Parental Leave Policy

At St John’s Chambers we know that becoming a parent, growing a family, or caring for a child are some of the most important moments in a barrister’s life. Chambers’ Parental Leave Policy is designed to make sure that our members and pupils feel supported, valued and able to take the time they need without unnecessary financial, professional or personal pressure.

The policy applies equally to members who are parents or carers of children, including those taking leave following birth, adoption, surrogacy, shared parental arrangements, or the diagnosis of a child’s terminal illness. It offers support before, during and after leave, helping members plan with confidence, stay connected with Chambers, and return to practice in a way that is sustainable for them and their family.

Key financial benefits

• Members can take up to 24 months’ parental or shared parental leave from Chambers, giving them meaningful time away from practice when family life requires it.
• During parental leave, members may be entitled to up to 24 months’ rent free, helping to reduce financial pressure during a period when they may not be practising.
• Members who take at least four complete months of parental leave will receive an additional rent-free period when they return to practice, giving them extra breathing space while they rebuild their work.
• Members who take six complete months or more of parental leave will also be entitled to a six-month rent rebate, calculated by reference to rent paid before the period of leave. Eligible members can choose how best to receive the rent rebate: as a lump sum; in staged payments over the first three months back in practice; or as a credit against future rent.
• Rent arrangements on return are structured to support a gradual and realistic return to practice, including tailored provisions for those returning part time.
• For pupils, parental leave arrangements can include deferral of pupillage without affecting the overall pupillage award, subject to the relevant regulatory requirements.

Key non-financial benefits

• Chambers’ policy gives members reassurance that they are entitled to return to Chambers after parental or shared parental leave.
• Before leave begins, members can meet with their Practice Management Team to plan outstanding work, client communications, billing, contact preferences and return arrangements, so that the transition feels clear and well managed.
• Members can agree the level and type of contact they would like with Chambers while they are on leave, allowing them to stay connected in a way that feels right for them.
• Chambers keeps members informed of relevant Chambers meetings, important decisions, seminars and practice group matters during leave, helping them remain part of the wider Chambers community.
• Keeping in Touch days can be used flexibly to maintain professional connection, attend training, join team events or prepare for return, without disrupting the overall leave arrangements.
• Practice Management Teams can also support members who wish to undertake limited work during leave, subject to regulatory obligations.
• Members returning from leave may work flexibly or part time, with proper consideration given to family responsibilities, childcare needs and caring responsibilities.
• Members who take six complete months or more of parental leave are also entitled to a structured coaching programme, run by an external provider, which includes support before return and during the first six months back in practice.

By combining meaningful financial assistance with thoughtful practice management, coaching, mentoring and flexible return arrangements, our parental leave policy is designed to help parents and carers manage family responsibilities while continuing to build fulfilling and sustainable careers at the Bar.