Statutory UK paternity leave remains limited and financially inaccessible for many families. Eligible employees can take one or two weeks of paternity leave, paid at £187.18 per week or 90% of average weekly earnings (whichever is lower). This rate is significantly below the national minimum wage, making it difficult for many fathers to take time off without financial strain.
The government has proposed making paternity leave a day-one right. However, the change does not include any increase in pay. This omission leaves the core issue unresolved.
In response to these shortcomings, the grassroots campaign, The Dad Shift, is calling for a more equitable and inclusive approach to parental leave. On June 11 2025, they are organising a nationwide “Dad’s Strike”, a symbolic day of action. Fathers and co-parents are encouraged to take the day off to highlight the inadequacy of current paternity leave policies.
The Dad’s Strike on June 11 takes place during Men’s Health Week 2025. This event offers a timely opportunity to reflect on how workplace policies affect men’s wellbeing. While the week covers a wide range of health issues, the strike draws attention to the role of parental leave in supporting mental health. In the UK, men account for three-quarters of suicides, and one in eight men experiences a common mental health problem like anxiety or depression.
Research shows that early involvement in caregiving can reduce stress and improve emotional wellbeing for fathers. Yet, with only two weeks of low-paid leave, many must return to work before they’ve had a chance to adjust. This is a missed opportunity for both families and employers.
A new report from the Women and Equalities Committee, published on June 10, 2025, delivers a stark assessment of the UK’s parental leave system. The report concludes that the current framework is “fundamentally flawed,” particularly due to low statutory pay and limited leave for fathers, which discourages uptake and reinforces outdated gender roles.
At just two weeks of paternity leave, the UK lags significantly behind many European countries. For example, Sweden offers 90 days of paid paternity leave, while Spain provides 16 weeks of fully paid leave for both parents.
The Committee urges the government to raise statutory paternity pay to 90% of average earnings for the first six weeks. This change would align it with maternity pay. They also recommend incrementally extending paternity leave to six weeks. Moreover, it should be made accessible to self-employed parents, who are currently excluded from support altogether.
Without bold reform, the UK risks falling further behind in promoting gender equality and supporting modern family life.
Why This Matters for Employers
Employers have a unique opportunity, and responsibility, to lead the way in supporting working fathers.
Here’s how:
- Enhance paternity leave policies – Go beyond the statutory minimum by offering longer and better-paid leave.
- Promote flexible working: Encourage shared caregiving through flexible hours and remote work options.
- Foster a supportive culture: Normalise paternity leave and challenge outdated gender norms in the workplace.
The Business Case for Better Paternity Leave
Investing in paternity leave isn’t just a matter of fairness — it’s a strategic advantage. Forward-thinking employers are recognising that supporting fathers at work leads to measurable business benefits across the board.
Boosted Retention and Reduced Turnover
When employees feel supported in balancing work and family life, they’re more likely to stay. Enhanced paternity leave helps reduce costly turnover, particularly among new parents navigating major life transitions.
Higher Engagement and Productivity
Fathers who are given time to bond with their children return to work more focused, less stressed, and more loyal. This translates into stronger performance and a more engaged workforce.
Progress Toward Gender Equality
Encouraging men to take parental leave helps level the playing field for women. It reduces the “motherhood penalty” and supports a culture where caregiving is a shared responsibility — not a gendered one.
Stronger Employer Brand
Companies that offer inclusive, family-friendly policies are more attractive to top talent. This is especially true for younger generations. They prioritise work-life balance and values-driven employers.
Alignment with ESG and DEI Goals
Enhanced paternity leave supports broader Environmental, Social, and Governance (ESG) and Diversity, Equity, and Inclusion (DEI) commitments. It signals that your organisation is serious about equity and wellbeing.
Looking Ahead
As Men’s Health Week and the Dad’s Strike highlight the challenges faced by working fathers and co-parents, this is a pivotal moment for HR leaders to reflect, and take action. Supporting families in the workplace isn’t just a symbolic gesture; it’s a long-term investment in building inclusive, resilient, and future-ready organisations.
By rethinking parental leave policies, embracing flexibility, and fostering a culture where caregiving is valued regardless of gender, employers can drive meaningful change. A more equitable approach to paternity leave strengthens families, supports employee wellbeing, and helps close persistent gender gaps in the workplace.
If you’d like to find out more about how you can support families in the workplace, contact us today for an initial chat.
References:
https://www.acas.org.uk/paternity-rights-leave-and-pay
https://committees.parliament.uk/publications/48254/documents/252625/default