This week, The Guardian reported that the government has launched a long-overdue review into parental leave in the UK – the first real review in decades. As an employment lawyer and passionate advocate for workplace equity, I say: it’s about time.
Why? Because when it comes to paternity rights, the UK is currently at the bottom of the pile. Fathers in the UK are entitled to just TWO WEEKS of statutory paternity leave, paid at less than half the National Living Wage. It’s also a requirement that fathers need 26 weeks of service before they can even access this.
It’s the WORST in Europe.
What’s the impact?
Let’s be honest – most fathers can’t afford to take it.
According to Pregnant Then Screwed, 1 in 3 dads skip paternity leave altogether.
That figure rises even higher among self-employed fathers and low earners who aren’t eligible at all.
That matters. A lot.
- Mothers end up shouldering the vast majority of childcare, particularly in those critical early months.
- The gender pay gap widens, with women more likely to step back from work or take on lower-paid, flexible roles.
- Mental health suffers, for both parents and children. Fathers miss out on bonding time. Mothers are isolated and overwhelmed.
And yet, this issue is still often framed as a “women’s rights” issue. It’s not. It’s a parenting issue. An economic issue. A business issue.
So what are other #countries doing?
Let’s look at the rest of Europe:
- Sweden offers 480 days of shared leave – with 90 days ringfenced for each parent.
- Spain gives both parents 16 weeks paid leave, at 100% of salary.
- France has extended paternity leave to 28 days, with strong state support.
And here we are in the UK – stuck with a system campaigners say is “one of the worst in the developed world.”
This review is a rare opportunity to modernise our outdated paternity leave!
Campaigners like Joeli Brearley and organisations like Pregnant Then Screwed and The Dad’s Shift are leading calls for change, and at Thrive, we fully support them.
As such, we believe this review must result in:
- A fairer, better-funded paternity leave system
- Eligibility reform for self-employed and lower-income families
- A shift in culture, where dads taking leave is not just accepted but expected
- Support for businesses, especially SMEs, to top up leave and encourage uptake
What can employers do now?
You don’t have to wait for legislation to change to start being part of the solution.
Here’s what we recommend:
- Audit your family leave policies – Are they inclusive? Are dads using them? How do you know this?
- Encourage equal take-up of Shared Parental Leave – and normalise it in your culture.
- Top up statutory leave where you can – or offer enhanced paternity leave across the board.
- Offer coaching or support for returning parents – regardless of gender (we have more to come on this important topic!).
- Be transparent in recruitment and onboarding about your parental leave support.
These aren’t just “nice to haves” – they’re key to building a thriving, diverse, and high-performing workplace.
Let’s make this the turning point.
As I often say: you can’t be serious about equity if you’re only talking about women.
Equity means enabling all parents to participate fully in work and home life. It means removing the financial and cultural barriers that stop dads from stepping up. And it means challenging outdated systems that no longer serve the modern workforce.
The government review is a step forward (a much needed one) but real progress will take all of us to act before legislative change comes (which it inevitably will)!
Want to review your family policies or build a more inclusive parental support strategy?We’d love to help.
Drop us a line at enquiries@thrivelaw.co.uk
