- JLR extends its industry‑ leading benefit of 52 weeks' fully paid maternity leave to cover adoption and surrogacy.
- Luxury automotive manufacturer strengthens its support to families, offering an additional 12 weeks of paid family leave for babies requiring neonatal care.
- JLR's onsite nursery and wellbeing centres continue to support colleagues' transition into parenthood and back to work.
- Other inclusive initiatives offer support for menopause, shared parental leave and four weeks of paternity leave.
Gaydon, UK, 15 April 2025: JLR is extending its generous maternity package of a year’s full pay for colleagues to include adoption and surrogacy.
For over 20 years, the luxury automotive manufacturer has offered an industry leading 52 weeks maternity leave at full pay. Recognising that the journey to parenthood takes many different routes, this policy has now been extended to include adoption and surrogacy.
As a progressive family‑friendly employer, JLR also launched a new Neonatal Care Leave policy, starting 1 April 2025, ahead of recent UK legislation. This policy offers colleagues an additional 12 weeks of paid leave if their babies need neonatal care after birth and brings the total for maternity, adoption, and surrogacy to 64 weeks for all eligible parents.
Whilst the new legislation grants up to twelve weeks of statutory paid neonatal leave, JLR goes beyond this by providing Company Neonatal Leave Pay for the first six weeks which matches colleagues' regular earnings during their time of service. By taking this step, JLR ensures that its family‑friendly policies not only meet the minimum requirements but continue to address the evolving needs of colleagues during life's precious moments.
These groundbreaking policies are tailored to ease the transition to parenthood and support all colleagues who assume primary childcare rights. JLR also offers four weeks paid paternity leave for parents with secondary care rights, who also benefit from the neonatal policy. This is a conscious effort to break down barriers related to gender and sexual orientation, promoting a safe and inclusive working environment.
“Knowing that I have this time to spend with my new baby without having to worry about a decline in my monthly salary is a privilege and I’m very grateful. This will be my first maternity leave as my wife carried our first daughter, and I can’t wait to be able to enjoy this next year knowing I’ll also have the support when I return to work.”
Laura Coombs‑Fellowes
Senior Consultant in the DE&I team at JLR
