As both a parent and an MP, I strongly believe that improving paternity leave and pay benefits not just fathers, but mothers, children, employers, and our broader economy.
Currently, the UK has the worst paternity leave and pay in Europe, and among the worst in the OECD. Fathers in the UK have only two weeks of leave at a low pay rate of £184 a week. This is less than half the National Living Wage; and on top of this 20% of working fathers are not even eligible.
The statistics are alarming. In 2023, 605,000 babies were born in the UK, yet only 195,000 dads received statutory paternity pay. That’s less than one father for every three children.
Research tells us that 62% of men would take more leave if pay rates were higher. Parents should not have to choose between supporting their families financially and being present for their newborns during those critical early weeks.
The new Labour Government has put the fight for workers right at the forefront of its agenda. The Employment Rights Bill, which had overwhelming support at its Second Reading recently, is a huge step forward in expanding paternity rights – but there is more to be done.
As a father myself, I believe the reasons for extending paternity leave are far greater than better pay.
The length of paternity leave affects fathers’ mental health, family relationships, and mothers’ careers. In situations like co-parenting the current laws don’t reflect this shift. Both parents should be able to bond with their children without sacrificing their careers or income, especially given the strong evidence that early bonds are critical for a child’s development.
Paternity leave pay should be aligned with statutory maternity pay and must be structured as use-it-or-lose-it and non-transferable to encourage uptake.
A key problem with shared parental leave is the assumption that there must be one primary parent responsible for childcare. While one parent typically carries the child, it does not mean they wish to take on sole responsibility for the following year. To achieve a truly equitable parental leave policy, we must challenge this assumption and normalise co-parenting.
I believe we should live in a society where children can see both parents as caregivers, but for that to happen, it needs to be possible for both parents to be present during those vital early years.
Evidence demonstrates the physical and social bonds are set so early on are critical for babies as they grow up and fundamental to fathers connection to children.
Inconsistencies in how employers handle paternity leave, including in the public sector, show that stronger legal protections are needed to ensure equal rights for co-parents. Furthermore, shared parental leave has not worked as intended, with low uptake due to financial pressures and complex eligibility criteria. Fathers shouldn’t have to choose between providing for their families and being present for their newborns.
Research shows that better paternity leave can also reduce the gender pay gap and improve men’s mental health. It is, by now, a well-known fact that suicide is the biggest killer of British men under 50 – and as we approach International Men’s Day in November, we mustn’t forget that fact. I applaud the efforts being taken to improve men’s mental health by helping them speak out and process their emotions. But we also need to improve men’s mental health by looking at the factors that lead them to poor mental health.
The next step is to ensure paternity leave is longer, better paid, and non-transferable, normalising co-parenting.
We are at a pivotal moment in the fight for parental pay and leave equality. The Employment Rights Bill marks significant progress, we should use this momentum and push for fully fair and equal rights for co-parents.
Finally, we have a Government that understands this problem, and has promised a full review of parental leave rights. That’s the perfect opportunity for change, for which there is clearly political will and public support.
