Elliott Rae, Founder of Parenting Out Loud and Equal Parenting Week, panellist at HR Technologies UK 2026 on why paternity leave doesn’t go far enough.
The UK government’s move to introduce day one paternity leave is, on the surface, a positive step as any progress in this space matters. For too long, access to paternity leave has been limited, and removing the qualifying period means that change is happening. But when you look a little closer, the reality is more complicated.
While paternity leave may now be a day one right, statutory pay is not. Fathers still need to have worked for their employer for 26 weeks to be eligible for it. And given that low pay is one of the biggest reasons fathers don’t take paternity leave in the first place, it raises an important question: how much difference will this change really make?
The gap between policy and reality
The UK already has one of the least generous paternity offers in Europe. Statutory pay sits at just over £194.32 a week, which is well below the national living wage. For many families, that just isn’t affordable.
Imagine bringing your baby home for the first time. You’re adjusting to broken sleep, figuring out feeding, and getting to know this new person who has completely changed your world. Now imagine having to choose between being there for those early days or earning enough to cover the bills – that is a reality many fathers face.
And it doesn’t have to be this way. In countries like Spain, Norway and Denmark, fathers have access to longer periods of well-paid leave, recognising that supporting both parents early on benefits families, workplaces and the wider economy.
In practice, the recent change may benefit a relatively small group of dads, those who start a new job while their partner is pregnant and can afford to take unpaid leave.
Why those early weeks matter
It’s easy to see paternity leave as a ‘nice to have’, but the early weeks after a child is born are anything but. This is the point where patterns start to form. Who does the majority of the childcare, who carries the financial responsibility, and how that balance plays out over time.
When dads are only able to take a short period of leave, or none at all, those roles can settle quickly. One parent becomes the default caregiver, the other returns to work. That dynamic can impact everything from career progression to future earning potential.
Those early days are full of moments that matter more than you expect. Learning how to settle your baby in the middle of the night or building the confidence to head out on your own for the first time. Without that time, many fathers can feel like they haven’t had the space to find their footing. That affects how connected they feel to their child and to family life.
taking time out to support your family is not something that will be held against you.”
It also has an impact on mental health, even if it is not always talked about. Becoming a parent is a huge adjustment for both people. Around one in five mothers and one in ten fathers experience symptoms of postnatal depression in the first year, and one contributing factor can be a lack of bonding in those early weeks.
When one parent returns to work very quickly, the other is often left to manage alone which adds pressure. At the same time, the parent who goes back can feel increasingly disconnected from what is happening at home.
We often talk about the motherhood penalty, but paternity leave is part of that conversation too. If we want to create more equal workplaces, we need to start with what happens at home in those early days.
What employers can do now
While policy evolves, employers have an important role to play.
Many organisations are already going beyond the statutory minimum, offering enhanced paternity leave and pay. These policies make a real difference, not just to individual families but to workplace culture. They send a clear message that caregiving is valued, and that taking time out to support your family is not something that will be held against you.
Even where enhanced policies aren’t in place, there are still ways to support employees. Open conversations, flexible working, and visible encouragement from leaders can all help create an environment where fathers feel more able to take the leave that is available to them.
A moment to build on
The introduction of day one paternity leave rights is a step forward. But on its own, it is unlikely to lead the kind of change many people are hoping for.
If we want to see more fathers taking leave, more equal parenting, and better outcomes for families, we need to go further. That means looking again at pay, at duration, and at how policies work in practice.
There is already momentum behind this. Campaigns like Equal Parenting Week, taking place from 27 April, are helping to raise awareness and push for progress. Initiatives such as the Push for Paternity Leave walk, happening across multiple UK cities, are also bringing people together to call for change.
The direction is encouraging. But there is still more to do to make sure that paternity leave works in a way that reflects the realities of modern family life. Ultimately, this is not just about policy. It’s about giving parents the time and support they need at one of the most important moments in their lives and making sure that support is something they can actually afford to use.
