Smarter Parenthood Support for Modern Workforces.

A specialist provider of parenthood support, built for the moments your policies don’t cover and your managers aren’t trained for.

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Built for UK employer compliance.

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of parents say parenthood support improves productivity.

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Professional partners across parenthood support services.

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TRUST
Trusted by employers navigating complex parenthood cases.
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Why parenthood support has become a hidden risk for employers.

Most organisations rely on statutory leave, written policies, and individual manager judgement to support their teams. When real-life situations fall outside those policies, such as infertility, loss, neonatal care, or ongoing caregiving, decisions become inconsistent and reactive.

Capital Parent provides a gender neutral support system that ensures every employee receives fair, consistent support while employers maintain clarity, compliance and cost control.
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‍47 % of employees dissatisfied with parenthood support leave within one year of returning to work, and 93 % of working parents say it influences their employment choices. Our structured system prevents these departures by delivering the support your employees need.

Our Approach

Capital Parent gives employers a single, structured parenthood benefit and employee community hub. We deliver defined financial support and specialist guidance across all stages of the parenthood journey: pre‑parenthood, pregnancy and care, SEN/neonatal care, return to work and ongoing caregiving.

How The Model Works
About Linkrow

Our Model

Each stage is governed through a single employer platform, ensuring consistency, cost control, and expert support without ad-hoc decision-making.

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Pre-Parenthood

Early support for employees planning to start or grow a family, including fertility, adoption, and early guidance, before challenges escalate.

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Pregnancy & Care

Structured support throughout pregnancy and early care, including enhanced pay periods, wellbeing check-ins, and expert guidance.

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Additional & Complex Needs

Specialist support for loss, neonatal care, adult caregiving and SEN parenting delivered with consistency, sensitivity, and structure.

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Return to Work

Ongoing check-ins and tailored support to help employees transition back to work sustainably and remain engaged long-term.

For Employers

How employers manage parenthood events with Capital Parent.

Capital Parent support runs continuously in the background, giving employees access to help when they need it while providing employers with clarity, visibility, and control without additional operational burden.

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Readiness and Workforce Insight

Employers typically start with a short readiness call. During this call, we understand your workforce, confirm eligibility, and agree how parenthood support would be applied across your organisation.
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For employers who are unsure whether structured parenthood support is needed yet, we offer a workforce culture test. This assesses how supported parents currently feel, where gaps exist, and whether additional structure would add value.
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Following either route, we configure your account, eligibility rules, and support structure so everything is in place before any employee needs support.

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Ongoing Support & Event-Based Management

Employees have ongoing access to Capital Parent support, including the parenthood community and specialist experts, without needing a specific parenthood event. This allows parents to seek guidance and reassurance early, before issues escalate.
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When a parenthood event does occur, such as fertility treatment, pregnancy, loss, neonatal care, caregiving, or preparing to return to work, employees notify Capital Parent directly through the platform. We then manage the additional support linked to that event, including structured financial support where applicable, specialist intervention, and ongoing case coordination.

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Employer Visibility & Ongoing Review

Employers have visibility of active cases, spend, and outcomes through the Partner Portal, allowing HR teams to understand what is happening without being pulled into sensitive situations or breaching confidentiality. Regular reviews highlight trends, emerging risks, and opportunities to strengthen retention and workforce stability over time.

Not sure if this is right for your organisation?

Discover where you stand before you decide. Our no‑commitment workforce culture test reveals your current level of support, risk exposure and readiness for  structured parenthood support with Capital Parent.

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Neonatal Leave and Pay Act compliance, built in.

UK employers are now legally required to provide neonatal leave and pay under the Neonatal Leave and Pay Act 2025. With around 100,000 babies admitted to neonatal care each year, this is not an edge case for employers, it is a real and growing workforce risk.
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Capital Parent manages neonatal leave and pay compliance as part of its core support offering. We handle eligibility, enhanced neonatal pay, payroll processing, and HMRC reporting, so you don't have to.
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Beyond compliance, families also have access to our NICU Specialist Community, providing expert guidance and practical support throughout their child’s hospital journey, without placing additional responsibility on managers or HR teams.
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This ensures your organisation remains compliant, consistent, and supportive when it matters most, while protecting retention, reputation, and regulatory confidence.

Neonatal leave and pay compliance managed end-to-end, including payroll, PAYE, and HMRC reporting.

Structured neonatal support for families, combining predictable enhanced pay with access to NICU specialists.

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What employers say

Early conversations with organisations navigating parenthood in the workplace.

“We wanted to make sure women felt genuinely supported through parenthood, but I was also conscious that paternity leave uptake was low and that this was reinforcing an imbalance we didn’t feel comfortable with. This was the only option I came across that made sense from a people perspective and as a business case.”

HR Advisor
IT and Accounting Company

“As a charity, we care deeply about our people, including staff who are parents and carers at the same time. What surprised us was how valuable the sense of community became, it went much further than we expected, especially for those supporting others while managing parenthood themselves.”

Chief of People
UK Health Charity

“We were losing staff month after month, and when we looked at it, most of the reasons came back to lifestyle pressures, with parenthood  at the centre. It wasn’t one big issue, it was lots of smaller moments where people felt unsupported. Having a clearer structure helped us stop reacting and start addressing the root of the problem properly.”

HR Director
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