The industry must support parents to take paternity leave

We may assume that there is less social stigma attached to paternity leave, because of how short — two weeks — the leave is. But there’s still an issue to be solved here, because not everybody takes paternity leave.

To clarify, statutory paternity leave is a two-week period of leave that can be taken in one- or two-week blocks. It can be taken at any time within the first 52 weeks of the child’s birth. The start and end dates are different if parents adopt.

Despite the short time, there’s still a challenge facing its take-up. In 2023, a YouGov survey commissioned by Pregnant Then Screwed, the Centre for Progressive Policy and Women in Data showed that almost a third of new fathers in the UK took no paternity leave at all in 2023.

The research also suggested that the low rate of statutory pay could be a contributing factor. Currently, statutory paternity pay is £187.18 a week or 90% of average weekly earnings (whichever is lower).

Building on this point, the report’s authors suggested that the UK has fallen behind in this provision, offering one of “the least generous entitlements in Europe”.

Normalising take-up

There are steps that we can take, together as an industry, to encourage more parents to take paternity leave. And it’s vital that we do so.

Reflecting on my own experience of giving birth just over three years ago, I remember the exhaustion — the toll of the birth, the sleep deprivation, the hormonal changes and the general shock at the changes to my life and my body.

Motherhood is wonderful, but those early days and weeks are an overwhelming whirlwind. At times, I didn’t know what had hit me.

My supportive partner was by my side offering much-needed practical and emotional support but, like many, he was only entitled to statutory paternity pay and two weeks off work. As a result, in common with other parents who are eligible for paternity leave, he used his annual leave instead.

We had to rush back to hospital twice during those first two weeks — something that was stressful and worrying. I can’t imagine what that would have been like on my own. Having him around helped with my mental wellness, my ability to recover and to adjust to parenting life.

For the sake of gender equality, we need to encourage paternity leave take-up. When partners take paternity leave, it normalises caregiving responsibilities for both parents, helping to break the stereotype that childcare falls primarily on one parent.

Primary caregivers, often women, are frequently perceived as less committed to their careers due to their responsibilities and the need for more flexibility at times. This perception can slow career progression or even lead to career breaks, often driven by the financial strain of childcare costs.

What’s more, allowing our partners to spend more time with their newborn helps significantly in building strong attachment bonds.

Accessibility and affordability concerns

So why aren’t more people taking paternity leave and what do we do about this?

Accessibility and affordability are both really important here.

There’s already some great work taking place across our industry, with many companies offering enhanced paternity leave — that’s leave that pays an amount more than the statutory figure. At Nabs, we offer up to 12 weeks’ enhanced paternity leave and we’re pleased that parents on the team have taken their full entitlement.

While enhanced leave is always welcome, organisations will have their own parameters around this. Another option available is to allow paternity leave as a day-one right. Currently, the requirement specifies that employees need to have worked for 26 weeks before “earning” paternity leave — something that limits accessibility.

It’s also crucial that we work together to remove any stigma or guilt around taking paternity leave. Make sure there are visible role models, especially senior leaders, who talk about taking paternity leave — this can lead the way for others to do the same.

Networks are a fantastic way to make sure parents get peer support and advocacy in safe settings. The brilliant Dads at Microsoft Advertising is one example — listen to its founders Ben Irons and Joe Dolan talk about the group on The Nabs Podcast.

Increase the paternity leave conversation wherever you can. Include it in manager training, such as Nabs’ Managers’ Mindsets, to help managers have more inclusive conversations where paternity leave and gender parity are promoted and celebrated.

Because when all parents can access the support they need to do well at home and at work, we really have something to celebrate.

Marisa Posadinu is senior support advisor at Nabs