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How do firms think about bonus in years women have maternity leave? Do they make you “whole”? Or do they keep averaging lower revenue delivery into your comp,bonuses and review?

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I can’t speak for everyone but in my experience the large ones do not use it against you. Meaning that time is just ignored and your performance and comp are calculated on the time available and “extended” through the year.

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This is ridiculous. Bonus should be based on performance for the time the person was working. They shouldn’t take a hit for having a family.

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Agree it shouldn’t work this way, but from experience, it definitely happens. I took 3 mat leaves (not at KPMG) and in each year of leave, I received no VC, despite exceeding metrics on an adjusted basis and having high performance ratings. In non-mat leave years i did receive bonuses above target generally. And perhaps the most aggravating part was they expected me to be grateful that they even saved my spot on client service teams, etc. It’s the reason I left that other firm.

Same view as Partner 1... I have compensated as if no leave. It may be harder at smaller organizations but nickel and diming isn’t something we do and would be against our expressed goals / shoot ourselves in the foot re attracting and retaining senior female leadership. Making sure this doesn’t bleed in to some qualitative score is something we look at in various ways and can be hard to observe and police without vigilance.

Different for Partner vs consultant Comp. For consultants it should be protected for partners it’s anyway based on what you bring or what you do. So you naturally take a hit.

Depending on which country you’re in - your time off isn’t counted against you if you manage to hit your targets before you go; you get the full amount (total comp) if you have worked more than 75% of the financial year. The maternity leave isn’t counted as part of your time off unless you take additional time off. In my case - I had 16 weeks mandatory maternity leave and took an additional 2 months off and came back at 80%. Base salary is pro-rata to 80% but will still be considered as 100% in terms of sales credits, etc.

It’s protected by policy at our firm.

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