Please be aware of ongoing challenges within the organization. Frequent and abrupt terminations have not only affected employee morale but have also impacted client relationships and trust. This pattern of instability raises valid concerns.
Parental leave, in particular, appears to be a sensitive issue. Employees who take maternity or paternity leave may face different forms of retaliation upon return — including unrealistic expectations to meet full performance metrics immediately. In some cases, if billable work is limited, individuals may be placed on Performance Improvement Plans (PIPs), leading to eventual exits.
One notable example involved a Partner in the Manhattan office who, after taking parental leave and moving to a reduced workload to support the firm, ultimately left to join a Big 4 firm at a Director level — a step down in title but a step up in terms of supportive, family-friendly policies. More recently, another team member who informed the company of her upcoming maternity leave was terminated without clear justification.
These actions are deeply disappointing and suggest a need for greater transparency and accountability. It would be helpful if the firm publicly shared retention data — for example, through the Global Reporting Initiative metric — showing how many employees remain with the company a year after taking parental leave.
Treating people fairly and with respect should never be up for compromise.
