HELPING STRESSED DADS BALANCE WORK AND FATHERHOOD
Should my organisation enhance Paternity Leave or Shared Parental Leave?
Explore which option is best for organisations and individuals
Parental Leave in 2025
Fully paid, extended maternity leave has become a cornerstone of modern workplace employee well-being policies, while, understandably, paid support for new dads, “secondary carers” and “non-birth” parents has lagged behind both in terms of the length of leave and the pay rates offered.
In the UK, the advent of Shared Parental Leave in April 2015 created some degree of momentum towards enhanced parental leave opportunities for fathers and non-birth mothers but progress towards creating improved gender equality through the mechanism of parental leave has been slow. Professional services sector have since led the way as part of talent recruitment and retention and the goal of a more equal representation of women in senior leadership roles.
In the UK, there is a debate about whether enhancing paternity leave or shared parental leave offers better outcomes for individuals, families and organisations alike.
Shared parental leave was designed to offer flexibility by allowing parents to split their leave entitlement. However, it has seen limited uptake, estimated to be around 5% eligible parents due to complex regulations and persistent societal norms around gender and the role of men and women in caregiving.
By contrast, paternity leave - dedicated leave for fathers, has emerged as a simpler, more impactful alternative.
In this article I argue that enhanced Paternity Leave is the superior option, with Equal Parental Leave being the gold standard measure of support for new parents in any organisation.
Content
➡️ What Is the statutory framework?
➡️ Enhanced paternity leave is great.
➡️ But, equal parental leave is better.
➡️ Why enhanced paternity Leave is better than enhanced shared parental leave (SPL)
➡️ What does SPL have going for it?
What Is the Statutory Framework?
Paternity leave and Shared Parental Leave differ significantly in structure. While shockingly, the self-employed have no rights to any paid government support.
Maternity Leave
Statutory Maternity Pay for the first 6 weeks: 90% of their average weekly earnings (AWE) before tax, the remaining 33 weeks is the lower of £172.48 or 90% of AWE.
Paternity Leave
2 weeks Statutory Paternity Pay for eligible employees is the lower of £172.48 a week or 90% of AWE earning.
Shared Parental Leave
You can share up to 50 weeks of leave and up to 37 weeks of pay.
The actual amount depends on how much maternity or adoption leave and pay (or Maternity Allowance) you or your partner take. Pay is at the rate of £172.48 a week or 90% of your average weekly earnings, whichever is lower.
Enhanced Paternity Leave is great…
By offering dedicated enhanced paternity leave for fathers, organisations signal that parenting is a shared responsibility rather than a task solely for mothers and that they value and support fathers’ involvement in early childcare, with the associated mental health, family connection and domestic gender equality benefits that this supports.
Enhanced paternity leave challenges traditional gender roles and can help reduce the motherhood penalty—the career disadvantage women often face after having children.
Both the campaign objectives of the Fatherhood Institute and Pregnant Then Screwed focus on improving paternity leave to allow “6 weeks for Dad” - dedicated time for men to use or lose, not leave, such as SPL, that must be opted into.
https://www.fatherhoodinstitute.org/post/next-steps-for-our-6-weeks-for-dads-campaign
https://pregnantthenscrewed.com/why-we-are-campaigning-for-6-weeks-paid-paternity-leave
But, Equal Parental Leave is better!
While improving the length and pay associated with paternity leave is important, the major benefits are derived when organisations implement equal parental leave – offering the same pay and leave regardless of how you become a parent.
When coupled with a culture that expects men to take the leave on offer, equal parental leave sends a strong message about an organisation’s commitment to gender equality which can also enhance their reputation as progressive employers.
Better for equality
Equal Parental Leave is more likely to remove gender bias from the recruitment and promotion process. If your organisation cannot use gender as a way of judging who might take extended leave when they become parents, or perhaps be interested in longer term flexible or part time working arrangements, the motherhood penalty can be mitigated as judgements about presence and long term ‘commitment’ are much harder to assume and the bias against female hires is reduced.
Assumptions are everywhere as this young female colleague of my wife, Lisa, reflected to me:
“When I first met Lisa, I didn’t think she had kids, because I didn’t think a mum could do this job”
Simpler
Equal Parental leave is simpler from a legal and administrative angle. I think we’ve all heard painfully non-inclusive stories of non-birth mothers on paternity leave. Equal leave is inclusive of every type of parenthood journey, including adoption, surrogacy and single gender relationships.
