Reforming UK Paternity Leave: Six Weeks for Dads

A renewed push for reforming the UK’s paternity-leave system is gathering pace, led by researchers from the University of Bath and supported by the Fatherhood Institute’s “6 Weeks for Dads” campaign.

This growing movement calls for bold, evidence-based change to create a fairer and more functional approach to family leave—one that supports fathers, benefits families, and aligns with modern workplace realities.

Why Change Is Needed

Shared Parental Leave (SPL), introduced in the UK in April 2014, was intended to promote flexibility and gender equality in childcare. Yet recent studies show the policy has underperformed:

• Research by the University of Bath and Cardiff economists found that SPL had no measurable impact on fathers’ participation in leave or its duration.
• Analysis of 40,000 households revealed minimal uptake by fathers, reinforcing traditional caregiving roles.
• Just 5% of eligible fathers use SPL, with barriers including poor statutory pay, complex rules, and rigid eligibility criteria.

This lack of engagement has broader implications—not only for families but also for workplace equality and retention.

What the International Evidence Shows

Comparative research from Quebec, Sweden, and Iceland demonstrates that when fathers are offered dedicated, well-paid parental leave, several transformative effects follow:

• More equitable sharing of care responsibilities between parents
• Earlier return to work for mothers.
• Sustained gains in gender equality both at home and in the workplace

These global case studies offer a blueprint for UK policymakers aiming to modernise the system and unlock shared parental responsibility.

What the University of Bath & Fatherhood Institute Propose

In response, the University of Bath’s Institute for Policy Research (IPR) and the Fatherhood Institute recommend:

• A statutory right to six weeks of flexible leave for fathers and partners,
• Paid at 90% of average weekly earnings,
• Capped at £1,200 per week,
• Available from day one of employment, removing current eligibility barriers
• To be taken within the child’s first year.

Other key proposals include:

• Aligning paternity and SPL policies to reduce complexity and create a more coherent leave structure.
• Introducing solo leave entitlements for fathers to challenge outdated norms and drive cultural change.

Why It Matters for Employers

The proposed changes are not just about policy—they represent a clear business case:

• Improved staff retention: Employees are more likely to stay when supported through key life events.
• Enhanced well-being: Early bonding and reduced pressure support better mental health outcomes.
• Higher productivity: Happier, supported employees are more engaged and loyal.

HR professionals should begin to think proactively about how to integrate more inclusive parental leave models into workplace planning.

What Might Change Soon

With a government review of parental leave anticipated in July, these proposals are both timely and highly actionable. The UK has a significant opportunity to move from a “minimum standards” model to a progressive framework that matches international best practice.

What HR Teams Can Do Now

• Audit current policies to assess eligibility, pay levels, and messaging around paternity leave.
• Prepare for reform by exploring flexible leave models and budgeting for enhanced pay.
• Train managers to support men taking leave without stigma or career penalty.
• Communicate benefits clearly, ensuring all staff understand entitlements and cultural expectations.

Conclusion

With robust evidence, growing public support, and a clear economic case, the time is right to rethink the UK’s paternity leave system. Reforming eligibility rules, enhancing pay, and granting dedicated leave for fathers would bring the UK closer to global standards, creating a more inclusive and modern approach to work and family life.

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