Insights into Shared Parental Leave at Sanger  

At the Wellcome Sanger Institute, we believe that a supportive work culture empowers our employees to prioritise their families while reaching their full potential. We are committed to fostering a healthy work-life balance through a comprehensive suite of family-friendly policies that go beyond statutory requirements. To provide a real-world look at how these policies work in practice, we spoke with Ian Hardy about his recent journey using our Shared Parental Leave policy for two of his children.

Savouring the early days: Ian’s Story 

Reflecting on his two older children, Ian knew he wanted to make the most of the early days. “The years are short, and I wanted to savour these moments,” Ian shared, noting that the policy was the “ideal way” to share parenting responsibilities and allow his wife to resume her career without having to send their kids to nursery early.

Ian described his time as a primary carer as “incredibly rewarding”. By stepping into this role, he gained a new perspective on workplace equality and the specific challenges mothers often face when returning to work after long periods of leave. 

While many professionals worry that taking extended leave might stall their momentum, Ian found the transition to primary carer to be one of the most fulfilling periods of his life. “My wife returned to work part-time while I took over full-time care. Being the primary carer was something I threw myself into and loved every minute,” he reflects.

This experience provided more than just bonding time; it gave Ian a profound new perspective on his professional environment. “I was able to focus on being a dad without work stresses,” he explains. This mental space allowed him to return to work with a clearer outlook on workplace equality. 

One of the most significant aspects of Ian’s journey was how the Sanger community treated him. Ian felt completely at home with his choice. “For me, being treated as any other parent without feeling like an outlier showed how aligned Sanger’s culture is with its policies,” Ian says.

Leading the Way  

Sanger Institute’s policy is designed to be industry-leading, offering Shared Parental Leave as a day-one right with no qualifying service period. Eligible parents can receive up to 26 weeks of full pay, providing the financial security needed to focus entirely on their families.

For candidates considering joining Sanger Institute, Ian’s advice is clear: “Shared parental leave is deeply personal, but if parents are on the fence, I’d encourage them to consider it. It’s a rare opportunity to be truly present, and it strengthened my connection with both my family and workplace”.

Whether you are welcoming your first child or your fourth, Sanger Institute is committed to ensuring you don’t have to choose between your career and being there for the moments that matter most.

Beyond Shared Parental Leave, the Sanger Institute offers a wide range of industry-leading benefits to support every stage of family life:

• Fertility Treatment: Employees are entitled to up to 5 days of paid leave per year for undergoing IUI or IVF treatment, with 2 days of paid leave available for partners providing support.
• Neonatal and Premature Birth Support: We provide up to 12 weeks of full pay for parents whose babies require neonatal care, as well as additional “early birth leave” to match the period a baby is born before 37 weeks’ gestation.
• Flexible Working: All staff have the right to request flexible working arrangements upon their return to work to help manage their new responsibilities.

Our family-friendly initiatives are a reflection of a culture built on equality, diversity, and inclusion. With active staff networks like the Parents and Carers Network, we ensure that all our people feel valued, included, and supported through every milestone of their lives.