The companies going dad-friendly to keep good workers happy

There’s been no shortage of efforts to get new dads to spend more time with their babies and to help fathers work more flexibly, but many still seem reluctant to do so.

There are questions hanging over why this is?

Could it be down to inferior paternity leave pay making new dads feel that they cannot afford to take the fortnight off they are entitled to, or fathers feeling that a request for shared parental leave or flexible working will not be looked on favourably by the boss. 

But while many paternity pay policies remain measly compared to maternity pay, some companies are actively boosting their parent and dad-friendly credentials to try and recruit and retain the best employees. 

According to experts and research dad would take more paternity leave if they were better paid and felt the company culture enabled them to do so

Paternity leave

Paternity leave was first introduced in UK law in 2003 with men receiving statutory paternity leave.

This was extended to all fathers in 2010 to include those adopting and employees within small businesses.

The statutory leave for dads in the UK is up to two weeks paid paternity leave. You have to take your leave in one go and has to be taken within 56 days of the birth.

The statutory weekly rate of paternity pay is £148.68 or 90 per cent of your average weekly earnings (whichever is lower). The low rate of pay is what’s typically deterred dads from taking more leave or even their basic two week entitlement.

Statutory maternity pay lasts 39 weeks and is 90 per cent average weekly earnings for six weeks followed by £148.68 or 90 per cent of average weekly earnings (whichever is lower) for the next 33 weeks.

Most companies offer new mums a better deal than this though, with employers typically offering between two to three months of full pay, to six months of full pay, followed by the lower statutory rate.

Company Parental/paternity leave policy duration on full pay
 KPMG  2 weeks  
Lenovo  8 weeks 
Zurich 16 weeks
Deloitte  16 weeks 
Pinterest  16 weeks 
Vodafone  16 weeks 
Lyft  18 weeks 
 American Express  20 weeks 
Twitter  20 weeks 
Etsy  26 weeks 
Aviva  26 weeks 
Rotacloud  No upper limit 

Research published by insurer Zurich indicates that dads are being short-changed at the start. Nearly half  (49 per cent) took between 11 to 14 days of the fortnight’s statutory paternity leave they are entitled to, but 30 per cent took between four and 10 days while 15 per cent took no time at all.

Of those that took none, 45 per cent said it was because they could not afford the drop in pay and what that would entail.  

However, things are starting to change with more companies offering longer weeks of paternity leave on full pay.

This ranges anything from two weeks full pay offered by some companies, such as KPMG, to Zurich’s new 16 week policy, Aviva’s 26 weeks and others such as software company RotaCloud trusting their employees with no upper limit.

Shared parental leave

Dads can opt to share parental leave (SPL) with their wives or partners. 

It allows the couple to share up to 50 weeks of leave and get up to 37 weeks of pay between them – effectively by sharing the longer period of statutory maternity pay.

You have to share the pay and leave within the first year your child is born or adopted. 

Statutory Shared Parental Pay (ShPP) is paid at the rate of £148.68 a week according to or 90 per cent of your average weekly earnings, whichever is lower.

It involves an eligible couple ending maternity leave and pay early and they can then take the rest of the 52 weeks of maternity or adoption leave as Shared Parental Leave (SPL) – and the rest of the 39 weeks of maternity or adoption pay as Statutory Shared Parental Pay.

Rules apply but as long as they meet them new dads are entitled to take shared parental leave.

Again this leave is not always taken up so readily because of the low pay. 

Earlier this year the Trades Union Congress (TUC) pointed out that only 9,200 or 1 per cent of new parents eligible to take SPL are using it and called for increasing paternity leave to help half a million dads spend more time with their new babies.

The TUC’s general secretary, Frances O’Grady, says: ‘Shared parental leave needs overhauling. It’s not an affordable option for most working families.’

My four day week means I can have fairy tea parties with my daughter

Adam Caldwell (38) is pictured here on a day out with his wife and daughters

Adam Caldwell (38) is pictured here on a day out with his wife and daughters

Adam Caldwell (38), senior manager in the people and change team at KPMG has one day a week when he doesn’t work,  on a Wednesday, to take care of his youngest daughter.

He explains: ‘That was the day we needed to have childcare as my wife works Wednesday to Friday. 

