Chris Parke is the co-founder of Talking Talent. The company works to help firms retain talented women. His first blog considers the impact of the new legislation around additional paternity leave for fathers, which will be introduced in April 2011...
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By Chris Parke
As part of the Labour Government’s commitment to give choice and flexibility to parents, it announced in September 2009 its intention to introduce additional paternity leave for fathers of children due on or after 3 April 2011. This legislation will go ahead, and will give fathers a right to up to six months extra leave which can be taken once the mother has returned to work.
We recently undertook some research into this, and discovered that almost half of fathers would take advantage of the shared parental leave.
This new legislation is a great thing for families; particularly those where the woman is the main bread winner, or whose career takes precedence. It provides them with greater choice and flexibility around who takes more of the extended leave. The UK’s current model doesn’t allow extended leave for fathers, without it being unpaid leave.
From a corporate point of view, this new legislation will help companies develop a more diverse workforce and it will support organisations in maintaining career momentum for women, because – inevitably – there will be families where the father chooses to take the leave.
But unless organisations choose to pay the fathers their full salaries during the leave, then take up of the extended leave may not be high. Companies need to be as progressive in their approach as they have been with maternity leave, which also in turn will help them attract and retain talent, and ensure they stand out as an employer of choice.
The expectations of today’s younger employees have changed, and one of the main challenges for companies looking to progress this legislation will be the social stereotype of the traditional family model. In this instance the man continues his career and the woman takes the extended leave; the woman’s career – in effect – plays second fiddle to the man’s. Companies may adopt the policies, but they need to be careful to ensure their culture doesn’t punish those fathers who choose to take advantage of this.
For this legislation to work, the UK needs to look closely at countries like Norway and Sweden which have undergone a cultural shift in terms of maternity/paternity leave and it is the norm in society for either parent to take on the main childcare role. Companies and the Government need to proactively encourage men to share the leave if this progressive law is to succeed. There is increasing pressure these days for men to work all hours, but a balance needs to be struck.
In summary, business leaders have two considerations to make around the extended parental leave. Firstly, they need to look at how they plan to extend their statutory pay relating to paternity. And, secondly, they need to consider how they will create a culture that will enable men to take the leave, without damaging their careers in any way.
It would be fair to say that a change in legislation, whilst positive, will create additional complexity for line managers. The laws around maternity and paternity continually change. I’d advise businesses to keep on top of these changes and communicate effectively with all stakeholders, from the father or mother, to team members, clients and suppliers.
>> Click here fore more advice and features on Paternity
Tags: business diversity, Dads on leave, Equality Act, flexible working, paternity, red tape
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