Equal Parental Leave is the most common form of enhancement in the Inspiring Dads Parental Leave Database. At the time of writing, 127 out of 285 UK organisations offer equal, full pay parental leave, while 36 equalise materity and shared parental leave.
Why enhanced Paternity Leave is better than enhanced Shared Parental Leave.
When budgets are tight, and you can only afford to enhance Paternity Leave OR Shared Parental Leave (SPL) which one should you choose (and why?)
Sharing leave sounds like a really great benefit, doesn’t it? On the face of it, it sounds better at accommodating diverse family structures, including same-sex couples, adoptive parents, and families where one parent may not be biologically related to the child. It recognises that caregiving roles are no longer bound by traditional norms, creating inclusivity.
However, SPL, is problematic for a number of reasons.
SPL introduces greater complexity - parents have to negotiate within their relationships about how to split leave, typically birth mothers need to give up some of their leave to a spouse or partner and that partner has to communicate with their workplace.
For men the process of opting in to take their partners leave is fraught with societal and workplace judgement and discrimination…
Caregiving fathers face ‘social mistreatment’- they face mockery, are viewed as idle, struggle with friendships, face negative judgement and are viewed with suspicion. The “Fatherhood Forfeit” (Kelland, 2022)
Men who wish to be actively involved in family life voicing concerns regarding being perceived as ‘wimpy and girlie’ (Connell and Messerschmidt, 2005), a ‘sissy’ (Kimmel, 1994, 119) and a ‘feminine man (Locke, 2016; 199)
“Most cite fears of being discriminated against professionally, missing out on pay rises and promotions, being marginalised or even mocked as reasons for not taking time off.” BBC July 21, “Paternity leave, the hidden barriers keeping men at work.”
Combined with gender pay gap data that indicates that families are more likely to be worse off when a dad takes unpaid leave. We can start to see why, in heterosexual relationships, this often leads to mothers taking the majority of the leave, perpetuating existing inequalities, reinforcing norms and knowledge around child caring responsibilities.
In the next section I’ll talk about why Shared Parental Leave can be a good thing. But very few of the benefits can be realised due to low uptake.
Not only is uptake of SPL low, the UK government’s own research indicates a striking pattern that suggests that SPL is a perk for middle class white people.
“Parents who take up SPL and pay are more likely to be
• older,
• parents of white ethnicity,
• highly qualified,
• work in large organisations,
• be on a higher income, and
• have progressive gender role attitudes
• are more likely to be married”
The Dad Shift Research
”The numbers are damning. Less than 2% of families use Shared Parental Leave - because it's too poorly paid, too complicated, and forces couples to take leave away from mums (which many are reluctant to do).
We used an FOI request to uncover that the 2% figure also contains deep inequalities. SPL pay is so low that just 100 people in the bottom 30% of earners took it last year. More SPL is claimed in London than Scotland, Wales, Northern Ireland, the North West and the North East combined.”
Paternity Leave offers a clear and straightforward framework compared to the complexities and challenging societal dynamics of Shared Parental Leave.
For HR departments, managing shared parental leave can be a logistical challenge. It requires coordinating leave schedules, ensuring eligibility requirements are met, and navigating the transfer of leave entitlements between parents. These administrative hurdles often deter companies and employees from fully embracing shared parental leave.
Paternity leave, however, is simpler to implement and administer. The clear entitlement reduces confusion and ensures that fathers can take time off without extensive paperwork or negotiation.
What does SPL have going for it?
One clear benefit of Shared Parental Leave is that it’s more likely to support dads being in sole charge of their children – gaining crucial skills and confidence while creating a newfound understanding of the second shift and mental load.
It is much harder to be on leave at the same time as your partner when you are accessing shared parental leave.
Pregnant Then Screwed have in identified staggered leave as being key to helping to close the gender pay gap.
“I believe that if the Government were to offer fathers 6 weeks paternity leave at 90% of their pay, to be taken once the mother has returned to work, this would have the biggest impact on the gender pay gap and reducing discrimination in the workplace.”
I would argue that shared parental leave is better than paternity leave at accommodating diverse family structures. The big BUT is that these same benefits are also derived from equalised parental leave, but with the societal and social challenges described above.
