Are we doing enough to support working dads?

It’s a question more companies are beginning to ask, and rightly so. Because if working dads aren’t given the support to thrive at work and at home, our efforts to build truly inclusive workplaces will always fall short.

For too long, the conversation around parental support has centred primarily on mothers. But fatherhood is changing, and workplaces need to catch up. Today’s dads want to be more present, more involved, and more active in their children’s lives. Yet many still face outdated expectations, a lack of flexibility, and stigma when they do step up.

Why working dads need support

Fatherhood has dramatically shifted over the past generation. Today's working fathers are more hands-on than ever before, with studies showing that modern dads spend three times as much time with their children compared to fathers in the 1960s. Yet workplace policies and cultural expectations haven't always kept pace with this evolution.

Working dads face unique challenges that often go unrecognised:

The invisible struggle
Many fathers experience what researchers call "father guilt" – the stress of balancing career ambitions with the desire to be present, engaged parents. 

Mental health impact
The pressure to maintain a job and be an involved parent can lead to burnout, feelings of inadequacy, and decreased job satisfaction. Supporting dads at work can lead to improved mental wellbeing – not only for men, but also for their partners.

Career advancement concerns
Many fathers worry that requesting flexible arrangements or taking parental leave will negatively impact their career progression. This "flexibility stigma" is particularly pronounced for men, who may face assumptions about their ambition or commitment to work. This discourages many from taking full parental leave or requesting working patterns that would better support family life. A 2024 study commissioned by REC Parenting found that 30% of working dads often feel overwhelmed balancing work and caring responsibilities, and 32% have considered leaving their job because of these pressures.

Family dynamics
When fathers can't fully participate in family life due to rigid workplace structures, it creates an unequal distribution of domestic responsibilities. This adds pressure on mothers, and contributes to gender imbalance both at home and in the workplace. On the flip side, when dads are supported, they're able to take on more parenting responsibilities from day one, reducing the mental and emotional load often carried by women.

The broader impact
Supporting working dads is about more than just policy – it’s about building a culture that normalises active fatherhood. When dads thrive at work and at home:

• Children benefit from more engaged parenting.
• Partners experience a more equal distribution of care.
• Workplaces become more inclusive and equitable for all parents.
• Employers see higher retention and loyalty among working parents.

How organisations can support working dads

Creating a father-friendly workplace requires intentional policy changes and cultural shifts. Here are a few key strategies which organisations can implement:

1. Embrace flexible working as the norm, not the exception

One of the most impactful ways to support working dads is by offering flexibility in how and when work gets done. This could include hybrid or remote working options that allow fathers to be present for school drop-offs, pickups, or family milestones. Offering compressed working weeks or job-sharing in senior roles means that fatherhood doesn’t come at the cost of career progression. When flexibility is embedded into the culture, not just written into policies, it empowers all parents to show up fully at work and at home.

2. Train managers and build a supportive culture

Policies only go so far if the culture doesn’t support them. That’s why equipping managers with the tools and confidence to have open conversations about work-life balance is needed. Many dads may not feel comfortable initiating these discussions, especially if they fear being seen as less committed. Manager training should include recognising bias, understanding the pressures working fathers face, and modelling inclusive behaviours.

Additionally, creating employee resource groups (ERGs) for parents that specifically include dad-focused programming can make a huge difference. These groups can offer peer support, normalise conversations around fatherhood, and help working dads feel seen. Mentorship schemes where new fathers are paired with senior dads who have navigated similar challenges can also help.

3. Introduce family-friendly benefits that reflect real needs

Family-friendly perks shouldn’t just be a checkbox. They should reflect the realities of modern parenting. Offering access to on-site or subsidised childcare, or even emergency backup childcare services, can relieve a significant source of stress for parents.

Beyond practical help, companies should also provide mental health and wellbeing support tailored to working parents. Counselling services, wellbeing days, or simply encouraging dads to take leave without stigma can go a long way in improving mental health outcomes.