‘We don’t want to overburden our parents. They look after her once a week.’

Caldwell says that besides the cost saving it also helps with forming a stronger relationship with his children, as he gets to spend the whole day with his youngest and drops the eldest off at school.

He adds: ‘It’s a big part of my well-being. I see it as a day to do something completely different. It pulls me out of those work pressures.

‘I can’t have a fairy tea party if I’m worried about clients and deliverables. I actually feel refreshed on Thursday and Friday having a break and having seen my family. 

‘I also feel no guilt. I feel like I contribute, not just financially but offer support and development to my children. And that matters to us as a family.’

Asking for flexible working 

All employees have the right to request flexible working – not just parents and carers. 

There’s nothing in law, however, that forces companies to offer flexible working – it’s all at the employer’s discretion.

However, a number of companies are increasingly offering flexibility in the workplace, which can encompass anything from job sharing, to working from home, working part-time, or doing annualised hours, staggered hours, compressed hours, or flexitime – all of which allow parents to try to fit working hours into a pattern that suits them.

Why don’t more dads take leave or work part-time?

Han Son Lee founder of Daddilife, an online platform for fathers, says part of the reason that more fathers don’t take leave or work part-time is because dads find it difficult to talk about what they need.  

‘I think that men in general aren’t great at being open with their emotions at work which means that it can be a challenge for modern day dads to ask for more flexible working. 

‘Many working dads feel guilty asking for flexible working or for time off for childcare reasons.’

Lee points out that the majority of dads want to do their bit as parents. 

Many working dads feel guilty asking for flexible working or for time off for childcare 

‘When we spoke to dads aged 24-40 as part of our Millennial Dad at Work research, we found that 59 per cent of working fathers wanted employers to provide more flexible working.’

Besides the poor pay, if companies agree to just pay the minimum, the underlying culture can also be a big problem for dads.

It’s also not uncommon for dads to feel uncomfortable asking for time off when their leave coincides with major work projects or workloads.

It doesn’t get easier the higher up the management chain you are. Ben Graham of TritonExec, a global research firm, points out that C-suite executives generally take less leave than other staff members, given the demand on their roles.

But recruitment and retainment experts warn that keeping a strict working policy with no flexibility will prevent companies from retaining staff.

It’s not just about maternity and paternity leave – it’s about how to keep that talent 

 Ana Maria Tuliak, Smart Working Workstream

Ana Maria Tuliak, chair of Smart Working Workstream – a diversity project – says: ‘It’s not just about maternity and paternity leave – it’s about how to keep that talent. 

‘To attract the best we need to afford and enable an individual to stay with an institution.’

A recent study conducted by Owl Labs backs up this theory. The video conferencing company surveyed 1,200 American workers aged between 22 and 65. 

It found that employees that regularly work remotely are happier, stay with companies for longer than those that work in the office and are more likely to recommend their employer.

Productivity also increased. According to Owl Labs’ findings, remote workers said they work 40 hours per week – 43 per cent more than their on-site worker colleagues.

Graham adds: ‘The reality is that companies that empower individuals to have more harmonious work/life balance will keep staff longer and reap the benefits of their productivity.’

I needed flexibility for my son – and to deal with my epilepsy 

David Spain playing here with his 18 month son is also expecting another child over New Year with his partner

David Spain playing here with his 18 month son is also expecting another child over New Year with his partner

David Spain, an HR manager at Amazon is based in London and has worked for the company for five years. 

The 37-year-old started flexible working a few years ago, prior to having his first child who is now 18 months old. 

But there was another reason for his need to work from home two days a week.

He explains: ‘Three years ago I was diagnosed with epilepsy out of the blue after I started suffering seizures. 

The period running up to diagnosis required me to undergo quite a few medical examinations, so I began working flexibly to help get the final diagnosis and learn more about the condition.

‘At Amazon, we understand the benefits of flexible working options – whether for personal, health or family reasons. 

‘The business embraces flexible working, because the most important thing is getting the job done, not necessarily where you do it from.

The most important thing is getting the job done, not necessarily where you do it from

Our son’s birth was pretty difficult, so I was very grateful for the added support of flexible working, in addition to the six weeks fully paid paternity leave that all fathers at Amazon can take advantage of, however they want to take it.

