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From conversations I’ve had at my firm (amlaw 100), it seems to be based on the market,
much like other benefits. Knowing they can lose talent to a competitor because the competitor offers a better leave plan puts pressure on firms to implement similar leave packages. I would do some research on similarly situated firms in your market. If that information isn’t available, I think chambers or vault compiled a chart that includes the parental leave of the amlaw 100 firms, I would use that to start building an argument as to why your firm should try to be competitive with those firms.
Thanks, but I don’t know if that would be really comparable. We only have 7 attorneys, so pretty small compared to amlaw 100.