On 1 July 2025, the Government announced it is conducting a full review of parental leave and pay. The review will look at maternity and paternity leave, shared parental leave, adoption leave and parental leave and others. In other words, the whole system as we currently know it will be reviewed.
According to B P Collins’ employment team the review will look at how to modernise parental leave to support families and help grow the economy.
The first stage of the review is gathering evidence relating to all aspects of parental leave & pay This is open for a few weeks to ensure the review focusses on the right issues. It can be accessed here.
The review is expected to report its conclusions and recommendations in January 2027.
In this article we look at what specific family leave types have done in shifting social and gender norms around paternal childcare.
Has shared parental leave made a difference to men taking leave around the birth of their child?
Unfortunately, not. Shared Parental Leave (‘SPL’), introduced under the Children and Families Act 2014, was designed to provide families with greater flexibility in how they share childcare responsibilities following the birth of a child. The policy aimed to promote gender equality in the workplace, reduce the gender penalty associated with women taking extended maternity leave and encourage shared parenting.
However, evidence suggests that the uptake of SPL by men has been limited and its impact on increasing male participation in childcare responsibilities has been modest.
According to the campaign group, The Dad Shift, fewer than 2% of new fathers benefitted from shared parental leave since the scheme was introduced in 2014.
Why?
One significant barrier to the uptake of SPL by men is the financial disincentive created by the statutory rate of pay. Currently, this is capped at £187.18 per week or 90% of your average weekly earnings, whichever is lower. This rate is often less than men’s earnings, making it economically unviable for many families for fathers to take SPL.
Additionally, the disparity in pay between SPL and maternity leave, where women may receive enhanced maternity pay, has been highlighted as a factor that disadvantages men and discourages their participation in SPL.
If you need advice on parental leave and pay, do get in touch with our experienced employment lawyers by email or by phone on 01753 889995.
What about statutory paternity leave?
Statutory paternity leave allows eligible employees to take either one or two consecutive weeks of leave if they meet the qualification criteria. The leave can be taken from the date of the child’s birth or adoption, or from a chosen date within 52 weeks following the event. The leave must be taken in blocks of one or two weeks and cannot be split into odd days.
The rate of pay for statutory paternity leave and SPL are the same.
The broader societal context highlights the importance of balanced participation of men and women in both the labour market and family life. This balance is recognised as a key social value, with paternity and maternity rights being essential to supporting family life and gender equality
So, should SPL and paternity leave and/or pay be enhanced.
Employers may offer additional paternity leave policies beyond statutory requirements. For example, some policies provide up to two weeks of paid ordinary paternity leave and additional unpaid leave, depending on the employer’s discretion.
Employers that offer enhanced SPL pay are more likely to see higher uptake among men. Additionally, visible support for family-friendly policies by senior management can encourage greater use of SPL and other family leave options, potentially addressing gender imbalances in childcare responsibilities.
While SPL has provided a framework for shared parenting, its effectiveness in significantly increasing men’s participation in childcare has been limited by financial, cultural and organisational barriers.
An enhancement in leave and pay may well see a positive shift in their uptake, making it easier and more accessible for more people to take this type of leave as they feel they can continue to support and provide for their family, whilst on leave.
There have been ongoing calls for reform, including enhanced pay for SPL and non-transferable leave rights for fathers. Such rights aim to promote equal opportunities and encourage fathers to take a more active role in childcare, creating a more equitable system. The Government’s recent announcement will be welcomed by many.
B P Collins’ employment team will keep a close eye on any developments and shall report the Government’s plans to make parental leave work better for parents and employers once this is known.
Please contact our employment team if you require our specialist assistance at enquiries@bpcollins.co.uk or 01753 889995.
