Equalizing Parental Leave - Isn’t It About Time?
With contributions from Rubie EÍlis Clarke and Zoë Robinson
Parents of any gender are important to child development
In July 2025 the UK Government announced a major review into parental leave after campaigners and MPs called for change, foregrounding the fact that the UK’s current arrangements are the worst in Europe.
At present in the UK, most parental leave is structured (albeit implicitly) inline with heteronormative and patriarchal conceptions of gender roles and family structures. Hence, while mothers are entitled to 52 weeks of maternity leave, fathers are only entitled to two.
Current legal frameworks in the UK often lag behind the lived realities of families, creating significant barriers to equitable parental leave, particularly for trans and non-binary individuals who may face challenges with legal recognition of their gender and its impact on documentation for leave entitlements. The very definition of "parent" in policy needs to evolve beyond traditional gender roles to truly reflect modern families. Families are diverse in nature with same gender parents, single parents and blended families, trans parents, and non-binary parents. Making parental leave more equal is for inclusion and for workforce productivity (although it’s important to mention, as Hanna Naima McCloskey wrote, that the “business case” for inclusion is bankrupt, something that resonated deeply with me). It shouldn’t require a financial incentive to do the right thing by people.
The disparity isn't just about individual family welfare, it's creating systematic barriers to workforce diversity and economic growth. When fathers are unable to take meaningful time off following the birth or adoption of a child, it perpetuates traditional gender roles that ultimately disadvantage both women and men in the workplace and families seeking more equitable arrangements. A report by the Fawcett Society shows how the Motherhood Pay Penalty compounds the effects of the ethnicity pay gap, which leaves Black and minoritised mothers the most negatively impacted. This issue is further compounded for disabled parents, who may require additional time and support, or face discriminatory attitudes that assume they are less capable of caregiving.
The current system reinforces inequality in several key ways:
The well documented “motherhood penalty”: reductions in wages, promotions and long term earnings. Additionally, employers often assume mothers will slow down or leave the workforce, leading to less hiring, less promotions and lower raises etc which maintains the gender pay gap.
When the expectation is that mothers in hetero families are the ones who should primarily raise children, parents in LGBTQIA+ families are discounted from being seen as equally valid, capable and legitimate caregivers.
Not having shared parental leave means that parenting is devalued as 'women's work', which means that anyone - though particularly women - who takes time to do child rearing, is seen as less capable or committed to their paid role.
When fathers have access to equitable leave periods, it levels the playing field for women in two crucial ways:
It reduces the motherhood penalty that sees women's careers stagnate or decline following childbirth. When employers know that both parents may take extended leave, the unconscious bias against hiring women of childbearing age begins to dissolve.
Improved paternal leave helps normalize the idea that men are equally responsible for and committed to caregiving. This cultural shift is essential for breaking down the barriers that prevent women from pursuing ambitious careers or leadership positions. When fathers are expected and enabled to take an active role in early childcare, it signals that parenting is a shared responsibility rather than primarily a woman's concern.
In two-dad families, the situation is even more difficult as neither father is entitled to leave to take care of a child they have adopted or fathered through other means (such as through surrogacy). For trans parents, navigating parental leave can be particularly complex due to legal gender recognition laws and policies that may not align with their affirmed gender, creating unnecessary stress and administrative hurdles during a crucial time. Similarly, non-binary parents often find existing forms and systems do not adequately acknowledge their identity, leading to exclusion and misgendering in official processes.
It is clear that what is needed is equal parental leave that offers adequate, equal paid parental leave to anyone who becomes a parent.
Parental leave pay is also part of the review. At the moment, while mothers are entitled to 90% of their average weekly earnings for six weeks, that reduces sharply down to just £187.18 a week for the rest of their leave. Fathers only get £187.18 a week for their two weeks of leave.
Compare this to the average weekly earnings of someone in the UK of £720 and for someone in London of £838.
So it’s no surprise that parents can find it difficult to take their full entitlement, especially if they are in higher paid jobs but with large financial responsibilities like mortgages. It's also vital to remember that low parental pay disproportionately impacts lower-income families, and even more so those who face additional economic marginalization due to being disabled or facing discrimination as LGBTQIA+ individuals. For disabled parents, the financial strain coupled with potential additional costs related to their disability can make extended leave practically impossible, undermining their ability to provide crucial early care.
Some economic benefits of more equitable and increased parental leave and pay include:
reduced staff turnover; staff of any gender are more likely to stay with an employer that supports their developing family;
this has a knock on effect by reducing the costs of recruitment and training;
competitive advantage: employers who support parents have an edge when it comes to talent acquisition; and
the longer term effects of better child health and outcomes associated with sufficient care from parents of any gender and especially when fathers are present and engaged in child rearing.
Improving paternal leave in the UK isn't just about supporting individuals or individual families - it's about creating a more dynamic, diverse and productive economy. The research demonstrates that when fathers have access to meaningful parental leave, it benefits everyone: companies gain more loyal and productive employees, women face fewer barriers to career advancement, and all parents, including trans, non-binary, and LGBTQIA+ individuals, can fully participate in early childcare without facing undue legal, financial, or discriminatory hurdles. For disabled parents, this means creating accessible and supportive policies that acknowledge their specific needs, ensuring they are not disadvantaged simply for being disabled.
In our hiring practices at Good Maven, we strive to support people at whatever life stage they are at and we encourage our hiring clients to do the same. We know that the best employers embody these principles and have seen for ourselves the competitive advantage when they do.
We look forward to the outcome of this review and hope that in the 18 months it takes to conduct, parents and would-be parents of all genders are invited to participate.
Read the report from the Women and Equalities Committee that led to the announcement of the review.
