In today’s conversations about work-life balance, the focus often falls on mothers, highlighting the challenges they face in juggling careers and family. Yet working dads encounter equally significant pressures. Many men want to be actively involved in early parenthood, but both cultural and structural barriers often stand in their way. One of the most persistent obstacles is the stigma surrounding fathers taking time away from work.
Even in progressive workplaces, men worry that requesting paternity leave, flexible hours, or a temporary reduced workload may be seen as a lack of commitment or a threat to their career progression.
In the UK, Statutory Paternity Leave and Pay provides some legal protection for eligible fathers and partners. Employees who have worked for their employer for at least 26 weeks by the 15th week before the expected birth date can take one or two consecutive weeks of paid leave following the birth or adoption of a child. Statutory Paternity Pay is £187.18 per week or 90% of the employee’s average weekly earnings, whichever is lower.
While this ensures fathers can technically take leave, the reality is often less supportive. One or two weeks is rarely enough to meaningfully participate in childcare during a critical bonding period. As a result, many fathers return to work early or forgo leave entirely, suggesting the urgent need for both stronger policies and a cultural shift within workplaces.
Fathers face subtle but powerful pressures. Research by Working Families in the UK shows that over half of UK dads feel nervous about requesting time off. In addition, 24% worry about burdening colleagues, 22% fear negative perceptions from managers, 21% report their leave requests are questioned regarding urgency, and 20% worry about potential impacts on performance evaluations. Managers’ questioning and workplace jokes reinforce traditional gender norms, making the challenge as psychological and social as it is logistical. The figures highlight how workplace culture can actively discourage fathers from fully engaging in caregiving
Employers can break barriers by modelling family-friendly behaviour, clearly communicating leave policies, and training managers to handle requests fairly. Flexible schedules, hybrid work, and mentorship programs help fathers balance work and family, while recognising those who take leave reduces stigma and normalises participation.
UK companies like Aviva, Diageo, and Spotify are setting benchmarks in equal parental leave. Aviva offers 26 weeks of fully paid leave for all parents, regardless of gender, while Diageo provides 26 weeks of paid maternity and paternity leave. Spotify also offers equal parental leave policies, demonstrating how policy can drive cultural change. These initiatives support a balanced family life by allowing fathers to attend school events, participate in daily routines, and be present for medical appointments.
Policies alone are insufficient without a supportive workplace culture. Leaders who openly model family-friendly behaviours normalise paternal involvement, while HR teams can strengthen inclusion through training, mentorship, and clear communication about leave and flexible working options. Celebrating fathers who take advantage of these benefits further reduces stigma and encourages wider adoption across teams.
Supporting working dads is not just beneficial for fathers, it benefits families and organisations alike. Employees feel valued, boosting retention and loyalty, while fathers can focus on work without undue stress, increasing engagement and productivity. Shared caregiving responsibilities promote gender equality, helping mothers maintain career continuity and reducing leadership gaps. Families also reap the rewards, with children enjoying meaningful involvement from both parents during formative years.
When organisations invest in policies, culture, and practices that support fathers, the result is a win-win scenario. Fathers feel empowered, families thrive, and companies benefit from a motivated, loyal, and engaged workforce. By addressing stigma, offering enhanced leave, embedding flexible work arrangements, and cultivating a supportive culture, workplaces can ensure that working dads and their families truly flourish.
To find out more information or to discuss how to better support working dads in your business, please get in contact with our team of experts.
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