What organisations need to know to enhance their paternal leave policy.

Outdated societal views on gendered parenting roles might be on the way out, but the 2023 State of the Nation survey, shows our parental leave system remains behind the times.

63% of Fathers surveyed did not feel mentally ready to return to work when they did.

43% of Fathers who recently took parental leave did not take the full entitlement, citing financial hardship as their reason to retuning to work early.

New research shows that it is still too difficult for many fathers and second parents to be able to afford to take time off when their children are born. This has serious consequences for both parents’ mental health and can hinder a successful return to work.

According to?Pregnant Then Screwed, if the UK wants to reduce the gender pay gap - along with the growing need for mental health services, the government must send a strong signal about the importance of both parents’ role in childcare by boosting statutory leave for second parents.

In the meantime, here are?4 things?you?can do to?make a difference to the future of your employees:

Go beyond statutory

Increasing paid paternity leave to just 6 weeks can reduce the gender pay gap and create greater gender equity. Plus, extending this benefit means that you’re more likely to hold on to talented employees and attract new ones. Consider extending your partners’ leave policy beyond the statutory two weeks’ leave and pay, and reap the longer-term benefits.

Break the stigma

To change the perception that paternity leave is optional or even detrimental to career progression, lead by example. Encourage senior employees to take extended partners’ leave and share their experiences.

Offer returner programs:

Both parents can face challenges when returning to work after a significant period of leave. Designing a returner programme that provides training, coaching, and gradual reintegration into the workplace can help parents to transition back into their roles more smoothly, reducing stress and increasing the likelihood of taking extended partners’ leave.

?Encourage Shared Parental Leave

?Promote the benefits of sharing the load. This not only allows for greater flexibility but also encourages a cultural shift towards shared parenting responsibilities throughout the child’s life. Consider making this more appealing by offering a couple of 'bonus' paid weeks for those who opt for Shared Leave.

Did this help you? Let us know your thoughts about Parental Leave in the comments.

At Atkinson HR we are proud to work with values driven organisations, and our experienced consultants can guide you through creating a successful parental leave strategy.?