4. Rethink how you measure and reward success

Too often, flexible working is unconsciously penalised when it comes to performance reviews or promotions. To be truly supportive of working dads, organisations must ensure that alternative working patterns don’t hinder career development. This means building frameworks that focus on output and impact, not presenteeism or hours logged.
Clear progression pathways should account for a variety of working arrangements, and skills development opportunities must be accessible for those working reduced hours or on flexible schedules. If flexible working is genuinely valued, it needs to be reflected in how success is recognised and rewarded.

Enhanced parental leave: the impact on working dads

If we’re serious about creating inclusive workplaces where all parents can thrive, enhanced parental leave must be part of the conversation. While policies have improved in some areas, the UK’s statutory offering still falls far short of families' needs, particularly when it comes to supporting working dads.

Currently, new fathers in the UK are entitled to just two weeks of statutory paternity leave, paid at £184.03 per week (or 90% of average weekly earnings, whichever is lower). Research by Pregnant Then Screwed, in partnership with Women In Data® shows that 70.6% of fathers who only used part of their paternity leave entitlement revealed that it was because they couldn’t afford to stay off any longer.

Shared parental leave is available too, but uptake remains extremely low. It’s estimated that only between 2–8% of parent employees take up this offer due to a combination of low pay, poor awareness, and fear of stigma in the workplace.

This outdated approach sends a clear message: caregiving is still seen primarily as a mother’s responsibility. And it leaves many dads unable to be fully present in those crucial early weeks and months of their child’s life. Not because they don’t want to, but because they can’t afford to, or feel unable to ask.

Enhanced parental leave policies can change that.

When organisations go beyond the legal minimum and offer generous, well-paid leave for all parents, it makes a real difference. It means fathers take time off without financial penalty. It signals that caregiving isn’t gendered. And it helps to set the tone for a more balanced, supportive, and inclusive workplace culture.

The benefits are clear:

• Dads are more likely to take leave when it’s fully paid, leading to stronger family bonds and more equal parenting from day one.
• Mothers benefit too, with more support at home and reduced pressure to carry the mental and physical load of early parenthood alone.
• Workplaces benefit from higher engagement, loyalty, and retention among working parents – particularly when leave is actively encouraged and role-modelled from the top.

More and more companies are recognising that enhanced leave is needed. And as campaigners like Pregnant Then Screwed, Parenting Out Loud, and The Dad Shift continue to push for change at a policy level, employers have a real opportunity to lead the way by creating a culture where dads can parent confidently, without compromise.

Meet the employers redefining fatherhood at work

While many organisations talk about supporting working parents, only a few are truly walking the walk when it comes to championing fatherhood. These employers are going beyond the basics and offering enhanced parental leave, flexible working options, and a culture that encourages dads to be just as present at home as they are at work.

VM02

"Leadership at Virgin Media O2 sets the tone by encouraging flexibility and understanding, especially for parents. My boss, who also has kids, is supportive of my family commitments, and this approach filters through the whole company culture.

Every day, I juggle school drop-offs, afterschool clubs, and balancing work whether I’m at home or in the office. My wife works part-time, so we have to plan carefully, making sure we both get the opportunity to progress without the pressure of being working parents.

Our different teams all work together to balance commitments and time online. In my team, as long as I’m working my hours and visible between 10am and 4pm, I can adjust the start or end of my day. This allows me to take my kids to school without guilt if I arrive a few minutes late. Additionally, the Men’s Health and Wellbeing Network provides a supportive space for dads to share experiences and advice."

Stephen Pink, Digital Talent Acquisition Team lead, VM02

You can read more about Stephen’s experience as a working dad at VM02 here. 

ClearBank 

ClearBank is committed to being a family-friendly employer. We want to enable all fathers, mothers, and other caregivers to prioritise important family responsibilities, alongside their working commitments. 

Their current initiatives include: 

• Enhanced family leave: This includes 6 weeks of paid paternity leave, shared parental leave, neonatal care leave and miscarriage leave
• Supportive Culture: ClearBank emphasises emotional and physical support during parenthood, including baby loss and early childcare needs 
• Flexibility: At ClearBank, employees follow a hybrid working model and can manage their working hours in accordance with family requirements.

