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Staying involved. Minimizing stress. Reaping the rewards of dedication, motivation and productivity.

Supporting families improves loyalty and performance. These are essential in an environment where our success depends entirely on our people. PwC believes you can be fully committed to your family while having a rewarding career.

Planning your family

The decision to start a family is often accompanied by concerns about timing, finances, career, health and a long-term commitment to care for and support another human being.

PwC believes you can be a great parent and a great professional. Our programs, benefits and supportive culture are designed with that belief in mind.

  • Planning for an addition to your family
    Consultants with our employee assistance program can provide a one-stop resource for information on a birth or adoption. This includes information about local doctors, financial professionals, adoption agencies and day care providers. At PwC we strive to be the kind of place where as parents you have the flexibility and resources you need to manage your responsibilities. So we put all of our family related "resources" together in a booklet - The Prepared Parent. In addition to our benefits and programs, we included practical advice based on interviews with our partners and staff about how our PwC parents managed their transitions back to work after having a baby.
  • Parental leave
    All PwC parents (birth, adoptive or foster) are eligible for up to six weeks of fully paid leave (in addition to any short-term disability benefits - typically six to eight weeks). Parents who have more than one child at a time get an additional two paid weeks off.
  • Adoption financial reimbursement
    Similar to primary care parents who have taken maternity disability leave for the birth of a new child, PwC provides up to six weeks paid time off after the adoption placement of a child (or eight weeks in the event of multiple children adopted on the same date). The program complements other benefit plans and programs offered by PwC, including the adoption assistance reimbursement program for financial assistance with up to $6000 of eligible adoption expenses and the parental leave benefit.

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Coming back to work

Coming back to work after a long leave is likely to take more than a brief period of adjustment. That's why our new Parental Leave benefit allows new parents (both men and women) to transition back to a part-time schedule for the first few weeks, if they feel it will help them. We also provide our professionals with parenting and childcare programs designed to take the stress out of returning to work. They include:

  • Emergency backup childcare reimbursement program 
    The Just-In-CaseTM program helps our staff plan ahead and get reimbursement for the cost of emergency backup care for children, older relatives, and dependent adults. The program is designed to assist staff in managing backup care needs so they don't have to miss time from work. Staff receive reimbursement for up to $1000 of backup care costs per year when their typical child care or elder care falls through.
  • Mentor Moms 
    Our Mentor Moms program is designed to connect new mothers or mothers-to-be with another PwC mom who has already experienced juggling motherhood and career at the Firm. The goal is to provide newer mothers with a connection to someone who can provide guidance, insights, or just a sounding board as they make important decisions about their career. Each new mom who participates is paired with a mentor, who then offers support and guidance over a period of 18 months.
  • Mom's nursing program 
    This award-winning program provides support for new mothers who wish to continue to breastfeed after returning to work. It is available to all women as well as PwC spouses and domestic partners. The program provides discounted breastfeeding equipment and supplies and relevant prenatal information and counseling.
  • Mothers' rooms 
    Most large offices have set aside rooms for nursing moms to pump to help facilitate their transition back to work.
  • Full Circle program 
    This unpaid, voluntary arrangement is designed for high-performing PwC professionals who are separating from the Firm to devote themselves to full-time care giving. The program allows participants-for a period of up to five years-to stay connected with their PwC colleagues, by providing them with a "coach" while they are gone. It also allows them to take advantage of the numerous available Firm resources, such as certain training and events.
  • Dependent care flexible spending account 
    A Dependent Care Flexible Spending Account allows our staff to set aside pretax dollars to pay for dependent care for qualified family members. The account can be used for daycare, education or elder care.
  • Backup childcare centers
    PwC has contracted with Emergency Childcare Backup Centers at over 250 centers in the US where partners and staff can take their child if regular childcare service is not available that day.
  • Family and individual sick days
    Not only can our staff use sick days for their own illness, they can also use unlimited sick days to care for their sick child, parent our spouse/domestic partner.
  • Disability Caregivers Network (DCN)
    A network for all PwC professionals seeking to promote an inclusive work environment for caregivers of individuals with special needs or disabilities. We provide resources for caregivers as well as create a culture of awareness by informing our people about the needs of individuals with disabilities.
  • Helping parents find the right nanny
    Our Premium Nanny Service assists all staff through the entire process of finding and hiring an in-home caregiver—free of charge. Through a one-on-one customized process, the program helps staff understand their in-home options, conduct a self search or work with an agency, define family requirements and needs, attract candidates by writing and placing ads, and interview candidates, whether recruiting their own or working with an agency.

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