Paternity Leave and Pay

After his paternity leave last year, he advocated for changes that would allow fathers to take longer leave when a mother needs recovery time after childbirth. He also highlighted the financial penalty many face and the need for support during crucial family moments.

Acknowledged the importance of paternity leave and pay in reducing gendered imbalances. He highlighted heartbreaking choices faced by families due to current inequity, including fathers having to squander savings or take unpaid leave after a C-section while supporting early parenthood.

Mr McDougall discussed cultural and economic barriers to father involvement, noting a £1,000 gap between average pay and statutory paternity leave, which disproportionately affects lower-income families.

Asked if the Minister would give way.

Personal experience shows the inadequacy of paternity leave: 3.5 days for an employer with a five-month tenure, including a critical period when his wife had a seizure post-birth. Despite the welcome changes in the Employment Rights Bill, there is a need to address financial barriers.

The paternity system is classist, with white-collar workers getting much better provision from their employers compared to precarious industries. He highlighted the importance of having the father or partner there for support during a traumatic birth or difficult pregnancy, emphasizing that longer paternity pay leads to closing gender pay gaps and improving career prospects.

The Conservative Member welcomed the improvements to paternity leave and pay introduced by the previous Government, highlighting reforms that provide more choice and flexibility for fathers and partners. He noted the removal of qualifying employment conditions for shared parental leave when a birth mother or adopting parent has died, paying tribute to the Labour MP who steered this through Parliament.

He stated that even if a birth is straightforward, the two weeks of paternity leave and pay pass very quickly. He highlighted that complications during childbirth can exacerbate this issue, causing additional stress for parents who feel guilty about returning to work.

I thank my hon. Friend for giving way. I will be very brief. I am a former small business owner—does my hon. Friend agree that as part of that review, we should also be looking at and promoting to small businesses the benefits of adequate family leave and flexible working at the same time to help grow the economy?

Mr Evans agreed with the concerns raised by Shaun Davies about the current state of paternity rights in the UK, noting his personal experience with a premature birth and limited paternity leave options.

Fathers receive only two weeks of paid paternity leave at £184 a week, which is insufficient for many families. The system lacks inclusivity, especially for those in lower-income brackets or the self-employed. A TUC study found that 35% of fathers with household incomes under £25,000 do not take shared parental leave due to financial constraints.

Called for better paternity pay, increasing it to 90% of a father's salary as soon as possible. Emphasized the importance of development in early years and proposed introducing a dad's month and widening eligibility for paternity pay.

He highlighted the limited paternity leave and pay in Northern Ireland, noting that it is significantly less than what other countries offer. He emphasized the importance of having more support for families during a vulnerable time after childbirth.

As he prepares to become a father for the third time, he stressed that two weeks of paternity leave are insufficient when considering the health needs of his wife after childbirth and the practical challenges in rural areas.

Emphasised the importance of a cultural shift where men are valued for their care and love, not just strength. Advocated for better paternity leave to support working parents financially and mentally.

Noted that the omission of self-employed individuals from eligibility for paternity pay is a major issue that needs to be addressed.

Ms Wilson highlighted the importance of paternity leave for cultural change and equality in parenting, noting that current statutory rates are insufficient. She supported increasing paternity pay to 90% of salary with a cap for higher earners and extending eligibility to self-employed parents. Additionally, she proposed a 'use it or lose it' month of paid parental leave reserved for fathers.

Mr Glover praised the campaign for equal parental leave and outlined the economic benefits in countries offering six weeks paternity leave, advocating for a Liberal Democrats plan of generous shared parental leave.

Due to downsizing, he was forced to change jobs during his wife's pregnancy and lost eligibility for statutory leave. The reality reflects the majority of individuals who do not stay with employers long-term, leading to inefficiency in returning to work post-birth.

Ms Russell highlighted her experience advising women facing maternity discrimination and emphasised the need for non-transferable paternity leave paid at a sufficient rate, noting 12% of employers are reluctant to hire women due to pregnancy risks. She intervened to agree with the idea that paternity leave can help counteract the perception that part-time work is less valuable and supports the concept of shared parental leave.

Intervened to point out that the impact of mental health on mothers should be considered in discussions about paternity leave.

Ms Creasy argued that to address paternity leave properly, we must ensure everyone faces the same discrimination in their career due to potential childbearing, citing 54,000 women annually losing jobs during pregnancy or maternity leave. She advocated for protected and paid leave (PaPa) for both mothers and fathers, arguing that entrenching current policies could worsen the motherhood penalty. She pointed out the need to address workplace inequalities that contribute to a gender pay gap.

The Employment Rights Bill will help 30,000 new fathers qualify for paternity leave and is vital as it offers greater flexibility and reflects a societal shift towards supporting parental leave.