Paternity leave isn’t just for dads—it helps families, workplaces, and gender equality. When caregiving is shared, everyone wins.
For decades, maternity leave has been the go-to workplace policy when it comes to supporting new parents. And sure, moms need that time—but what about dads? Paternity leave, whether paid or unpaid, is just as crucial. It keeps families strong, helps children thrive, and challenges outdated gender roles. And yet, in too many places, it’s either an afterthought or under threat.
It’s time to talk about why paternity leave isn’t just good for fathers—it’s good for everyone.
So why does paternity leave matter? Well, it's firstly a gender equality issue. We can’t talk about gender equality without talking about caregiving. When fathers take paternity leave, they’re not just bonding with their kids—they’re shifting cultural norms. Studies show that dads who take paternity leave are more involved in childcare long-term, which helps balance domestic responsibilities. This means moms aren’t automatically expected to carry the load, allowing them to return to work sooner if they want to.
Some say it’s better for kids. Want well-adjusted kids? Let their dads take time off. Research consistently shows that babies with actively involved fathers tend to have better emotional, social, and cognitive development. Early bonding sets the tone for future relationships, and when dads are present from the start, children reap the benefits.
And yet, many fathers feel they can’t afford to take time off or fear the professional repercussions. That’s a problem we need to fix.
Paternity leave is good for business, and the evidence is overwhelming. Companies that prioritise parental leave see higher employee satisfaction and lower turnover. When both parents are supported in the workplace, they come back more focused, less stressed, and more productive. And yet, many fathers feel they can’t afford to take time off or fear the professional repercussions. That’s a problem we need to fix.
The global state of paternity leave paints a stark picture. Falling behind, the United States remains one of the only developed countries without a national paid parental leave policy. The Family and Medical Leave Act (FMLA) offers up to 12 weeks off, but it’s unpaid—so for many, it’s simply not an option. Some states, like California and New York, have introduced paid leave programs, but this kind of support shouldn’t depend on your zip code. Groups like Paid Leave for All continue to push for national reform, but change is slow.
There is room for improvement in the UK, where statutory paternity leave is a measly two weeks and the pay is barely enough to cover a grocery bill (£172.48 per week or 90% of earnings, whichever is lower). While the Shared Parental Leave (SPL) system technically allows parents to split up to 50 weeks of leave, uptake remains low, largely because families can’t afford to take it. Organisations like Pregnant Then Screwed and The Fatherhood Institute are working to change that.
Setting the standard (sort of), the EU mandates that member states provide at least 10 days of paid paternity leave, but some countries go well beyond that. Sweden is the gold standard, offering 480 days of paid parental leave—90 of which are reserved for each parent. Finland recently revamped its system, giving nearly seven months of paid leave per parent. Still, not every EU country is keeping pace. In France, for example, economic pressures are threatening paternity leave policies, and campaigners are fighting to protect what’s already in place.
The biggest barrier to paternity leave isn’t just policy—it’s affordability. In countries where paternity leave exists, it’s often so poorly paid that fathers simply can’t afford to take it. In the UK, nearly three-quarters of dads say they’d like to take their full leave but can’t because of financial constraints. In the U.S., many dads don’t even qualify for unpaid FMLA leave due to company size or employment length. It’s a crisis that forces fathers back to work at the exact moment they should be bonding with their newborns.
So why do we need to keep pushing? We know that pressure works - see progressive paternity policy rollouts from companies like Spotify, Facebook, and Microsoft, but government action is still lagging behind. Fixing this means more than just offering leave—it means funding it in a way that makes taking it realistic for all families. If paternity leave exists, it needs to be protected and expanded. If it doesn’t exist, we need to fight for it. Fathers shouldn’t have to choose between being present for their newborns and keeping their jobs. And the responsibility of early childcare shouldn’t default to women just because the system makes it difficult for men to step up.
Advocating for paternity leave isn’t about minimising the challenges women face in the workplace—it’s about making sure everyone gets the support they need. When dads take leave, mums get the option to return to work sooner. When caregiving is seen as a shared responsibility, women are less likely to be penalised professionally for taking time off.
And let’s not forget non-traditional families. Parental leave policies need to be inclusive of all caregivers; single parents, same-sex couples, and any other family structure that doesn’t fit into the outdated "mum stays home, dad goes to work" model. The end goal? A society where all caregivers, regardless of gender or family structure, have the right to be present for their families without sacrificing their careers or financial security. Paternity leave isn’t a perk. It’s not a favour. It’s a fundamental part of what modern workplaces should offer. And it’s time we started treating it that way.
So, what can you do? Support campaigns like Paid Leave for All in the U.S., The Fatherhood Institute in the UK, and UNICEF’s global parental leave advocacy. Contact your representatives. Share your experiences. The more we talk about this, the harder it becomes to ignore.
Comments