Addleshaw Goddard and Linklaters have published details of their parental leave and pay policies on their websites for the first time, in support of a campaign to help tackle discrimination against new parents and pregnant women in workplaces.

MP Jo Swinson's campaign – which launched today – aims to make policies public so people will no longer have to ask for parental leave and pay policies when they apply for a job, and be potentially discriminated against. The campaign calls for all companies employing more than 250 people to join the movement.

Other companies publishing their policies in support of the campaign include Accenture, Deloitte, Direct Line Group, KPMG, EY, PwC, RBS, and Santander.

Addleshaws offers enhanced maternity pay of 20 weeks at full pay and enhanced paternity pay of two weeks at full pay. If qualified for shared parental leave, a co-parent can have 20 weeks at full pay.

Linklaters, meanwhile, offers 52 weeks maternity or adoption leave, enhanced maternity/adoption pay of 26 weeks full pay, and 13 weeks at set government statutory rate. It also offers two weeks' enhanced paternity at full pay. For shared parental leave, it offers enhanced shared parental pay of 26 weeks' full pay and 13 weeks at set government statutory rate.

Addleshaw Goddard head of talent and learning Mary Peterson described the move as a "no-brainer", telling Legal Week: "The world of work is changing and people have different expectations nowadays. It's not just salary but wider benefits that attract people to an organisation. In particular, they want more flexibility so that they can better balance the pressures of their work and life.

"When applying for a job, a lot of people wouldn't feel comfortable asking about these policies because they are worried about how the employers might perceive that, and are worried about discrimination. Putting it in the public domain is just about greater transparency."

Linklaters HR director Chris Lynch said: "Supporting this campaign aligns with our aim to create a diverse and inclusive culture which helps all our people thrive professionally and personally. To ensure we continue to attract and retain talent, and that our policies reflect changing family dynamics, we are reviewing our current offering in the UK and across our global network."

Firms have been under pressure to improve working conditions for women lately, with some attempting to improve female representation in their senior lawyer ranks through a range of initiatives.

Allen & Overy has made a number of pushes recently, including expanding its reverse mentoring scheme and a pilot launch of a remote working hub in Vauxhall, as part of a renewed push to boost gender diversity at the firm.