Source · Select Committees · Women and Equalities Committee
Recommendation 7
7
Acknowledged
Increase paid statutory paternity leave to six weeks and assess making a portion compulsory
Recommendation
The Government’s review must consider a feasible plan to incrementally increase the period of paid paternity leave, drawing on lessons from recent reform programmes overseas, for example in Spain. As an initial medium- term objective, it should set out a pathway to increasing paid statutory paternity leave to six weeks over the course of this Parliament. It should aim to ensure maximum flexibility in the number of blocks the leave can be taken in during the first year after a baby’s birth or adoption. The Government must also assess the likely benefits of making a portion of the extended period of paternity leave compulsory, to drive culture change and normalise fathers taking a greater role in caring responsibilities. (Recommendation, Paragraph 66)
Government Response Summary
The government acknowledges the importance of fathers' roles and will engage stakeholders through the parental leave and pay review. It highlights initial steps requiring employers to publish action plans that *may* promote parental leave policies, but does not commit to increasing paid paternity leave to six weeks or making it compulsory.
Government Response
Acknowledged
HM Government
Acknowledged
We recognise the important role a father plays in the early stages of a child’s life, and the fact that many fathers and partners do not currently feel able to take the leave they are legally entitled to. The government continues to engage with employers, businesses and other organisations such as trade unions and Acas when implementing changes to the parental leave system to ensure there is an awareness and understanding of parental leave entitlements. Through the parental leave and pay review, the government will engage with relevant stakeholders, including trade unions and employers, to ensure we have a good understanding of the needs that the parental leave and pay system should meet. Later this year, we are planning to undertake focus groups and roundtables with advocacy groups and with parents to better understand their lived experience. We will also be engaging with trade unions and business representative organisations. A key consideration of the review is to look at how the parental leave and pay system can support shifts in social and gender norms in childcare and parenting. This includes supporting parents to make balanced childcare choices that work for their family situation, including enabling co-parenting, and provide flexibility to reflect the realities of modern work and childcare needs. We will continue to engage with relevant organisations as changes to the parental leave and pay system are made. Work is also being undertaken through the Employment Rights Bill to take initial steps towards requiring employers to publish action plans outlining how they are narrowing their gender pay gap. Examples of this may include promoting parental leave policies and sharing information about local support for parental leave and flexible working arrangements to help current and future employees. We will provide employers with clear guidance and evidence-based actions to assist in identifying and implementing meaningful changes within their organisations. This presents a real opportunity to encourage organisations to be more transparent about their parental leave and pay policies, workplace flexibility, and broader pay and progression practices. Additionally, we will collaborate with employers to develop case studies which will be shared alongside the guidance to promote good practice. Action plans will serve as an opportunity to encourage employers to take proactive steps in reducing barriers to fathers taking more leave.