The conversation around parental leave often focuses on maternity leave, but it’s time we give equal attention to paternal leave. Globally, only 11% of countries guarantee paid leave for fathers, and systemic barriers like stigma, policy gaps, and corporate culture still hold dads back from taking the time off they deserve. Studies show that fathers who take leave are more involved in their children’s lives long-term, which leads to stronger family dynamics and better child outcomes. It’s time to rethink the definition of “fatherhood” in the workplace, acknowledging fathers as active parents, not just helpers.
Workplaces often claim to support parents, but in reality, the support can fall short—vague policies, judgment for leaving early, and inflexible schedules. True support means clear paid leave policies, flexibility for parents to manage their schedules, and celebrating caregiving, not shaming it. Research by Deloitte revealed that work-life balance is a top priority for employees, with 57% considering leaving organizations when they felt it wasn’t supported.
Investing in parental leave doesn’t just support families—it boosts business outcomes too. According to a Panorama and ASBC report from 2019, companies see a $2.50 return for every $1 spent on parental leave, with better retention, attraction, and innovation. Embracing family-friendly policies isn’t just the right thing to do; it’s the smart thing for business success.
Read more about how SVL approaches Corporate Governance as well as more posts related to parental rights.