Conclusion
Given the choice between matching a maternity offer with either paternity leave or shared parental leave, it is always better to match with paternity leave and create equal parental leave within your organisation.
If, as an organisation, you actually want dads and non-birth parents to take extended parental leave you need to create Equal Parental Leave. If you don’t want people to take leave, offer equalise your leave via Shared Parental Leave.
Equalised parental leave is the gold standard in the UK.
The Inspiring Dads Parental Leave database has so far identified
⭐ The full pay offers of more than 285 UK Organisations.
⭐ 125+ Equal Parental Leave offers.
⭐ 36 more equalising via Shared Parental Leave.
⭐ 179 offering "6 weeks for dad."
By offering equalised, fully paid, parental leave, organisations can promote gender equality, enhance workplace culture, and enjoy economic and administrative advantages. As companies seek to attract and retain top talent, adopting policies that prioritise dads access to leave is not just a socially responsible choice but also a strategic business decision.
Shared parental leave, while well-meaning, has struggled to achieve its intended goals due to societal and practical barriers that discourage fathers from taking significant time off, especially time that they are not explicitly allowed to take.
Paternity leave, being simpler and more accessible, avoids these pitfalls and ensures that fathers can participate in early childcare without undue barriers.
In almost all circumstances ring fenced Paternity Leave creates much greater benefits than Shared Parental Leave by driving higher levels of uptake, fostering workplace equality, improving culture, and reducing administrative burden.
The gift of Shared Parental Leave
Shared Parental Leave, what it is and why it creates benefits for businesses, dads and families.
The gift of Shared Parental Leave
In an industry which has long struggled with female attrition rate, recent research from law.com that shows 44% of partner promotions in the top 30 are women, (up from 12% five years ago), is to be welcomed. Even if that makes a comparatively minor dent in the 20% representation overall.
Originally published in the LAW Absolute Newsletter for Father’s Day 2021
Gender diversity is good for business - according to McKinsey, the most gender-diverse companies are 21% more like to experience above-average profitability.
For 15 years I have had a ringside seat on my wife’s law career, I’ve seen the dynamics and behaviours driven by hourly billing, the ‘eat what you kill’ mentality, the mental health challenges and the relationship tension that manifests itself as a woman posting “congrats, let’s catch up” on their husband’s 2-year LinkedIn anniversary notification.
It hasn’t always been pretty.
Policy and quotas only get you so far, culture change really matters, which was brought home to me when a younger female client of Lisa’s remarked that when they first met, she had assumed that Lisa didn’t have children “because I didn’t think you could be a mum and do this job.”
She and I both recognised how damaging that was for the prospects of all women.
What do dads want?
In their 30th anniversary report “State of Man” GQ magazine’s readers identified ‘Being a present father’ as the number one aspect of modern masculinity.
While dads in my Facebook group describe these desires
‘Spend more time with my daughter and be a happier person.’
‘To have more time with the kids.’
‘Attend more special occasions. Be a more active figure daily in
their lives.’
Even before the pandemic, research by insurance company Zurich and the UK government-backed think tank 'The Behavioural Insights Team' found that many more men also applied for roles when they offered flexible working options, suggesting the issue is just as important for them as it is for female candidates.
The impact of Covid on parents
The Office for National Statistics found that the first Covid lockdown had led to a 58% increase in childcare undertaken by men but women still did more childcare and women with young children are much more likely to be considering leaving the workplace altogether:
McKinsey reported that in the category of parents of kids under ten, the rate at which women in this group were considering leaving was ten per cent higher than for men.
The Financial Times also reported that this trend is seen at senior levels too:
“Senior-level women were 1.5 times more likely than men to think about downshifting their careers or leaving the workforce because of Covid-19.”
What is Shared Parental Leave (SPL)?
In short, couples can share up to 50 weeks of leave and up to 37 weeks of pay between them. Transferring allowance allows parents to share leave in a way that best suits them.
https://www.gov.uk/shared-parental-leave-and-pay
Why is SPL good for business?
Shared Parental Leave is a mechanism for supporting parents to divide parental leave in ways that work best for them as family - improving well-being and long-term loyalty and performance. Crucially, it is also an opportunity to change the business culture, creating a more diverse workplace.
