The following article is based on a discussion with
Ian Dinwiddy
hosted by
Future Men
through Agenda:Dad. To see the full video, please click here.
The recent decision by the government not to extend paternity leave to six weeks at 90% pay has sparked debate, pushing Shared Parental Leave (SPL) as the primary option for fathers seeking extended time with their children. But is SPL the panacea it's made out to be?
What is Shared Parental Leave?
Shared Parental Leave allows parents to share up to 50 weeks of leave and 37 weeks of pay between them after the birth of their child. However, the statutory pay is only ￡172.48 a week, or 90% of average earnings, whichever is lower.
The Reality of SPL Uptake
- Low uptake: Despite its potential, SPL uptake remains modest. HMRC data shows that the number of individuals in receipt of shared parental pay rose from 6,200 in 2015-16 to 13,000, but this still represents a small fraction of eligible couples. Some data indicates between 2% and 5% of eligible couples take shared parental leave.
- Who uses SPL? Those more likely to use SPL are older, white, highly qualified individuals in larger organisations with higher incomes and progressive gender role attitudes. This indicates SPL is not accessible to many.
- Complexity: SPL is complex, requiring careful planning and coordination between both parents and their employers. The need to transfer leave between parents, often from mother to father, can create social challenges and discomfort for men in the workplace.
- Financial Disincentives: Statutory pay rates are a significant barrier. Many families cannot afford the financial hit that comes with taking SPL at the statutory rate.
- Workplace Culture: A supportive line manager and organisational culture are crucial. Fear of negative impacts on career prospects can deter men from taking SPL, even when policies are in place.
- Lack of Awareness and Promotion: Many fathers are unaware of SPL or its potential benefits. Companies often don't promote the opportunity internally.
The Case for Enhanced Paternity Leave
- Improved Outcomes: Research indicates that paternity leave improves postnatal depression outcomes for fathers. Early caregiving and frequent contact with children have behavioural benefits.
- Challenging Gender Norms: SPL can help break the narrative that men are not interested in caregiving. It allows men to learn skills and challenge the notion that "mother knows best".
- Workplace Benefits: Companies with enhanced parental leave policies often see improved employee attraction and retention.
- Equalised, well-paid leave: The "gold standard" is equalised, fully paid leave for 26 weeks, regardless of how one becomes a parent.
- Increased statutory paternity leave: Increasing statutory paternity leave makes it more affordable for parents and puts pressure on organisations to enhance their offerings.
- Support for the self-employed: A significant gap exists for self-employed parents, who are not entitled to any leave or pay.
- Promote the opportunities internally: Promoting the opportunity within organisations so that it's on men's radar when they need to think about it.
The current system isn't working for many families. It's time to campaign for policies that provide genuine support for all parents, promote gender equality, and recognise the importance of fathers' involvement in early childcare.
Let's start a conversation. What changes would you like to see in UK parental leave policies?
#PaternityLeave #SharedParentalLeave #ParentalRights #Equality #FutureofWork #Fatherhood #UKPolitics #WorkingParents
