The UK’s statutory paternity leave rules have long flown under the radar — but recently, that’s changed.
Following a series of protests across the country, there’s growing pressure on the government and employers to take paternity leave seriously. Campaigners are calling for longer, better-paid leave that genuinely supports fathers and their families. And this time, it seems like people are listening.
At The Small Consultancy, we wanted to see how our own community felt. So, we ran a quick poll on LinkedIn, asking a simple question:
Do you think statutory paternity leave in the UK gives dads enough time to properly support their family?
The results were clear — and damning:
- 67% said: Two weeks isn’t nearly enough
- 33% said: More flexibility is needed
- 0% said: It’s fair for most situations
- 0% said: Depends on the employer
Not one respondent defended the current system. That says a lot about where we are — and where we need to go.
The reality of paternity leave in the UK
Right now, statutory paternity leave in the UK gives eligible fathers up to two weeks of paid leave — at just £172.48 per week, or 90% of average weekly earnings (whichever is lower). It’s one of the least generous packages in Europe.
For many families, this means the father is expected to return to work just days after the birth of a child, often leaving their partner unsupported and themselves overwhelmed. For many dads, the reality is even worse: they simply can’t afford to take the time at all.
And for employers? It’s a missed opportunity to build inclusive, progressive workplaces where all parents feel supported.
Why this matters for culture, equity and business
Too often, conversations around parental leave default to mothers. That matters — but so does what we offer fathers.
When paternity leave is short, inflexible, or financially punishing, the consequences ripple across families and workplaces. Mothers are left carrying the mental and physical load of early parenthood. Fathers miss out on crucial bonding time. And businesses miss a vital chance to support employee wellbeing and gender equity.
More than that, inadequate paternity policies reinforce outdated ideas: that caregiving is “women’s work,” and that men shouldn’t (or can’t) take time away from their jobs to show up at home.
That’s not just out of touch — it’s bad business.
Modern organisations need modern policies. That means parental leave that reflects real family dynamics. Flexibility that supports all kinds of parents. Cultures that empower people to take the time they need without fear or stigma.
What can companies do right now?
You don’t need to wait for legislation to shift. There are clear, actionable steps leaders and people teams can take today:
- Review and expand your leave policies
Go beyond the statutory minimum. Offer longer, better-paid leave for all parents — not just mums. - Normalise taking leave
Make it clear that it’s okay — encouraged, even — for new dads to take full advantage of their leave. This starts with leadership modelling it. - Support flexibility
Parenting doesn’t stop after two weeks. Flexible hours, remote working options, and phased returns can make a massive difference to working parents. - Listen and learn
Gather feedback from your team about what’s working and what’s not. Use it to shape better support systems across the board.
The takeaway
Paternity leave isn’t just a “nice-to-have.” It’s a reflection of your culture, your values, and your priorities.
If we want to build workplaces that work for everyone, we need to challenge outdated norms — and back that up with policy, action, and empathy.
We’re encouraged by the voices speaking up, both on the streets and online. But there’s still a long way to go.
Let’s keep the conversation going.
If you’re rethinking your approach to parental leave, people policy, or workplace inclusion, we’d love to talk.