Before becoming a legal recruiter, I spent about a decade practicing law, including both at a BigLaw firm and in the in-house legal department of large global company. When I made that in-house move, I asked all the typical questions about compensation, scope of work, reporting structure, and company culture. It was an exciting transition and the right one for me at the time. But looking back, there’s one important area I didn’t consider closely enough: parental leave.
At the time, starting a family wasn’t an immediate priority, so I didn’t think to ask about the company’s policy. I assumed that, compared to law firms, an in-house role would likely come with more progressive benefits, and in many ways, it did. I had a positive experience with the company’s policy and its support in transitioning back to work. What I’ve come to realize, however—especially now that I advise lawyers through career transitions every day—is that law firms and companies can vary widely in their parental leave policies and practices. And I missed an opportunity to be proactive about something that can significantly impact long-term career satisfaction and planning.
Now, as a recruiter, I regularly work with candidates who are in a similar position: evaluating new roles and trying to think through not just the next year, but the next chapter. And many of them do consider parental leave as a strategic factor, even if it’s not immediately relevant. It’s not just about whether the company offers paid time off. It’s about eligibility timelines, the culture around taking leave, how the team handles transitions, and what kind of support is available when you return.
If you’re exploring a new legal opportunity (whether at a firm or in-house), here are some key questions to consider:
- When do parental leave benefits become available?
- How much leave is offered, and is it paid?
- Is the policy inclusive of all parents: birth, non-birth, adoptive, foster?
- Can leave be taken flexibly or in phases?
- What does the return-to-work process look like? Are there reduced schedules, phased reentry, work-from-home flexibility or reintegration support?
- How does the organization view taking leave from a cultural standpoint?
Even the most generous policy on paper won’t tell you the full story. That’s why I encourage candidates to ask for the policy once they’ve reached the offer stage and to talk to people who’ve taken leave at the organization. You can also use public resources like the NALP Directory, Vault, Chambers Associate, or company websites to get a sense of what’s typical in the market and how employers compare.
It’s important to also consider the healthcare benefits (including any fertility treatment coverage) provided, as coverage can significantly impact both prenatal care and the overall well-being of your growing family. Strong healthcare support can enhance the value of even a modest leave policy.
Parental leave may not be the deciding factor in your job search, but for many it is a part of the equation. As someone who’s made that oversight and now works closely with lawyers navigating these transitions, I can say with confidence: asking a few thoughtful questions now can save you from unexpected challenges later. The goal isn’t just to find the right job for today, but to choose an environment that supports your whole career and your life outside of it.
