The discussion around paternity and shared parental leave has gained momentum in 2025, with policymakers reviewing the barriers that prevent parents from fully accessing their rights. The Government has already committed to a broader review of the parental leave system as part of the upcoming Employment Rights Bill, with proposals such as making statutory paternity leave a day-one right. However, eligibility for statutory paternity pay still requires 26 weeks of continuous employment with the same employer.
The UK’s current provisions for paternity leave are widely seen as falling short compared to other developed nations. At present, eligible fathers and partners can take up to two weeks of leave, paid at a statutory flat rate — far below the average weekly wage. Critics argue that this creates financial barriers, discouraging many families from using the entitlement and placing additional pressure on mothers.
A recent report has outlined both short-term priorities and longer-term reforms that could reshape parental leave in the UK. Key recommendations include:
Raising statutory paternity pay to 90% of weekly earnings, mirroring the initial six weeks of maternity pay.
Extending paternity leave to six weeks, bringing the UK closer to European standards.
Introducing a Paternity Allowance so that self-employed fathers can benefit in the same way self-employed mothers currently do.
Simplifying and expanding eligibility for shared parental leave, alongside reviewing financial support for those who take it.
Gradually increasing statutory parental pay towards 80% of earnings or aligning with the Real Living Wage.
Extending parental leave to kinship carers, single parents, and parents of multiple births.
Strengthening protections against discrimination for fathers who take, or request to take, paternity leave.
Addressing wider cultural and workplace barriers that prevent fathers from fully using family leave.
Any reforms to parental leave will have practical implications for UK businesses. HR teams may need to update contracts, adjust policies, and prepare for longer absences as entitlements expand. While this could present operational challenges, there are also clear benefits: stronger family leave policies improve employee wellbeing, retention, and company reputation.
Although the proposals are not yet legally binding, they add significant pressure on the Government to act. If adopted, these changes would mark a major shift in how the UK supports working parents.
At Wecancy, we believe modernising parental leave is essential to building a fairer and more inclusive workplace. We’ll continue to monitor developments and share updates to help both employers and jobseekers stay informed about their rights and responsibilities.
