Our culture

We welcome applications from people of all backgrounds, bringing different perspectives and experiences, making Macfarlanes an exciting and stimulating place to work, while fostering an inclusive workplace. As part of this we are continually reviewing our processes and practices to ensure that everyone has the same chance to develop and advance.

We understand that it is often difficult to juggle personal and work lives and the firm supports different working patterns. 

Maternity, paternity and shared parental pay

All employees are entitled to enhanced maternity, paternity and shared parental pay once they have been continuously employed by us for at least 12 months by the end of the 15th week before the expected week of childbirth or notification period. This includes:

• enhanced maternity/adoption pay of 26 weeks' full pay followed by 13 weeks at the statutory rate (individuals can take up to a total of 52 weeks' leave);
• enhanced paternity leave of four weeks' full pay;
• enhanced shared parental pay of up to 26 weeks' full pay and 13 weeks at the statutory rate. This enhanced pay is made irrespective of when the shared parental leave is taken within the first year following the baby's birth or adoption; and
• for parents of a child under 18 years old, we offer 18 weeks' unpaid parental leave for each child, which can be taken in blocks of one week or more up to a maximum of four weeks in a year for each child.

Best for Mother’s award

In 2022 we won the Best for Mothers award at the Working Families Best Practice Awards. The firm works hard to ensure our parents have the best possible experience when they take parental leave and on their return to work.  Our focus has been enhancing the support and initiatives we provide, including our Parental Leave Network (our buddy scheme for recently returning parents) and Parental Transition Coaching Programme.

My Family Care

My Family Care provides all staff with six firm-funded back-up care sessions per year. A session can be used to provide nannies, nurseries, childminders as well as back-up care for adult and eldercare for when your care arrangements break down.

Menopause policy

We are committed to being a menopause friendly employer. Our menopause policy has been written with the support and advice of Henpicked – a specialist menopause consultancy. This policy sets out the guidelines for members of staff and managers on providing the right support to manage menopausal symptoms at work. We also have an employee-led support group called Fan Club.

Fertility treatment leave

We recognise the sensitivities associated with undergoing fertility treatment. We offer employees undergoing fertility treatment up to three days paid leave per cycle of treatment. For the partner of someone who is undergoing fertility treatment, they are entitled to one day of fertility treatment leave per cycle. Our fertility treatment leave policy outlines the various other types of support we offer.

Recruitment process adjustments

We are an equal opportunity employer and if you believe that there are aspects of the recruitment process or job that you anticipate might be difficult for you due to a disability or long term condition, or if you support someone with a condition, please contact the Recruitment team and they will be happy to discuss any adjustments to support you.

Neurodiversity support

The firm is committed to offering full support to its neurodiverse, as well as its neurotypical employees. We have partnered with Lexxic (providers of specialist advice for companies supporting neurodivergent individuals), occupational health and other medical professionals.  Anyone in the firm can request an assessment with our external provider to understand whether they have a neurodifference.  If you are neurodivergent, the firm has a variety of support available for you, such as a workplace needs assessment to identify any equipment and training recommendations.

Watch the video below to hear one of our DAWN steering committee members speak about their experiences.