Fathers and the workplace
Father’s Day is a time to celebrate dads, their contributions to family life and the unique challenges they face—both at home and in the workplace. In today’s evolving workforce, the role of fathers has shifted, with many actively seeking greater flexibility, parental support and work-life balance to be more present for their children.
For employers, this is an opportunity to examine workplace policies, ensure compliance with the latest UK employment law changes and champion father-friendly initiatives that help employees thrive. From paternity leave rights to the latest neonatal leave updates, here’s what employers need to know for 2025—and how they can support working dads beyond Father’s Day.
The changing role of fathers in the workplace
Gone are the days when fatherhood was merely about ‘providing’. Today, modern dads are hands-on, juggling career ambitions with family responsibilities. Many actively seek better parental leave options, flexible working arrangements and workplace cultures that support fatherhood.
Studies1 show that when fathers are given time to engage in caregiving, it benefits child development, workplace retention and overall employee satisfaction. Yet many workplaces still fall short, with outdated policies that prioritise mothers while overlooking fathers as active caregivers.
Why businesses should prioritise father-friendly policies
Supporting working dads isn’t just about compliance—it’s about creating a better work environment, reducing turnover and enhancing diversity and inclusion efforts. Businesses that champion equal parental support tend to see:
- Higher employee retention – Workers who feel valued and supported are less likely to leave.
- Improved workplace morale – Encouraging work-life balance results in greater productivity and engagement.
- Reduced gender gaps – By supporting fathers, workplaces can help tackle the unequal division of childcare and encourage shared parenting responsibilities.
Paternity and Parental Leave: What UK employers need to know in 2025
Statutory Paternity Leave and Pay
Under UK law, eligible fathers and partners can take up to two weeks of statutory paternity leave following the birth or adoption of a child. This leave must be taken as one full week or two consecutive weeks, within 56 days of birth or adoption placement.
With effect April 2025, paternity pay is currently set at £187.18 per week (or 90% of average earnings if lower), though employers offering enhanced paternity leave may provide higher rates.
Shared Parental Leave (SPL)
Since 2015, eligible parents can split up to 50 weeks of leave and 37 weeks of pay through Shared Parental Leave (SPL). This policy allows fathers to take a more active caregiving role, balancing work and childcare with their partner.
While SPL uptake has been historically low, reforming policies to include higher pay rates and cultural shifts to encourage fathers to fully use their entitlement should help to increase uptake.
Neonatal Leave – new for 2025
One of the biggest updates in UK parental rights legislation this year is neonatal leave and pay.
For parents of premature or sick babies, neonatal leave ensures that an additional 12 weeks of paid leave is granted, helping families navigate extended hospital stays and early medical challenges. Fathers, partners and non-birth parents can claim neonatal leave, making this a major improvement in parental protections.
Supporting fathers beyond legal entitlements
Employment law sets minimum requirements, but businesses can go beyond compliance to create truly father-friendly workplaces.
Flexible work arrangements
With the Flexible Working Bill now requiring day-one access to flexible work requests (instead of after 26 weeks), organisations should encourage remote work, flexible hours, and hybrid models that help fathers balance responsibilities.
Enhanced parental policies
Many leading employers are going beyond statutory requirements, offering:
- Enhanced paternity pay (full pay for 4+ weeks instead of statutory rates) – for example, Aviva, Diageo and Spotify all offer six months of fully paid parental leave for all employees
- Support for IVF, adoption, and surrogacy leave
- Family-friendly benefits (childcare support, paid emergency leave)
Building a dad-friendly workplace culture
Beyond policies, culture matters. Employers should encourage:
- Parental support groups – Safe spaces for dads to share experiences
- Normalising flexible schedules – Helping fathers feel empowered to balance work & family
- Workplace education – Training managers to support work-life balance
Final thoughts: Creating a workplace where fathers thrive
Father’s Day is a great moment to reflect on how workplaces support working dads, but real progress happens year-round.
By embracing parental leave reforms, updating policies, and promoting inclusive cultures, organisations can empower fathers to thrive both at home and at work, leading to happier employees, stronger families, and better businesses overall.
Whether it’s enhancing paternity leave, normalising flexible working, or ensuring equal support for all parents, workplaces in 2025 have the opportunity to lead the way in father-friendly policies.
If you’d like our help in navigating parental leave policies, implementing father-friendly initiatives, or enhancing workplace support for working dads, get in touch.
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