Initiatives targeted at women create a two-tier system, but when men take extended leave (or seek to work flexibly) it is no longer possible to assume that only women have caring responsibilities, and this broadens the definition of what success and commitment at work looks like.
As Lisa Unwin, writing last month, said:
“The partners explained to me that they’d love to have more women on the team, provided they were able to put in the all-nighters and accept that this is an 80 hour a week job.”
Firms can use SPL to create more diverse workforces and maybe even remove some of the energy sapping, relationship and mental health damaging work structures that persist in the industry.
Photo Credit: Jonnelle Yankovich via Unsplash @jey_photography
Benefits for dads, children, and families.
1) It increases the early bonding experiences between father and child.
2) It creates the opportunity to build skills for long term solo parenting which is important for equality at home.
3) It insulates dads from vulnerabilities in the event of relationship breakdown. How often do you hear the story - 'He can't share custody he doesn't know what he's doing’ ? Harder to say if you have a track record of looking after children on your own.
4) Present and engaged dads create great behavioural outcomes for children.
5) Great for dual income couples, skills learnt by dads builds equality at home.
According to a Harvard Business Review report,
“Women with equal partners at home are more successful at work. When people are less concerned with the impact of their job on family responsibilities and able to focus and commit more fully to their work, it’s no surprise that they’re more productive and able to take advantage of growth and advancement opportunities.”
The leading Law firms do enhance their leave.
https://www.linklaters.com/en/about-us/news-and-deals/news/2019/december/new-parental-leave-policy
Actions businesses can take to celebrate Father’s Day.
The pandemic has changed everything, we can longer assume that men don’t have or want caring responsibilities.
· Review your parental leave provision – putting dads at the heart of policy.
· Identify male fatherhood role models.
· Encourage men to take leave and access flexible working.
· Normalise men taking leave and build a different culture.
There is little point making up record numbers of women to partnership if firm wide culture is still built around long hours and an assumption that men do not want to be present in their families’ lives. It’s lazy and it will cause relationship issues and well-being challenges.
Photo Credit: Larry Crayton via Unplash @ljcrayton
swapped a house for an apartment in lockdown...
Living 50m from Central Park sounds incredibly glamorous but not if you've swapped a house for a pandemic apartment in lockdown....
swapped a house for an apartment in lockdown...
Living 50m from Central Park in Upper West side Manhattan sounds incredibly glamorous but not if you've swapped a house for a pandemic apartment in lockdown....
Steve Myall, former deputy features editor of the Daily Mirror and co-host of the highly successful First Time Dads podcast joins James Millar and I as the circle of podcasting is complete.
True story - I first heard James on Steve's podcast, went and bought his book, Dads Don't Babysit, found him on Twitter, and tweeted about how much I liked the content.
We talk shared parental leave, finding space in a big city and why diplomatic status is this year's must have accessory for the Real Brit Dads of New York. Steve talks about what it is like on the ground in New York - elections, parenting and being that elusive species - the hands on stay at home dad.
Watch or listen to any of our episodes here: https://www.inspiringdads.co.uk/lockdown-dads
Contents
01:30 switching a house for an apartment, not realising that we would be in it 24 hours a day.
02:30 Home school and Boris the Cat
05:00 God alone knows what we're going to do at the weekend.
06:00 We had a friend who took some shared parental leave, he was in his shorts, had grown a beard. He was relaxed. He was chilled. And the relationship with his second child looked fantastic.
07:30 Condensed hours and changing how you look at work.
08:00 Moving to New York.
09:30 The First Time Dads Podcast - because we felt that dad's weren't really talking about the emotional stuff.
I still get emails, I still get messages on Twitter, people coming to it, for the first time. I mean, we suffered a little bit because of the sound quality at the beginning, but you know, it was really well received. We were nominated for best podcast in the podcast awards. We had lots of people coming to us wanting to be on it because it had this particular reach to dads and we had no difficulties getting guests at all because it was something new.
13:30 There was talk of a virus in China and then suddenly New York's in this epicenter.
14:30 If you're on the seventh floor of an apartment you can't take them to playgrounds or shop.
16:45 We are fortunate, because my wife works for the UN, we've got a diplomatic status here so that we were able to come back to the UK.
Which a lot of the people that I've met, over here, British, haven't been able to do so. I'm on a WhatsApp group, which is called the “Real Brit Dads of New York”… their visas don't allow them to go backwards and forwards. So they had like 18 months, some of them, without seeing grandparents.
