Establishing policies that protect the attorney-client
relationship is one way to help create peace of mind during parental
leave, Buxton says. Rather than treating parental leave as a workflow
disruption that’s managed by a pass-off of work, law firms should
instead focus on continuity models that help to preserve each attorney’s
unique professional DNA and client relationships while they are out of
office. This can help to provide some peace of mind for parents before
they return to work.
Rather than treating
parental leave as a workflow disruption that’s managed by a pass-off of
work, law firms should instead focus on continuity models.
At
the same time, coverage for parents who are out on leave is still
necessary to fulfill client expectations, so building a strong coverage
plan — and planning early — is a good place to start. According to
Allison Whalen, Parentaly’s Chief Executive Officer, a good coverage
plan should include “defining who owns what while they’re out, setting
expectations for communication and transitioning key client
relationships. That structure gives everyone more confidence, especially
in environments like law firms where deliverables are high-stakes and
hours are closely tracked.”
2. Establish Reintegration Processes
Despite
the pressure to hit the ground running, most working moms returning
from leave aren’t ready to lock and load. They’re likely dealing with
new schedules, challenges surrounding childcare and changes to the
dynamics of their families and daily lives. It’s a lot to sort through
while maintaining the high-stakes pressure that often accompanies a
legal job.
This is where re-onboarding and ramp-back
programs can come into play. Aside from having a designated
administrator in charge to fully own and manage the return-to-work
experience for working parents, having a comprehensive ramp-back program
to help new parents reacclimate can be extremely effective. More than
just allotting time to dig out of inboxes and catch up with colleagues
on important projects, a ramp-up program can also involve allowing new
parents to slowly immerse themselves back into full-time work mode and
reintegrate into work-life balance.
“We’ve seen law firms allow reduced billable targets for the first month or two back, or delay high-pressure assignments while the parent readjusts,” Whalen says. “This isn’t about lowering the bar, it’s about creating the conditions for someone to get back to full productivity without burning out on day one.”
3. Consider New Billing Methods
Law firms can have billable hour pressures that don’t necessarily align with caregiving demands — a challenge that doesn’t go away as children get older. However, by prioritizing trust, output and quality rather than individual time sheets, firms can find other ways to ensure employees meet their billing requirements.
Buxton recommends a shift to project-based or team-based billing. By bucketing hours into group categories like this, it can help accommodate the juggle that many working parents face on a daily basis, especially during transitional times of year, such as school breaks. Reframing the approach to billing can also encourage firms to consider other ways to assess an attorney’s value outside of billable hours.
By prioritizing trust, output and quality rather than individual time sheets, firms can find other ways to ensure employees meet their billing requirements.
4. Provide Childcare-Based Resources
As any working parent knows, the typical school calendar does not align with traditional business expectations. School days are short compared to business hours, breaks are often long and fall during end-of-quarter requirements, and no-school days often far exceed the number of vacation days that employees can take. Parents with younger children may also face challenges when caregivers call in sick or when daycares are closed for their own breaks. Some parents may be caring for children who have extra medical needs. And, of course, there are always the unanticipated days when a child falls ill.
Firms, however, may be in a position to help close the childcare gap by offering the following:
Childcare stipends to help cover daycare, emergency childcare providers, summer camps or day-off camps
On-site childcare options
Flexible PTO use to help cover school holidays or child illness
Support services for families that may have children with special needs
Fully remote weeks or more flexible hours during school and daycare transitions
Lighter workloads during weeks where parents may need extra support
An internal parent resource group where employees can share strategies and coordinate support
5. Remember Your Administrative Employees
Just as it takes a village to raise a child, it takes a village to run a law firm or corporate legal department. While it can be easy to focus on benefits and policies for partners and rainmakers, it’s important to remember employees who help keep the firm’s day-to-day operations moving. “Support staff often face the same gaps with fewer resources,” Buxton says, which is why it’s important to ensure they receive the same types of support as attorneys.
