Over 2.5 million working women in the private sector are entitled to receive only statutory maternity pay from their employer, compared to just 150,000 in the public sector, according to the latest research from HR data and insights provider Brightmine.

 

Brightmine’s report spotlights a significant gap in enhanced maternity pay offering between the public sector and the private sector. Almost all (97%) of public sector companies surveyed provide enhanced maternity pay, compared to 75% of companies in the private sector. This split mirrors the higher proportion of female employees who work in the public sector (65%) compared with the private sector (44%).

 

Despite there being a higher ratio of women to men in the public sector than there is in the private sector, there are almost double the number of female employees in the private sector (10.96 million) than in the public sector (4.98 million). Based on Brightmine’s research, this means that 2.74 million female private sector workers are currently missing out on enhanced maternity pay, compared to just 149,400 in the public sector.

 

However, the research shows the number of organisations that offer enhanced maternity pay has increased by 10% since 2021. The report found the statutory minimum requirement is now only provided by one in four (26%) employers, down from 36% recorded in Brightmine’s previous survey.

 

The research found length of service requirements are also moving in the right direction. In 2021, day one entitlement was offered by only 12% of organisations, but this has risen slightly to 16%; around three in 10 (27%) organisations require a length of service of six months, up from 22% in 2021; and those requiring a year of service fell from 37% to 32%.

 

Brightmine found the period for which enhanced maternity pay is given varies substantially between organisations – from as little as one week to as many as 39 weeks – with a median duration of 18 weeks. The most common period provided is 26 weeks, offered by nearly one-third (30%) of organisations, while 16% enhance pay for 18 weeks and 14% enhance it for 12 weeks.

 

Bar Huberman, Content Manager, HR Strategy & Practice at Brightmine, comments: “While it is reassuring that the dial is moving in the right direction, more can be done to support working mothers – especially in the private sector. Some mothers decide to return to work much earlier than they would have liked after having a baby due to very little pay during maternity leave, which can take a toll on their health.

 

“Taking a proactive approach to building an equitable benefits package is key. Organisations that go above and beyond the minimum statutory requirements are likely to be rewarded with loyalty and engagement from existing members of staff and an improved ability to attract new talent.”

 

Visit the HR & Compliance Centre from Brightmine for the full report: https://hrcentre.uk.brightmine.com/survey-analysis/maternity-paternity-and-adoption-leave-and-pay-research-2024/167274/