17:45 New York parks v Crystal Palace Park aka "have you got a big dinosaur with its face fallen off?"
19:35 Federal law allows you to have 12 weeks of unpaid parental leave as a dad.
22:00 Not only would it be unusual for me to see a dad taking their kids to this stuff, it would be unusual for me to see a parent because they're all nannies.
And, you know, if I talked to the guys that work on the door here, you know, they don't live in upper west side. If you live in New Jersey, it's a different thing. Or maybe Queens and the Bronx, it's, it's a slightly more community way of parenting, but certainly where we are, it feels like the kids are being looked after rather than being parented.
23:00 It's changed a lot since lockdown - you see a lot more dads doing drop-off and pick up because obviously they're working from home.
26:10 And then the adults all have a shrink, right?
28:00 We drove back into New York as the election result came over the radio and people were out in the street, opening bottles of champagne, cheering on the street corners.
29:00 If you go in Central Park, without wearing a mask outside, you will be shouted at.
30:00 Tips: Watch Soul, eat chocolate oranges and get in touch with mindfulness and the craft box.
Photo Credit: @joshcouchdesign via Unsplash
Why take Shared Parental Leave?
Shared Parental Leave has the potential to deliver superb benefits for Dads, Mums and Society. It’s time to get properly behind it.
Why take Shared Parental Leave?
Since 2015 it has been possible for parents of new born or adopted children to share up to 50 weeks of leave and up to 37 weeks of pay between you.
This post will explain the benefits of Shared Parental Leave (SPL) and why it has the potential to be a game changer as we move to equal parenting opportunities. Opportunities that will allow Dads to spend much more time with their children.
More and more Dads want to spend time with their young children, even at the cost of their own careers. The choices you make before your children are even born will set the scene for the rest of your life.
Shared Parental Leave gives choice to families. Dads and partners don’t have to miss out on their baby’s first step, word or giggle – they can share the childcare, and share the joy.
Challenges and Opportunities
Aviva
The Insurance company Aviva has a policy that offers equal parental leave to men and women working at Aviva - up to 12 months in the UK, including 26 weeks at full pay.
As with all decisions around having children, returning to work, deciding who will looks after your children and for how long. There can challenges, especially with finances.
Unless you have an employer with enhanced parental leave policy >>
It’s important to consider
What sort of Dad do you want to be?
How do you want to be remembered?
What kind of relationship do you want to build with your children?
The mentality around the early years won’t change until we all accept mums and dads equally equipped to look after their offspring.
A case study for your inspiration.
Shared Parental Leave - The Benefits
1. Improved relationships with your children.
Proof of the bonds with my son (!) - ‘You are a Poo-Poo Head Daddy’
As a new Dad, the time you spend building relationships with your young children is priceless. The potential is there to create brilliant early bonding experiences, they might not remember the details but those bonds will be there forever and you get to be the type of Dad you wanted to be.
I found, too, that it strengthened the bond between my son and me. He became less crazy-sleepysuit-of-madness and more of a little buddy. And when I came to be the one who was there when he was hungry or tired or had bonked his head, the more he understood I was a source of comfort, too. That effort has lasted into his toddler years and, I hope, long beyond that.
Adam Dewar - The Guardian
2. Practical and emotional support for each other.
The prevailing wisdom is that Maternity Leave is wonderful time for mothers to bond with their babies, but many women struggle with the emotional and practical challenges of looking after babies, especially if they have other children too.
Post Natal Depression is very common among women and likely to be under-reported in men. Sharing leave either together or separately could literally be a lifesaver.
The peak time for postnatal depression in men is three to six months after the birth . As with postnatal depression in mums, it often goes unreported. The symptoms can look a lot like the everyday stresses of having a newborn .
Source: NCT
My own experience of the first 6 months of our first baby’s life was of phoning my wife each lunchtime and fearing hearing how she had struggled that morning with our reflux suffering daughter.
Click here for more on benefits of SPL for Mums.
By sharing the parenting duties you’ll be sharing the mental load and improving gender equality at home.
3. earlier return to the workplace for your partner
It’s not necessarily going to be your priority as a couple, but SPL could be a powerful tool.
Rather than one parent taking 8 months of out work - with the associated practical and long term pay challenges this can lead to (aka the Motherhood Penalty). You both take 4 months.
