Parental Leave at Budweiser Brewing Group UK&I

AB InBev has introduced an enhanced parental leave policy for its 13,500 colleagues across Europe. The measures, which include increases to leave allowances for primary and secondary caregivers, are an important step in the company’s wider commitment to create a more diverse and inclusive workplace​.

Effective starting from November 2021, all primary caregivers will see paid leave increase from 16 to 26 weeks. Paid leave for secondary caregivers will increase from 2 to 4 weeks. The new leave allowances will represent European minimums, with the potential to be increased on a market-by-market basis.

To help returning parents stay connected and offer more flexibility when transitioning back to work, AB InBev is also introducing an enhanced ‘Return to Work’ program which offers a special ramp-on period (8 weeks) for employees, including 100% of payment for 75% of working time, to better adapt in the new life experience.

Jason Warner, Zone President Europe, AB InBev said: “As a company that is committed to diversity and inclusion, we believe we have not only a responsibility but an opportunity to really support our colleagues through important life events. We understand that becoming a parent – whichever route the journey takes – is an incredibly exciting but sometimes overwhelming time. It’s immensely important to us that all families feel supported throughout this experience.

“Our people are our biggest strength, and we will continue to work hard to drive meaningful change and make a positive impact across our workforce and the wider industry.

“The new measures were implemented after extensive benchmarking and listening sessions with employees as well as their managers. We really hope the changes give new parents the time they need to build that crucial bond with their children before coming back to work.”

The extended policy represents an important part of AB InBev’s wider Diversity & Inclusion commitments: to become a more inclusive workplace, to work towards gender parity, to improve work-life balance and to strengthen the partnership between the company and its employees.

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