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Parental leave entitlements  

In mid-2024, AWLA conducted a survey of firm’s parental leave entitlements.  In 2025, we asked firms to provide any updated parental leave policies. The purpose of this survey is to increase transparency and discussion around these entitlements.  It built on a survey undertaken by the Wellington Women Lawyers’ Association, which was a direct approach to members rather than employers. It also followed from a number of questions AWLA received from its members about paid parental leave and from observations of a reluctance to proactively share this information during recruitment processes. 

We are pleased that we had a great response from firms and were able to widen our reach for the survey. We are hopeful that this survey may act as a catalyst for change to both generate discussions around parental leave and also to bring law firm’s enhanced parental leave entitlements and surrounding policies in line with other professional service firms and corporates throughout New Zealand.  We consider this an immensely helpful resource for women and carers searching for potential employment opportunities, as they can rely on the results to assist in their negotiations and feel more confident in what supports they are seeking.

Basis of reporting (for 2026 survey)

• AWLA has completed its annual parental leave survey for 2026.  The purpose of this annual survey is to provide insight into the parental leave policies, practices and support available across Auckland law firms.

• This year, AWLA surveyed all 47 law firms in Auckland with at least four partners/directors.  The collated responses from the survey are attached.  We have copied the firm’s responses verbatim and not made any edits. 

• This year, 28 out of 47 law firms responded by our Friday 18 September deadline.  16 law firms did not respond by the deadline.  Three law firms declined to respond.

• Of the 28 law firms that responded, only one law firm does not have enhanced parental leave payments above the statutory minimum entitlements for primary carers.

• All 28 law firms that responded provide additional benefits/support during the transition to parenthood, parental leave and/or the return to work phases, ranging from access to a carpark for a pregnant employee, credit towards food delivery or cleaning services while on parental leave and refresher technology training on the return to work.

• AWLA is currently in the process of undertaking an additional survey seeking to understand which parental leave benefits are most helpful to employees during pregnancy, while on parental leave, and when transitioning back to work

AWLA Parental Leave Entitlements Survey 2026

AWLA 2026 Survey Responses – Parental LeaveDownload

Past Parental Leave Entitlements Survey