Molson Coors, the world’s fourth-largest brewer, employs over 2,500 people and operates in around 100 countries, bringing a rich legacy of brewing excellence to markets across the globe.
The problem
Molson Coors identified a significant gap in their maternity and paternity policies through feedback gathered from their gender employee network. Employees voiced concerns about the limited support provided to parents, highlighting inequities and barriers that hindered inclusivity and flexibility. This insight prompted the organisation to act and address these shortcomings in a meaningful and comprehensive way.
The solution
Driven by employee input through its diversity, equity, and inclusion (DEI) structure, Molson Coors developed and implemented a progressive and inclusive parental leave policy. The cornerstone of this policy is the flexible equal parent leave framework, designed to support all parents equitably, regardless of gender.
Key features include:
- Up to 52 weeks of leave with 26 weeks fully paid.
- Phased return options to ease the transition back to work.
- Paid keeping-in-touch days to help parents stay connected.
- Additional neonatal care support for families with special requirements.
Alongside the parent leave policy, a new fertility framework was introduced to provide targeted support for employees navigating fertility treatments and challenges. To ensure these policies’ effective implementation and long-term sustainability, Molson Coors established a manager community, equipped HR business partners with necessary briefings, and integrated continuous feedback mechanisms via the DEI council and employee networks.
The results
The introduction of these progressive working practices has been met with widespread approval from employees, driving higher levels of engagement and strengthening Molson Coors’ reputation as an inclusive employer. Early indicators suggest increased internal mobility and external recognition of the organisation’s forward-thinking approach.
While formal evaluations through surveys and reviews are forthcoming, the positive reception to these changes highlights their effectiveness in addressing employee needs. By embedding inclusivity at its core and ensuring ongoing dialogues through structured feedback channels, Molson Coors has set a benchmark for sustainable, employee-driven innovation in workplace policies.
This initiative exemplifies how organisations can listen to their employees and create meaningful change, positioning Molson Coors as a leader in progressive working practices.
The information contained within this resource was accurate at the time of its publication. This article was created in April 2025.