The importance of having an adoption policy in the workplace

For Employers, Human Resources, Inclusion

We receive lot of questions about adoption policies and what they should include, as more and more businesses recognise the value in and importance of fostering a diverse and inclusive workplace.

It is worth noting that while this blog post focuses on adoption policies, it can be adapted to fit other areas, including maternity, paternity, shared parental leave, and surrogacy.

Realistically, employers should also ensure that their policies and procedures cover all forms of parenting and becoming a parent, equally, to ensure they are not at risk of discrimination or alienating any sectors of their workforce.

A good starting point is acknowledging that the adoption of a child is a significant life event, and having a supportive workplace can make all the difference for employees navigating this journey.

Below we explore the benefits of adoption policies for both employees and employers and what elements these policies should contain.

What matters to an employee in an adoption policy?

Work/life balance: An adoption policy should acknowledge the unique needs of employees going through the adoption process, ie, flexible work hours, remote work options, compressed workweeks, or extended parental leave. Having such flexibility can ease the transition for employees as they welcome a new member into their family.

Emotional support: An adoption policy should demonstrate an employer’s commitment to supporting employees, not just professionally but also personally. Offering access to counselling services or employee assistance programmes can provide crucial emotional support during this significant life event.

Financial assistance: If possible, an adoption policy could include financial assistance or reimbursement for adoption-related expenses. Adoption expenses can be substantial, including legal fees, agency fees, and travel costs. Therefore, an employer could alleviate some of the financial burdens associated with the process.

Equal treatment: Adoption policies and entitlements must be equal to any other form of parental leave—this is crucial to both complying with the law but also ensuring those employees recognise the support the business offers.

How does an adoption policy benefit the business?

Employee retention: An adoption policy can enhance employee loyalty and retention. When employees feel that their employer cares about their personal wellbeing, they are more likely to stay with the business long-term, reducing turnover costs.

Improved morale and productivity: A positive work environment that supports employees through major life events contributes to higher morale and increased productivity. When employees feel valued and supported, they are more likely to be engaged in their work, leading to improved overall workplace performance.

Legal compliance: Having a comprehensive adoption policy ensures that the business is in compliance with relevant employment and family leave laws. Ensure the adoption policy clearly defines who is eligible to benefit from the adoption policy to avoid any ambiguity.

While this blog post focuses on adoption policies, employers should consider the impact that non-parents may feel and those who take different routes to parenthood. It is possible that such policies could make them feel disadvantaged.

Therefore, where possible, an employer should strive to offer what it can to all employees. For example, as an employer, can you offer a better work-life balance to all staff?

While an enhanced package for those with families may be ideal, employers can avoid discriminating those who are without families by sticking to the statutory minimum benefits.

We know not everyone’s routes to parenthood are the same and we discussed these in our blog post about fertility issues at work last month.

If you would like to receive the full transcript from our Fertility Issues at Work Roundtable, get in touch via

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    Please note this blog is for reference purposes only and is only accurate at which the date it was published. It does not constitute legal advice and should not be relied upon as such. Specific Legal advice about your specific circumstances should always be sought separately before taking or deciding not to take any actions. Please contact us if you have any questions on

    This blog was prepared with assistance from Generative AI.

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