Working Index
This survey is intended for professionals working in private equity, real estate, infrastructure, private debt, and related sectors, primarily across the UK, Ireland, and continental Europe.
Yes — all responses are anonymous. We don’t collect names, emails, or company identifiers unless you choose to share them in optional sections.
To gain a clearer picture of real-world family-related benefits and policies across our industry. The aim is to promote transparency, identify gaps, and encourage more progressive practices.
We plan to publish aggregated insights in a summary report or newsletter. No individual responses or company names will be disclosed.
Absolutely — we encourage it. The more responses we gather, the more useful and representative the findings will be.
It varies widely. Some firms stick to statutory minimums, while others offer 6–12 months of enhanced leave with full or partial pay. This survey aims to benchmark what’s actually being offered.
Many firms offer between 2 and 6 weeks of paternity leave, but uptake and pay levels can differ. Enhanced paternity policies are becoming more common, especially in larger institutions.
Some do, often as part of private medical insurance packages. Others may offer a cash allowance or specific fertility support benefits. This is still an emerging area.
It’s a lump sum (or reimbursable allowance) that can be used toward fertility treatment, egg/sperm freezing, adoption fees, or surrogacy. A few progressive firms in the UK/USA have started offering this.
Not by law — but some private insurance providers include limited pregnancy care (e.g. scans, consultations) and select fertility treatments. Coverage varies by provider and policy.
Eligible employees can take up to 52 weeks of maternity leave. Statutory Maternity Pay (SMP) covers up to 39 weeks, starting at 90% of earnings for 6 weeks, then £184.03/week (as of 2024–25).
Eligible employees can take 1 or 2 consecutive weeks of paternity leave, paid at £184.03/week (2024–25). New changes may allow greater flexibility from April 2024 onwards.
No — enhanced policies are optional. However, many employers in professional services and finance offer more generous packages to attract and retain talent.
No. Discrimination related to pregnancy, maternity, or family leave is illegal under the Equality Act 2010. Employees are protected before, during, and after their leave period.
Not directly — but employees undergoing fertility treatment may be protected under sex discrimination law, and employers are encouraged to treat time off for treatment with sensitivity and flexibility.
