TALiNT Partners Insights provides invaluable information that enables businesses to make informed, strategic decisions.
Our curated insights are your tools for problem-solving, fostering growth, and achieving success within talent acquisition and staffing.

Paternity Leave header image

Paternity Leave in the UK: Progress, challenges, and the road ahead

Exploring the importance of paternity leave in promoting gender equality and supporting family well-being in the UK.

Content Insights

It allows both parents to bond with their child, supports the mother’s return to work.
The UK government is set to introduce changes to the Statutory Paternity Leave (SPL) regulations from April 2024.
Maternity is no longer the sole focus.

In recent years, the conversation around parental leave has evolved significantly. Maternity is no longer the sole focus, with paternity leave gaining equal importance. This shift is crucial in the promotion of gender equality in the workplace and in supporting the well-being of families. As societal norms continue to change, there is a growing recognition that both parents should bond with their newborns and share the responsibilities of childcare. 

This evolution in thinking isn’t just about fairness; it’s about creating a more balanced and supportive environment for all employees. By encouraging fathers to take paternity leave, we can help dismantle outdated gender roles and ensure that everyone has the chance to thrive both at home and in their careers. This progressive approach to parental leave will be essential for fostering a more inclusive and equitable society. 

Current state of parental leave in the UK 

The UK has made notable progress in recognising the importance of parental leave. According to Ken Brotherston, Chief Executive at TALiNT Partners and thought leader in the TA and recruitment space, “The UK has made some great progress in recognising the importance of parental leave rather than just ‘maternity’ leave. Shared parental leave is hugely important in helping women get back into work without feeling they have fallen behind, or worse, dropping out of the workforce altogether.” 

Despite these advancements, the UK’s statutory paternity leave offer remains among the least generous in Europe. Fathers are entitled to just one or two weeks of statutory paternity leave, with pay capped at £184.03 per week or 90% of their average weekly earnings, whichever is lower. This limited provision often forces fathers back to work prematurely, reinforcing traditional gender roles and contributing to the gender pay gap. 

Benefits of shared parental leave 

Shared parental leave offers numerous benefits. It allows both parents to bond with their child, supports the mother’s return to work, and promotes a more balanced distribution of childcare responsibilities. This can lead to a more equitable workplace and help reduce the gender pay gap. 

Ken notes, “There has been a big shift in how this is perceived – especially by men!”  

Larger companies have developed generous parental leave policies to encourage men to take time off, reflecting a significant cultural shift. 

Challenges for smaller businesses 

However, the implementation of extended parental leave is not without its challenges. Smaller businesses often struggle with the financial burden and the difficulty of finding suitable cover. As Ken points out, “The challenge is the affordability of extended parental leave in smaller businesses. They often neither have the financial capacity to absorb these costs nor the ability to find appropriate cover.”  

Looking forward: Changes on the horizon? 

The UK government is set to introduce changes to the Statutory Paternity Leave (SPL) regulations from April 2024. These changes aim to provide greater flexibility for employed fathers and partners, allowing them to split their leave into two separate weeks and take this time at any point during the first year after the child’s birth. This adjustment is part of a broader effort to modernize paternity leave and better support working families. 

Moving forward 

To address these challenges, there needs to be a concerted effort from both the government and larger corporations to support smaller businesses. This could include financial incentives, subsidies, or shared resources to help them manage the costs and logistics of extended parental leave. Overall, the increased importance of paternity leave, aligning with maternity leave, is a positive step towards gender equality and family well-being. While larger companies are leading the way, it is essential to find solutions that make extended parental leave feasible for businesses of all sizes. 

Share