We had our baby boy in May 2024 and as part of our childcare plans, I took shared parental leave from October through January 2025. I wanted to take any opportunity I could to have some extended time with my son in his first year. Therefore, when I learned of Shaw Gibbs’ Shared Parental Leave (SPL) policy, it was a no-brainer for me to make the most of this.

In 2024, shared parental leave laws were updated to give new fathers and partners more flexibility in how they take their parental leave. Though this is now a legal requirement, it is still an area that many do not know about.

The Policy

Shared parental leave policies enable eligible parents to choose how to share the care of their child during their first year of birth or adoption. This should not be confused with ordinary parental leave which is the entitlement to up to 18 weeks’ unpaid leave and is unaffected by SPL. Employed fathers are currently entitled to two weeks of paternity leave (at a maximum of £184.03 per week). Whilst this may work for some, during these three months I learnt how critically important it was for me to have some extended time with my baby.

It is necessary to note that the first two weeks following birth are the compulsory maternity leave period and these are reserved for the birth mother. This means that the mother cannot curtail her maternity leave to take SPL until two weeks after the birth and the maximum period that the parents could take SPL is 50 weeks between them (although it will normally be less than this because of the maternity leave that mothers usually take before the birth).

If the father can’t take reduced hours, they may miss out on opportunities to be as fully involved as the child develops in that first year. After a while, the father may not feel as confident looking after the child due to the lack of experience and the baby is more naturally drawn to the mother when needing comfort.

It is, therefore, usually the mother who will be able to identify what is wrong or needs to happen to resolve the situation. This leads to mothers becoming the main caregivers meaning they may need to sacrifice more of other life areas whilst their child grows through their formative years.

However, the father or partner can begin a period of SPL at any time from the date of the child’s birth. The partner should bear in mind that he/she is entitled to take up to two weeks of ordinary paternity leave following the birth of his/her child, which he/she will lose if SPL is taken first. The mother and partner must take any SPL within 52 weeks of birth. Paternity leave must be taken within 56 days (eight weeks) of the birth.

The Benefit & the research

Enabling fathers to take more time off has been proven to enhance not just the experience of new parents but also the economy. It helps reduce the gender pay gap which, in turn, benefits the economy as a whole as well as the post-partum symptoms for women. This can also lead to stronger bonding between dads and their children.

A recent study conducted by The Centre for Progressive Policy (CPP) found that increasing statutory paternity leave to six weeks at 90% full pay (aligned to statutory maternity leave) would reduce the gender pay gap by 4% and increase economic output by £23 billion. This suggests that fathers taking more time off is a clear benefit for all.

Whilst on parental leave, I also had the opportunity to observe how society currently does not support fathers as equal and primary caregivers to their children. Whether in a baby group where the leader/interactive material only referred to mothers; or when I turned up to the first sensory class and found myself the only dad in the room. My first solo trip out with my son was interesting when I discovered that there were no baby-changing facilities which men could access.

The good news is that this is being challenged and there is a massive push for laws to change. Last year, the Bum Deal campaign launched a movement to make baby-changing facilities available to all caregivers. In research carried out by this campaign group, they found for instance, that out of 500 public toilets, only 15% had facilities accessible to all caregivers. However, there are signs of change. Tottenham Hotspur Football Club, for instance, recently became the first official ‘Fair Change’ venue.

Shared parental leave may not be available to some fathers and may not work for all. However, I hope everyone who is considering having children or adding to their family is aware that this government policy exists and to take advantage of it where it suits. I can see it becoming one of the deciding factors for employees deciding on an employer of choice.