Over half of women say maternity leave harms career progression, new WiPA survey finds

Enhanced maternity leave exists - but many women still don’t feel confident it is understood or accessible and the majority think it will ultimately harm their career. More than half of women believe taking maternity leave has a negative impact on career progression, according to new research published today by Women in Public Affairs (WiPA).

Findings from WiPA’s 2026 Survey, conducted by Opinium, show that 56% of women working in public affairs think taking any maternity leave will mostly harm their career, highlighting that deep-seated cultural barriers remain even as formal workplace policies improve. The survey reveals a mixed picture on maternity provision. While 55% of women say their organisation offers enhanced maternity benefits beyond the statutory minimum, significant gaps in understanding and transparency persist. More than a quarter (27%) of women are unsure whether enhanced maternity leave exists at their organisation, while 14% report that only statutory provision is available.

This lack of proactive communication matters. The perception that maternity leave carries a career penalty reinforces the need for employers to go beyond policy commitments on paper, and to ensure maternity leave is clearly communicated, consistently supported and genuinely penalty-free.

The research also suggests that parental leave remains heavily gendered. More than half of women (54%) do not know how many weeks of paid paternity leave their organisation provides, pointing to a continued lack of visibility and normalisation of shared parenting.

Where paternity leave exists but is poorly communicated or culturally discouraged, women are more likely to shoulder both the practical and professional burden of parental leave planning alone, reinforcing inequality at work.

Pay transparency also remains a decisive factor in attracting and retaining women in public affairs. Nearly three-quarters (73%) of women say knowing the salary range is the most important factor when starting a job application, and 89% say they would be less likely to apply if pay information is not published. At the same time, almost half (45%) still feel uncomfortable discussing salary with colleagues.

Worryingly, confidence in future progression is slipping. Just 42% of women feel optimistic about progression opportunities over the next five years, down from 52% last year. This raises clear concerns around morale, retention and the future pipeline of female leadership in the industry. The findings underline the need for employers to proactively communicate parental leave policies, ensure paternity provision is clear and accessible, and actively support uptake to drive genuine cultural change.

Lucy Warren, Co-Chair of Women in Public Affairs, said: “This year’s survey shows that while some progress is being made, too many women still feel that taking maternity leave comes at a professional cost. That perception alone should be a wake-up call for employers. It’s positive that enhanced maternity leave is becoming more common, but too many women still don’t know what they’re entitled to, or even whether enhanced support exists where they work. If policies aren’t clear, visible and easy to use, they simply won’t deliver the retention and progression employers are hoping for. We welcome the incoming Employment Rights Act changes, including the introduction of day-one rights to paternity and unpaid parental leave. Normalising parental leave for everyone is essential if women are going to thrive and progress in public affairs.”

Priya Minhas, Associate Director at Opinium, said: “The findings paint a complex picture. While many organisations now offer enhanced maternity provision, a significant minority of women don’t know what support is available to them. At the same time, more than half believe maternity leave negatively affects career progression, highlighting the need for stronger workplace cultures alongside clearer policies. The data also suggests practical changes that could enhance retention. Support such as phased returns after maternity leave remains inconsistent and poorly understood; just over a third (36%) say it’s offered, while 53% don’t know whether it exists.”

Janette Aquilina, Head of Campaigns at WiPA, said: “Parental leave policies only work if employees understand them and feel confident using them. These findings show that employers play a critical role in making parental leave clear, normalised and genuinely supported, otherwise inequality becomes embedded in workplace culture. This data will shape WiPA’s campaigning work in 2026. Alongside our continued focus on pay transparency and progression, we will develop the next guide in our Pay and Progression Toolkit, focused on parental leave and best practice.”

WiPA will continue to support women across the sector through its Pay and Progression Toolkit. Its next guide will focus specifically on parental leave and best practice.

Read the full report here.