’s the most common, disruptive life event for most of our people – in a good way! So why wouldn’t the business do everything it can to support people reasonably during this change?

“No matter who you are or how your family comes about, at Laing O’Rourke, we’ll take care of your career while you do what needs to be done at home.”

Source: © Laing O’Rourke 2022 

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