Managing extended paternity leave
This report provides insights and recommendations for employers, based on employees’ experience of taking and returning from extended paternity leave
This report provides insights and recommendations for employers, based on employees’ experience of taking and returning from extended paternity leave
Extended paternity leave, and the increased parental involvement it allows, has wide-reaching benefits for dads, their children, and employers. It’s been shown to have a positive effect on the gender pay gap, enabling a more equal split of time out of work to care for children. However, barriers to extended paternity leave and flexible working exist, including workplace stigma and culture, and financial considerations. These barriers can prevent dads from taking leave and having adequate time to care for their children.
The report, which follows the completion of the CIPD’s Parent Returner Programme, presents recommendations on what more employers could do to support extended paternity leave, as well as advice for employers on how to promote an open culture where men feel able to take this form of leave.
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A key finding of the survey data, which is also reflected in wider gender pay gap literature, is that fathers (often the higher earners) tend to return to work earlier and work more than mothers after starting a family. Consequently, mothers take on a greater share of childcare, which can be detrimental to their career.
Key highlights from the report include:
Men face barriers to taking extended paternity leave
Flexible working supports returning dads and benefits employers
You can explore these findings in more detail by downloading the full report.
To explore these recommendations in more detail, download the full report.
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A North of England summary of the CIPD Good Work Index 2024 survey report