Your partner can get back to the career she loves, knowing that the little one is in great hands. While you get the benefits of bonding with your kids.
The longer anyone is out of the workplace the harder it is to return. By sharing leave and care it allows women to return to the workplace earlier if they want by supporting a more seamless transition back to the workplace.
4. You’ll be happier
If you are one of the many many Dads who wants to more involved in the lives of his young family then being able to take that opportunity and not feel frustrated and left out is so important.
By normalising Dads looking after children, you’ll be a leader of men, with all the fame, fortune and kudos that brings. Plus you’ll get to discover Octonauts, one of the best kids TV ever produced.
5. Reduce the Gender Pay Gap
This is the big picture really.
✅ Doing what you want - looking after your young children.
✅ Your partner doesn’t have to spend so long away from the workplace.
✅ Female progression in the workplace becomes more likely as employers can’t assume that it is only women who take time off when couples have children. They will have to treat talent equally.
True equality is gained by having true equality of choice of parenting.
“Better gender balance makes business more successful. The McKinsey Global Institute (2015) estimated that a scenario in which women achieve complete gender parity with men could increase global output by more than one-quarter relative to a business-as-usual scenario.
Source: Axis Network.
Shared Parental Leave - Next Steps
If this looks like something you would like to do we have a few key steps:
Find out what your firm’s policy is.
Find out and talk to people in your business who have taken SPL.
Run the UK Government Calculator.
Talk to New Dads. Build a network and discuss your options.
Talk to your partner - be honest about what you want to do
Understand what you can afford to do.
Compare the financial investment v the benefits you’ve learnt.
SPL pays currently £145.18 per week or 90 per cent of average weekly earnings, whichever is lower. Where employers haven’t extended enhanced maternity schemes to SPL, it often doesn’t make financial sense for the father, who typically earns more, to take SPL.
Shared Parental Leave - The Facts
Below is a summary of the UK government rules - for full details click here.
*** There are some differences in the eligibility of Shared Parental Leave (SPL) or Shared Parental Pay (ShPP). Please use the calculator or check the government guidance.
Use this calculator to check if you can get leave or pay when you have a child.
Some assumptions
To keep this simple we are talking about SPL for Dads of newborns.
Overview
You can share up to 50 weeks of leave and up to 37 weeks of pay between you. The mother is obliged to take two weeks’ leave, but following that, it would be up to the couple as to how they split the remaining 50 weeks – 37 with statutory pay of up to £145.18 a week.
You need to share the pay and leave in the first year after your child is born or placed with your family.
You can use SPL to take leave in blocks separated by periods of work or take it all in one go.
You can also choose to be off work together or to stagger the leave and pay.
Eligibility
To be eligible for Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP), both parents must:
Share responsibility for the child at birth.
Meet work and pay criteria - these are different depending on which parent wants to use the shared parental leave and pay
If both parents want to share the SPL and ShPP
You and your partner must:
Have been employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date (this is around the time you got pregnant).
Stay with the same employer while you take SPL.
Be ‘employees’ (not ‘workers’).
Each earn on average at least £116 a week.
If, as the mother’s partner, you want to take the SPL and ShPP
The mother must:
Have been working for at least 26 weeks (they do not need to be in a row) during the 66 weeks before the week the baby’s due.
Have earned at least £390 in total across any 13 of the 66 weeks.
You must:
Have been employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date (this is around the time the mother got pregnant).
Stay with the same employer while you take SPL.
Be an ‘employee’ (not a ‘worker’).
Earn on average at least £116 a week.
Confused yet?
Use this calculator to check if you can get leave or pay when you have a child
When can you start?
You can only start Shared Parental Leave (SPL) or Shared Parental Pay (ShPP) once the child has been born or placed for adoption.
The mother (or the person getting adoption leave) must either:
Return to work, which ends any maternity or adoption leave
Give their employer ‘binding notice’ of the date when they plan to end their leave (you cannot normally change the date you give in binding notice)
You can start SPL while your partner is still on maternity or adoption leave as long as they’ve given binding notice to end it.
(You can give binding notice and say when you plan to take your SPL at the same time.)
Ian Dinwiddy, Founder
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A new generation of dads wants be an active and involved parent and thrive at work - and this represents a major opportunity for families, the workplace and society.