Schiff Hardin Expands Parental Benefits with New Ramp Up/Down Policy for Working Parents


Schiff Hardin Expands Parental Benefits with New Ramp Up/Down Policy for Working Parents

News Release |

Schiff Hardin LLP today announced a new Ramp Up/Down policy to help working parents transition into starting their parental leave and returning to work. The policy, which is effective immediately, is the firm’s third recently added benefit for new and existing parents.

Under the new policy, the hours requirement for expectant parents is reduced by 20 percent during the month before their parental leave begins and also during the month after they return to work – with no reduction in salary. 

The firm’s new policy is designed to reduce some of the stress and challenges working parents face.

“We are thrilled to offer this benefit to assist our parents in balancing home life and work,” said Managing Partner Marci Eisenstein, who is a mother of two and a grandmother of four. “The firm regularly evaluates policies to meet the evolving needs of our lawyers and maintain a vibrant workplace.”

The new Ramp Up/Down policy is just the latest in a series of parenting benefits that Schiff Hardin has recently embraced. The firm was an early adopter of the Mindful Return program, an online course that helps parents have a successful transition back to work after taking leave. And the firm signed on to Milk Stork, a service that helps nursing moms store and ship breast milk when they travel for work. All three of these programs grew out of discussions with the firm’s New Moms Group, a network of attorney moms who share tips on transitioning to and from maternity leave and navigating working with young children.

“The new policy and existing support for moms and dads shows a real commitment to smoothing the long-term path for parents at Schiff Hardin,” said New Moms Group Co-Founder Lucy Bickford, a Trusts and Estates attorney in the Chicago office.

The new Ramp Up/Down policy adds to Schiff Hardin’s top-of-the-market benefits package, including a gender-neutral 18-week primary caregiver leave policy, and back-up child care and elder care options.