by Parenting Out Loud | Apr 13, 2026 | Uncategorized
164 UK employers now offer equal parental leave. That means all parents, regardless of gender, family structure or route to parenthood, get the same amount of paid time off when they welcome a new child. 80 of them offer at least 6 months of fully paid leave.
We have worked with Inspiring Dads to bring together a full list of every employer we know of that offers this policy.
Equal parental leave changes things. It gives dads the time and permission to be fully present from the start. It means mums are not left to recover and care alone. It helps families share the load more fairly from day one, which shapes how they share it for years to come.
It is good for businesses too. Employers who support shared parenting see stronger retention, better recruitment outcomes and higher engagement. And when both parents can take meaningful time off, it helps close the gap between how mothers and fathers are treated at work, tackling one of the root causes of the gender pay gap.
The employers on this list are leading where government has not. The current statutory offer for dads is just 2 weeks of paternity leave, paid at £194.32 a week or 90% of average weekly earnings, whichever is lower (GOV.UK, April 2026). That is less than half of what a full-time worker on the national living wage would earn. According to the TUC, 1 in 5 dads do not take any paternity leave at all, with affordability the biggest barrier. If you think that is not good enough, join us at Push for Paternity Leave on 2 May. We are marching to call on the government to give dads 6 weeks of paid paternity leave at 90% of salary as a day one right.
This list exists because transparency matters. Too many parents have no idea what parental leave an employer offers before they accept a job or start a family. Making this information visible helps parents make informed choices and shows other employers what good looks like.
While the UK’s statutory paternity offer remains one of the least generous in Europe, these employers are not waiting for government to act. They are leading the way.
If your organisation is interested in implementing equal parental leave, join our free webinar during Equal Parenting Week: Why do dads need 6 months parental leave?.
If you have already implemented equal parental leave but are finding uptake is low, download our normalising parental leave guide..
If your employer offers equal parental leave and is not on this list, let us know.
by Parenting Out Loud | Jan 30, 2026 | Uncategorized
I’m a dad of two. I’m also someone whose professional life is spent talking about culture, inclusion, and what it means for companies to support people beyond the words in their policies. Becoming a father forced me to confront how much of what I thought I believed about care, work, and masculinity lived beneath the surface.
Taking paternity leave didn’t just change how I parent. It changed how I lead, how I set boundaries, and how clearly I now see the gap between entitlement and experience. I’ve taken paternity leave twice, in two different companies, under very different circumstances. What surprised me most is that the first time, when the policy was most generous, I felt the most guilt. The second time, with less leave available, I felt far more confident.
2021: Generous policy, quiet guilt
When my first son was born, I was working at a professional services firm with what was an exceptional parental leave offering. I was entitled to four weeks of paternity leave at full pay. Because my wife was teaching at the time, I was also able to take an additional eight weeks of shared parental leave, again at full pay.
On paper, it was everything advocates of shared care argue for. time, financial security, and permission.
Despite knowing I was entitled to that leave, I felt a low-level guilt I couldn’t quite shake. We were just starting to plan a conference I was expected to coordinate, and I worried about being absent or seen as less committed, even though the policy was clear.
I found myself hovering. Dialling into calls. Checking emails. Trying to stay visible while telling myself I was present at home. Eventually, the Partner I was working for had to tell me, very clearly, not to dial into meetings. Not as a suggestion, but as an instruction.
That moment stayed with me. It made me realise that policy alone can’t undo years of conditioning about availability, productivity, and what men are expected to prioritise.
That first period of parental leave was still transformative. Being home in those early months allowed me to build routines, confidence, and a deep connection with my son. It also showed me how intense and relentless early care really is, and how much we underestimate it when paternity leave is framed as a “nice extra”. It exposed how much cultural permission still matters, even when the formal conditions are right.
2025: Less leave, clearer priorities
By the time my second son was born, a lot had changed. I was working in a completely different industry, construction, at Balfour Beatty. I was still entitled to four weeks of paternity leave at full pay, which I recognise isn’t a given everywhere.
