Specialist legal and profession services recruiter Ambition has announced a comprehensive overhaul of its maternity policy in the UK. The steps will extend enhanced pay, remove service-based eligibility barriers, and introduce dedicated return-to-work support for all employees.
The updated policy, effective immediately, reflects Ambition’s commitment to building a working environment where employees can pursue both career and family without compromise.
The policy was developed following feedback from Ambition’s Allyship, Belonging and Inclusion (ABI) Committee, a global, volunteer-led body established to embed inclusive practices across the business.
The ABI Committee reviews internal policies, including maternity, paternity, adoption and shared parental leave, and leads awareness events and initiatives that strengthen belonging across the firm. The enhanced maternity policy is a direct result of this work and reflects the Committee’s commitment to making Ambition a place where career progression and parenthood can coexist.
Employees in the UK will now receive 100% of their basic salary for the first 12 weeks of maternity leave, followed by a structured step-down over months four through six, before transitioning to Statutory Maternity Pay (SMP). Critically, SMP is included within these amounts rather than paid in addition.
The enhanced pay applies to all employees eligible for Statutory Maternity Leave, with no additional length-of-service requirement and no restriction on the number of pregnancies. There is also no repayment obligation should an employee choose to leave the organisation after returning.
Recruitment consultants returning from maternity leave will earn 10% commission on all placements made during their first six months back, giving them the time and space to rebuild momentum before transitioning to full performance targets.
For the past two years, Ambition’s buddy scheme has successfully paired returning employees with colleagues who have previously navigated the return from maternity leave and volunteered to offer peer support. Ambition also works individually with each returning employee to create a tailored return-to-work plan, which may include reduced hours, a phased return, remote working arrangements, or job sharing.
“We want every person at Ambition to feel genuinely supported through pregnancy and parenthood,” said Nicky Acuña Ocaña, President, UK, Europe & US, Ambition. “These changes are about removing the financial and professional pressures that can make such an important time feel unnecessarily difficult.”
The changes form part of Ambition’s broader people agenda, which centres on embedding Allyship, Belonging and Inclusion across the business. Ambition anticipates the new policy will make a tangible difference to employees navigating parenthood and expects it to positively impact both recruitment and retention of employees in the years ahead.
