Share this Article
The Millennial Dad now spends over three times more time with his kids than the dads of the 1960s. It sounds like wonderful news for everyone involved (as lots of mums would probably agree). But have modern-day working practices evolved alongside modern-day dads?
Let’s dive into the stats around working fathers. Find out what your rights are if you’re trying to find work/life balance as a new parent. Plus, what companies can and should be doing to support their employed dads.
Working Dads: The Statistics
Under current UK law, dads can take one or two weeks off after having a baby. During this time, employers only have to pay Statutory Paternity Pay (SPP). That’s £187.18 per week, or 90% of average weekly earnings — depending on which is lower. In contrast, women are entitled to 52 weeks off work, with Statutory Maternity Pay (SMP) paid up to 39 weeks. Women get 90% of their pay for the first six weeks, before dropping down to the same rate as SPP for the rest of their maternity leave.
Things don’t get much better as children get older, either. The law gives dads 18 weeks of parental leave per child, up until their child is 18. But during that time off, employers have no obligation to pay them.
Which is all to say that the law has by no means been updated to reflect the living realities of modern UK families. Women are disproportionately expected to stay at home, and men aren’t granted that all-important time with their little ones.
This out-of-date view of women as caregivers and men as workers means that dads often don’t even get the fair treatment they’re legally entitled to. One TUC report showed that dads in lower-income households simply can’t afford the loss of earnings that come with taking paternity leave. In households with annual incomes of over £60K, 9 in 10 (86%) of dads were able to take statutory paternity leave. In households earning just £25K, that number drops to 65%. When you take self-employed workers or new starters into account, 20% of UK fathers aren’t eligible for paternity leave at all.
Dads: Know Your Rights
The good news is that SPP is only the minimum that companies must pay you for paternity leave. You should be able to get a better deal as a working dad. Here are some important rights to be aware of:
- Leave for adoption or antenatal appointments: Although it’s unpaid, expecting dads can legally take time off for adoption or antenatal appointments, too. You get up to six-and-a-half hours per appointment.
- Fair treatment: When you take paternity leave, employers must protect you against dismissal, discrimination, or any detrimental treatment. That includes reductions in hours or being overlooked for promotions just because you’re a dad.
- Enhanced paternity leave: These days, the best employers should offer enhanced paternity leave as part of their benefits package. If you think you’re going to become a dad during your time working with a company, it’s important to get the terms baked into your contract ASAP.
- Shared parental leave: Birth parents, adopters, and parents using a surrogate can all share parental leave. This is when two caregivers split 50 weeks of leave and 37 weeks of pay between them (instead of the mother taking full maternity leave). It’s not perfect; the statutory pay is still low, and there are some other eligibility criteria to meet, but it does provide a bit more balance for parents.
How Can Companies Accommodate Working Dads?
With statutory rights setting such a low bar, it’s really up to companies to make the changes needed to allow dads to be more hands-on. If you want to attract and retain top talent, here’s what to do:
- Provide fair parental leave: Contractual, paid paternity leave can be a big draw for modern workers. It shows that you value your employees enough to offer more than just the bare minimum. Matching parental leave benefits helps to put an end to stigma for both dads and mums.
- Encourage flexible working: Flexibility makes it much easier for dads to balance their work and home lives. Offer adjustable working hours and work-from-home options. Switch your company culture to value results over mere time put in.
- Consider childcare: Women are more likely to be asked about childcare considerations when it comes to work trips or overtime. Meanwhile, men are assumed to be available. Show dads the same understanding, to normalise the idea that men are caregivers too.
- Be an inclusive workplace: Train managers to give equal support to male and female parents in the workplace. Make sure information about parenting networks and resources isn’t only tailored towards or offered to female employees.
From One Dad to Another…
As a father who’s recently taken long-term paternity leave myself, I understand more than most what it means to be a working dad. If you’re a company wanting to learn more about what you can offer parents in order to recruit the best candidates, or you’re looking to move into a job that lets you balance your career with those essential Bluey streaming marathons, let’s talk.
Share this Article