My wife had also changed careers, which meant we no longer had access to the same level of shared parental leave. If I wanted more time at home, it would need to come from somewhere else. I was able to buy an additional two weeks of annual leave as part of the benefits offering, which was needed as I’d only joined a few months before the baby arrived.
On the face of it, this was a constrained experience. Smaller entitlement, more financial considerations, more logistics to manage, and a 4 year old already in the mix.
And yet, this leave was far easier for me.
I didn’t feel the same pull to stay connected to work. Not because I cared any less, but because I no longer felt the need to justify my absence or reassure people that everything was under control. I was clear this time mattered and that I wouldn’t get it back.
What had changed wasn’t the policy. It was me. The first experience had taught me what full presence looked like and why it mattered. I’d seen the difference it made to my wife, my son, our shared sense of responsibility, and my own confidence as a dad. I was no longer willing to compromise that because of optics or unspoken expectations.
What taking paternity leave gave me
Across both experiences, paternity leave gave me a deeper understanding of care as a daily, continuous responsibility rather than an abstract idea. The exhaustion. The repetition. The learning curve. The moments of quiet joy in between.
It fundamentally changed my relationship with my children. I didn’t feel like I was “helping” or stepping in temporarily. I felt fully responsible, capable, and involved from the very beginning.
It also changed my relationship with my wife. Sharing care early set a tone that has carried through our parenting. We figured things out together, rather than falling into default roles based on who was at work and who was at home.
It changed how I show up at work too. Nursery drop offs and pick ups go in my calendar without apology. I’m open about leaving early when needed, and honest when I have to step away because someone is sick. Rather than smoothing over those moments, I name them as part of my working reality. That honesty hasn’t reduced my commitment, but it has changed expectations around availability, for me and for others.
I’m clearer now about what deserves urgency and what doesn’t. I’m a better leader because I took paternity leave.
What I would say to other dads
If you’re unsure about taking your paternity leave, however long it is, feeling conflicted doesn’t mean you’re ungrateful or uncommitted. It means you’re navigating a system that still sends mixed signals about men, care, and work.
If you can take the leave, take it. Even if it feels uncomfortable. Especially if it feels uncomfortable. You don’t need to earn the right to be present in your child’s early life. The confidence comes from doing the care, not from waiting until you feel ready.
What I would say to employers
If employers want dads to take paternity leave, policy is essential, but it’s not enough.
Dads need to see other dads, especially senior ones, taking leave without penalty. They need explicit encouragement, not quiet acceptance. They need leaders who say, out loud, that being fully offline is expected.
The impact of paternity leave goes far beyond fathers. When dads take meaningful time away from work early on, it benefits women. It reduces the assumption that mothers will be the default carers, and makes it easier for women to sustain their careers without carrying the full weight of care alone.
From a business perspective, this matters. More evenly shared care supports retention, reduces burnout, and builds more sustainable talent pipelines. Normalising men taking leave breaks the pattern where flexibility is treated as a “women’s issue”, with hidden career penalties.
Paternity leave isn’t just a cost. It’s a lever for cultural change.
What I wish I had known
I wish I’d known the first time that guilt wasn’t a signal that I was doing something wrong. It was a signal that the culture still had work to do.
I’ve taken paternity leave twice, and those experiences have shaped how I parent, work, and understand care. I’m done having children myself, but I’m not done talking about what that time taught me. Taking paternity leave wasn’t just a benefit I used. It was a decision that aligned my values at home with the ones I claim to hold at work. If sharing this helps one dad feel more confident about taking leave, or one employer realise that permission matters as much as policy, then it is worth saying out loud.
by Parenting Out Loud | Jan 30, 2026 | Uncategorized
At the end of 2025, there was a significant moment for working parents.
The Employment Rights Bill has passed its final parliamentary hurdle and it received Royal Assent. From April 2026, a series of long-overdue changes will begin to come into force – changes that remove real barriers many dads face when trying to care openly and equally at work.
They won’t fix everything. But they do matter.
For the dads in the Parenting Out Loud community, these changes speak directly to stories we hear again and again.
