Why Enhancing Paternity Leave Could Be the Key to Gender Equity at Work
The UK’s statutory paternity leave is among the worst in the developed world, according to a recent parliamentary report and HR leaders have a pivotal role to play in changing that.
Gemma Bullivant, HR strategist and executive coach, weighed in on the conversation in People Management, calling the new recommendations “a much-needed reset” to help rebalance the unequal parental burden that still falls heavily on working mothers.
She adds, “Establishing both parents as equal caregivers is essential if we are to break the cycle where women are more likely to pause or limit their careers to care for children, a pattern that starts early and ripples through to the gender imbalance we continue to see in senior leadership.”
Increasing statutory paternity pay and making paid leave a day-one right, she says, would be “a significant signal that both parents’ caregiving roles are valued – and could be a game-changer in reducing the ‘motherhood penalty’.”
But policy alone won’t create the change we need.
Gemma’s Advice to HR Teams is ‘Culture First, Policy Second’
“There’s a strong case for employers who already offer enhanced maternity leave to voluntarily lead the way again, by enhancing paternity provision too.”
But the real shift must come from the culture surrounding those policies. Gemma notes that meaningful progress will depend on more visible support for dads taking leave, and male leaders role-modelling a more balanced approach to parenting.
“When we normalise men taking parental leave, we make it easier for women to stay in and rise through the workforce.”
Gemma encourages HR teams to take this opportunity to look beyond policy and examine the systemic patterns in their own organisations:
- Where are you attracting, progressing and losing female talent?
- Are your policies reinforced by a culture that makes leave accessible and acceptable to all?
- Are senior leaders actively role-modelling work-life balance?
“Policies matter, but culture and systemic support matter just as much. The business case for action is clear: when women don’t fall out in the middle, you build stronger, more diverse senior leadership at the top.”
