MayWe reinforces its commitment to people, wellbeing and work-life balance with industry leading maternity, paternity ( partner) and adoption leave.
MayWe, the female-led, award-winning events company, has announced the introduction of enhanced maternity, paternity and adoption leave for its team, marking a significant milestone in the company’s continued commitment to employee wellbeing and inclusive workplace practices.
Despite being a small business, MayWe has long felt that existing legal minimums around family leave did not align with its values. From the outset, MayWe has believed that people should feel supported through all stages of life, and that caring for employees is fundamental to building a sustainable, successful business.The maternity policy will now benefit from enhanced pay for 24 weeks before moving on to SMP and paternity(partner) pay moves from 2 weeks (statutory pay) to 6 weeks full pay.
Recognising and looking after its team has always been a priority for MayWe, whose recent portfolio of work includes the acclaimed revival of Culture Night Belfast. Flexibility and work-life balance are at the heart of the company’s culture. The newly enhanced leave policies reflect this ethos, ensuring that parents and family members feel valued and supported during some of life’s most significant moments.
Less than seven years since the company was formed, MayWe is proud to be in a position to reinvest in both the business and its people, demonstrating that positive employment practices can go hand in hand with commercial growth.
JointManaging Director of MayWe, Lois Kennedy said:
“At MayWe, we believe that supporting people through life’s biggest transitions is one of the most meaningful things a small business can do. As a small business, every investment we make has to be thoughtful, deliberate and sustainable, and that includes how we support our people through major life moments. Introducing enhanced maternity, paternity and adoption leave wasn’t something we could implement overnight; it required planning, financial stability and a clear belief that looking after our team is central to how we operate. For smaller organisations, these policies can feel like a stretch, but they are also one of the most meaningful ways to signal trust, care and long-term commitment to the people who make the business possible.”
“Now that we’re able to offer enhanced parental leave, we’re incredibly proud of what it represents. It means our team can grow their families without facing unnecessary financial pressure, and they can return to work feeling valued, supported and ready to thrive. For us, this isn’t just a policy change, it’s a milestone in our journey as an employer. Investing back into our people strengthens our culture, improves retention and ultimately makes MayWe a better place to work for everyone.”
MayWe continues to set an example within the events industry, combining award-winning delivery with a people-first approach that prioritises inclusion, wellbeing and long-term sustainability.
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