“I missed out on statutory paternity leave by two days — so I had to use annual leave.”
No one should be making trade-offs like that at the very start of family life.
Day-one rights to paternity and shared parental leave
From April 2026, paternity leave and shared parental leave will become day-one rights.
This removes the qualifying period that previously excluded many dads, particularly those who had recently changed jobs, were in insecure work, or simply hadn’t clocked up enough service.
For too long, dads have been forced to:
- use annual leave instead of parental leave
- return to work earlier than planned
- miss out on crucial bonding time
There is still a lot to fix with paternity leave, especially pay and length, but this change removes a hard, arbitrary barrier that never made sense.
Paternity leave for bereaved partners
One of the most important changes in the Employment Rights Bill is what it means for bereaved partners. A change that’s happened due to the work and commitment of campaigners like Aaron Horsey.
Under the new law, bereaved partners will have a day 1 right to paternity leave, removing the minimum service requirement that previously excluded some parents at the most devastating moment of their lives.
For dads whose partner dies during pregnancy, childbirth, or shortly afterwards, this matters profoundly.
Grief does not wait for a qualifying period.
Until now, some bereaved fathers have had to:
- return to work far sooner than is humane
- rely on annual leave or unpaid time off
- navigate complex conversations with employers while in shock
Day 1 rights won’t take away the pain of loss. But they do remove a cruel administrative barrier at a time when compassion, time and security are essential.
Unpaid parental leave becomes a day-one right
Unpaid parental leave already exists, but until now you’ve had to work for an employer for over a year to access it.
From April 2026, that qualifying period is expected to be removed.
This gives each parent the right to take up to 18 weeks per child (until age 18), with up to four weeks per year.
For working dads, this matters because it:
- creates more flexibility over the long term
- recognises caring as a normal part of working life
- makes it easier to respond to real family needs
Unpaid leave isn’t a solution on its own, but access should never have depended on length of service.
Stronger footing when asking for flexible working
From 2027, employers will be required to engage more seriously with flexible working requests.
They’ll need to:
- give clearer reasons for refusal
- explain why those reasons are considered reasonable
Around half of working fathers say they feel nervous asking for flexibility for childcare. Culture plays a huge role here, but policy matters too.
Knowing you have a genuine right to ask, and that a refusal must be properly justified, changes the dynamic. It gives dads more confidence to speak up about how they work and how they care.
Better protection from unfair dismissal
Currently, most employees need 2 years’ service before qualifying for protection from unfair dismissal.
From January 2027, that qualifying period is expected to reduce to 6 months.
For dads, this matters because it:
- makes it safer to take leave
- makes it safer to assert caring rights
- reduces the fear of “rocking the boat” early in a role
It also plays a role in reducing the disproportionate risk mums still face around pregnancy, maternity and returning to work, helping shift expectations across the whole system.
Day-one statutory sick pay
From April 2026, Statutory Sick Pay will be paid from day one, not day four and the lower earnings limit will be removed.
This is a practical change, but an important one. When you’re juggling work, illness, childcare and family life, losing pay because you’re sick creates real pressure.
Security matters when you’re trying to show up both at home and at work.
More predictable hours and pay
From 2027, workers on zero-hours contracts will gain rights to:
- guaranteed hours
- compensation for cancelled or changed shifts
These changes are still under consultation, but the direction of travel is clear. For working dads, predictable hours and income make it easier to:
- plan childcare
- share care more equally
- be reliable at work and at home
Progress, but not the finish line
These changes matter. They remove real barriers and send an important signal that caring shouldn’t be penalised at work.
But they don’t yet deliver equal parenting.
Without properly paid, ring-fenced paternity leave, many families will still struggle to share care in a meaningful way. Day-one rights help, but affordability remains a decisive factor.
This is progress, but it is definitely not the finish line.
It feels important to name progress when it happens, while continuing to push for workplaces where care is visible, valued and shared.
That’s how culture changes, step by step, policy by policy, and story by story.
by Parenting Out Loud | Jan 30, 2026 | Uncategorized
Only around 5% of eligible employee fathers take up shared parental leave (SPL).