‘For example, I chose to take the leave in various blocks, to be able to support my partner and be with my son straight after his birth, take time off to visit family in Europe when he was four months old and also use some of the time to be at home and support my partner as she transitioned back to work and we sent our son to nursery. 

Solutions to the stigma of taking leave

Adam Caldwell, of KPMG says the answer to changing company culture is for companies to encourage employees to be ‘loud and proud’ about the leave they’ve taken or hours they’ve shifted to.

This includes basics like employees putting down the real reason for why they’re taking leave in their calendars. 

‘I’m very open about why I’m not at work on Wednesday and that it’s the day I spend time with my daughter.

‘I don’t say that I’m in a “private meeting”. This is to make sure that other dads don’t feel bad about asking for something similar.

‘It’s about setting a precedent and being open about the fact that the “real you” is not just an accountant or whatever but that you have lots of commitments outside of work too.’

Companies need to encourage their employees to be ‘loud and proud’ about the leave they’ve taken or hours they’ve shifted to

Graham is convinced that even small businesses can make it work for fathers while benefiting at the same time.

‘SME business owners need to be proactive if they’re intent on allowing more generous paternity time. 

‘They might make an announcement that they plan to extend paternity leave by giving new fathers – in some cases – up to a month off, or, plenty of half days following the initial two-week period that is normally taken.

‘The benefits are clear. Allowing this additional flexibility in the SME space – in the most positive spirit of the occasion (the arrival of a new baby) will foster loyalty like few other gestures coming from leadership. 

‘More than money, this demonstrates a genuine caring toward the employee experiencing paternity – their family and home life are being considered to the highest degree – which equates to an enormous amount of respect.’

Why dad-friendly policies work  

The good news is that more companies are increasingly introducing dad-friendly leave policies to create a level playing field among the genders.

Companies such as Zurich, Aviva, American Express and Twitter are already providing new fathers with more extensive paternity leave to try and create greater equality for parents of all genders.

There are many reasons why dad-friendly policies are beneficial to not only the company but the employee too, including loyalty, improved mental health boosting efficiency. 

Zurich says it’s new paternity and flexible working policy is attracting and retaining talent.

Steve Collinson, Zurich’s head of human resources, says: ‘We listened to employee feedback and we also wanted to make Zurich the most attractive place to work for the widest range of people.

Others like KPMG and RotaCloud focus on offering parents more flexibility by offering them time off or the option to choose their working hours.

Caldwell says KPMG’s ‘intelligent working arrangements’, enables employees to come to various arrangements with their managers based on family needs.

‘From a company point of view it means people coming back more refreshed. People bring their real selves to work – not shutting their personal life off.

‘It makes people happy and motivated. If you feel there is some flexibility and allowance for you to be there, you feel so different about your employers.’ 

I’ll have the opportunity to play a full role as a dad 

Risk consultant Rupert Riall and his wife Lacey from Basingstoke intend on taking up Zurich's new paternity leave policy

Risk consultant Rupert Riall and his wife Lacey from Basingstoke intend on taking up Zurich’s new paternity leave policy

Rupert Riall lives with his wife Lacey, a teacher, near Basingstoke. 

He’s a risk consultant for Zurich and generally works remotely. 

They’re expecting their first baby, a girl, on the 19 December.  

The first Rupert knew about Zurich’s new family friendly policy launch was through a mailing for homeworkers. 

Rupert plans to take a couple of weeks of his paternity leave when their baby girl arrives as well as a couple of weeks extra holiday so that he can help at home while Lacey recovers from the birth.

He’s then planning to return to work giving mum and baby time to bond and get into a routine. 

He’ll take the rest of his paternity leave over the summer months when their baby girl has grown a little and so that they can enjoy the nicer weather for day trips and outings.

Rupert says: ‘I feel extremely lucky and fortunate to be benefiting from Zurich’s new family friendly policy. It means I’ll have the opportunity to play a full role as a dad, allowing us to bond properly as a family.

‘Like many, we’re also a couple of hours away from both sets of parents and have a relatively limited support network close by. 

‘As well as being at home to support in the early weeks and months, the flexibility means we’ll also have time to visit both sets of grandparents.’


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