With Father’s Day just around the corner on 15th June, many of us will be picking out cards, organising gifts, or planning a Sunday roast. But beyond the celebration itself, it’s also an opportunity to pause and consider how we’re supporting dads, not just at home, but at work.
The reality is that while maternity leave and support for new mums have rightly been championed over the years, support for fathers often falls into the background. That doesn’t mean the legislation isn’t there, it is, but it’s often misunderstood, under-communicated, or inconsistently applied in smaller businesses.
So, here’s a gentle reminder: if you employ working dads, partners, or co-parents, now’s a good time to make sure your workplace is up to date, not just with the law, but with the kind of culture that genuinely values balance and family life.
What Working Dads Are Entitled To
Most people know about Statutory Paternity Leave, up to two weeks off for new dads or partners following the birth or adoption of a child. But that’s just one piece of the puzzle. Today’s dads are more involved than ever, and employment law has (slowly) begun to reflect that shift.
There’s also Shared Parental Leave, which allows eligible parents to divide up to 50 weeks of leave and 37 weeks of pay between them in the first year. This option gives families the flexibility to share childcare more equally, but it only works well if employers communicate it clearly and make it feel accessible, not daunting.
Don’t forget unpaid parental leave, either. Each parent is entitled to 18 weeks per child, which can be used up to their 18th birthday. It’s a lifeline for parents managing school holidays, settling children into nursery, or caring for a child who’s unwell.
The most quietly significant change of recent years is the right to request flexible working from day one. This isn’t just a tick-box HR process, it’s a way for dads (and all parents) to better balance work with family life, whether that means adjusting hours, working from home, or compressing the week.
And for those navigating more difficult beginnings, Neonatal Care Leave, up to 12 weeks of paid leave, is available if their baby requires hospital care shortly after birth. It’s a vital, compassionate policy that few talk about, but many need.
A Culture That Includes Fathers
Legislation is one thing. Culture is another. Creating a supportive environment means more than just updating your staff handbook. It’s about giving people the confidence to ask for what they’re entitled to without fear of being judged, side-lined, or seen as “less committed.”
Too often, dads don’t feel comfortable taking their full paternity leave, let alone requesting flexible working. They might worry how it’ll be perceived, or whether it’ll affect their progression. As employers, we have the power to change that by being proactive, fair, and open in the way we approach family life at work.
A Timely Check-In
So, here’s my Father’s Day prompt: when was the last time you reviewed your policies for working dads? Are your team members aware of what they’re entitled to? Do your managers feel equipped to support parental leave requests with fairness and compassion?
If you’re unsure, or just want a fresh pair of eyes, I’d be happy to help. From policy reviews to template updates or simply a quick chat about what “good” looks like, I offer practical, no-fuss HR support for small businesses who want to get things right.
Because supporting dads at work doesn’t just help families, it helps your business too. Happier people, fairer policies, better retention. Everyone wins.
If you’d like help reviewing your leave policies or supporting a more family-friendly approach in your business, just get in touch. I’d love to help.