On the surface, this can look like a mystery. If SPL exists, why aren’t more dads using it?
From the stories shared by dads in the Parenting Out Loud community, the answer is clear: there isn’t one single reason. The barriers are multiple and they’re consistent.
1. For many families, it’s an affordability issue
One of the unintended consequences of shared parental leave has been to widen inequalities in parenting between higher- and lower-income families.
SPL is far more accessible to families who can absorb a significant drop in household income. In practice, that often means higher earners or households with more financial flexibility.
For many families (particularly where the dad is the main earner), taking SPL simply isn’t financially viable.
That leaves lower-earning families comparatively worse off than before when it comes to:
- dads spending meaningful time with their children
- equality in parenting and relationships
If shared care is only possible for those who can afford it, it isn’t truly shared and it certainly isn’t equal.
2. It’s complex, poorly understood, and badly communicated
Nearly half of dads don’t know SPL exists. Many line managers don’t understand it either.
Add in:
- complex eligibility rules
- unclear guidance
- lengthy administrative processes
…and it’s no surprise uptake is so low.
Even families who want to explore SPL often find the system confusing and off-putting, especially at a time when they’re already navigating pregnancy, birth and major life change.
3. It isn’t genuinely “shared” leave
Shared parental leave works by transferring leave from a mother’s entitlement.
For some families, that doesn’t work, practically or emotionally.
In many cases, mothers need or want to use the leave available to them for recovery, bonding, or breastfeeding. Asking families to “reallocate” that time doesn’t always feel fair, workable or supportive.
As a result, SPL can feel like a compromise rather than a meaningful commitment to shared care.
4. Workplace culture still gets in the way
Time and again, research and the lived experience of dads in our community shows that many fathers worry about:
- how taking leave will affect their career
- how they’ll be perceived by managers
- whether they’ll be seen as committed or reliable
These fears are rooted in outdated assumptions that dads should prioritise work over care and that early parenting is primarily a mother’s role.
In three stories shared in a recent article in The Times, every dad described challenges when requesting parental leave — including strained relationships with line managers and outdated attitudes.
In some cases, those experiences ultimately led to dads leaving their jobs altogether.
Where shared parental leave has worked
This doesn’t mean SPL has been a total failure.
Some families have had genuinely positive experiences. For some dads, SPL has been a game-changer, enabling early bonding, shared responsibility and stronger family relationships.
Those stories matter. They show what can be possible.
If we’re serious about equality, we need change
Because at a national, systemic level, SPL has failed to deliver equality in parenting.
Relying on families having the financial flexibility, confidence and workplace support to make SPL work will never deliver widespread change.
If we are serious about equal parenting, we need to raise the floor, not rely on individual trade-offs.
That means:
- proper, ring-fenced paid parental leave for all dads
- leave that is simple, well-paid and culturally supported
At a minimum: 6 weeks at 90% of pay.
Employers are already showing what’s possible
Across the UK, employers are already prioritising equal parental leave and showing that supporting dads to care is both possible and beneficial — for families, for gender equality and for workplaces themselves.
You can explore these examples in the Equal Parental Leave Leaders list, a growing group of organisations choosing to lead by example and normalise shared care at work.
That’s where real culture change begins: when caring is visible, valued and supported — not just in policy, but in practice.
by Parenting Out Loud | Jan 29, 2026 | Uncategorized
At the world’s first Working Dads’ Summit, we celebrated just some of the organisations who have equal parental leave policies.
Meet some of the dads who have benefitted from equal parental leave and hear about how it’s benefitted their relationships. And hear from the employers about how and why they’ve implemented equal parental leave policies.
Theo Broughton
Head of Creative from Universal Music Group
Theo Broughton, Head of Creative from Universal Music Group UK has recently taken up 6 months paid paternity leave.
He said: “Our new equal family policy has been enormously beneficial to me and my family. It’s allowed me to be fully present with my family, supporting my partner during a challenging birth for the first month. I’ve also taken 5 months later in the year to be the primary carer of our daughter while my wife returns to work. We don’t have family in or anywhere near London, so being able to split the time allows us both to bond with her and keep our careers moving forward.”
Ange Pattico, Chief People Officer, UMG UK said: “At the heart of UMG UK culture is a deep recognition that family plays a vital role in our wellbeing and long-term success – both personally and professionally. That’s why we introduced our Family Matters equal parental leave policy in 2023: to ensure every parent, regardless of gender or role, can be present for life’s most meaningful moments. This policy isn’t just about time off – it’s about creating space for connection, growth and choice.
We’re proud that we have seen tremendous uptake of our enhanced partner leave offer, a signal that reflects changing norms and a more inclusive approach to caregiving. And it’s having impact. Parents have told us how the leave, combined with our parental transition coaching, has helped them navigate new responsibilities, engage in open conversations with their managers and return to work with confidence and clarity. When we support families, we support the whole person – and that’s what drives a thriving and resilient workplace.”
Zarar Ali
A manager in Deloitte’s technology & transformation business
Zarar Ali, a manager in Deloitte’s technology & transformation business, welcomed his first child, Eliz, earlier this year. He also took advantage of Deloitte’s extended paid family leave, taking six months off, so he could actively participate in his daughter’s early life.
He said: “The extended paid family leave allowed me to fully support my wife and bond with Eliz. Having the time to learn, laugh, and grow as a family was invaluable, especially since our immediate family live abroad. My team has been incredibly supportive throughout the entire process, both before my leave and once I returned to work.”
Jackie Henry, managing partner for people and purpose at Deloitte, said: “Our family leave policy is a significant step towards becoming an even more family-friendly place to work. It supports our people in balancing work and family responsibilities from the early days of parenthood, ultimately fostering greater gender equality in the workplace.
So far, over 625 non-birth parents have applied, with 360 already taking leave averaging 23 weeks. It’s brilliant seeing the first colleagues benefiting from our new policy and hearing about the difference it’s making. We were confident that enhancing our family leave policies was the right thing to do, but the sheer volume of positive messages shared by our people surpassed our expectations.
We need to keep on creating a culture where everyone feels empowered to take full advantage of the support available, without fear of stigma or career repercussions. We’ll continue to review and evolve our policies to meet our people’s changing needs.”
E.ON, who will also be sharing insights at the Summit, offer Equal Parental Leave, with over 350 colleagues taking this benefit so far since it was launched in January 2023.
David Evans
Improvement Senior Lead at npower Business Solutions, which is part of E.ON UK
David Evans, Improvement Senior Lead at npower Business Solutions, which is part of E.ON UK, took Equal Parent Leave and said: “Having had a baby who unfortunately had to go into neonatal, I will be forever grateful for the neonatal and extended parental leave support offered through E.ON. For four weeks I had the opportunity to support my wife and my son in a way that no other father in that ward did. I was able to become NGT Tube trained and feed my son independently. I was able to spend all day on that ward with no thought for anything other than my family. E.ON is providing fathers the opportunity to be there in ways few other employers are.
“Once we left the hospital, our new family was able to spend 18 additional weeks together, in whatever way suited us. I chose to break my entitlement into smaller chunks and spread them out over 12 months. I will be forever grateful for the opportunity to be “present” for baby sensory, for my son’s first go on the swing and for so many other firsts. Thank you to everyone who helped in giving working dads at E.ON that opportunity.”
Charlotte Lack, Head of Safe and Well at E.ON UK, said: “Stories like David’s clearly demonstrate how supporting Equal Parent Leave is about so much more than just time off – it’s about shifting cultures and respecting our colleagues both inside and outside of work.
“When we actively encourage fathers to take leave and be truly present with their families, we send a powerful message: that care and responsibility are shared, and everyone deserves the opportunity to show up fully both at home and at work. At E.ON, we’re proud to create an environment where this is not only possible but celebrated as part of our wider commitment to supporting families in all their forms and at every stage of their journey.”
Read the full list of 165 employers that offer equal parental leave.