Dave Marsland, VP of Engineering at ClearBank shares his thoughts on fatherhood…

“I’m the proud father of a 3-month-old girl and a precocious 4-year-old. With my wife working as an NHS nurse, I am mainly responsible for nursery and school drop-offs and pickups, parents' evenings, dinners and other daily tasks. The flexibility that ClearBank offers allows me to work remotely and adjust my hours to best accommodate my family’s needs. This makes it possible for me to manage the responsibilities of a full-time job while being present for my two girls. 

“Having recently taken advantage of ClearBank’s enhanced parental leave, I really appreciated the opportunity to spend more than the statutory two weeks with my new daughter and provide support to my wife during the challenging early days of a new arrival. I strongly believe that the UK needs to catch up with Scandinavian countries, where fathers receive better support and paternity and maternity leave policies are more aligned. This alignment allows families to bond with their new members and enables partners to support each other during this important time.”

BAE Systems 

“I actively sought out an employer who supports families through their policies and approach to flexible working and BAE Systems stood out. I’m now able to take my little girl swimming or pick her up from school – it’s those small moments that mean the most and I truly believe I’m better at my job for it. I’m happier, more productive and that’s where a fair-minded employer can feel in partnership with you. It feels I’m working with BAE Systems, not just for them - and that makes a big difference.”

Stephen, Head Office, BAE System

Richard Odufisan, Flexa Partner

"As both a working dad (with another on the way) and an inclusion leader, this conversation is more than just theory or policy, it’s my lived reality. Having experienced the generous benefits from my employers, and comparing it to the challenges some of my friends and people in my network have had when it comes to parental leave, I see just how big of a  difference it makes when fathers and non-birthing partners are supported to be fully present in the early days and throughout their children’s lives.

It’s not just about the time at home, it’s the overall signal that we send in work and culturally as a society. It shows that caregiving is valued, that ambition and parenting aren’t in competition, and that if we really care about gender equality, it starts with how we treat ALL parents.
Like this article shows, the evidence is really clear. When dads are supported to take parental leave, and work flexibly without the stigma/shame, families are stronger, mothers don’t get left carrying the majority of the load (and the career impacts that brings), and businesses actually see higher engagement, loyalty, and retention. Like I said, this isn’t just a policy discussion, it’s about how we build a culture where I, and other dads like me, can parent and work without compromise or guilt."

Camunda

"Camunda’s parental leave and remote work policies gave me the space to fully embrace fatherhood. I was able to take several months off to settle into the rhythms of a new family, and I continue to have the flexibility I need as a working dad. Whether it’s daycare pickup, family dinner, or bedtime, I’m present for the moments that matter. And if that means shifting my hours to early mornings or evenings, that’s no problem.  Camunda is built on trust and focused on outcomes, not clock-watching. For me, that flexibility is a game changer, it works for my family, for me, and for my manager."

Eran Flicker, Senior Manager, Data & Insights, Camunda 

Mondelēz International

“I began my career in food manufacturing 15 years ago, assuming leadership positions at the age of 20. Throughout my journey, I have gained experience across various sectors, including soft drinks, bakeries, coffee, and meats. My greatest passion lies in promoting the development and growth of my team, which are the foundations for driving excellence.

My interests include spending time with family, long-distance running, traveling, and DIY projects. I take great pride in being a devoted family man, cherishing my two daughters, Angelina and Olesya, and my Wife, Natalia.

My working shifts at Mondelez have provided me with significant advantages, particularly in terms of family time. Working the four on and four off schedule allows me to allocate specific hours for family activities and to enhance my overall well-being and mental health. The ability to balance my working commitments with my personal life has led to job satisfaction and a more harmonious home environment.

I’d probably say working shifts has made me meticulously plan more around childcare and family commitments and ensure I coordinate more than usual.”

Liam Allen, Senior Shift Lead, Bournville, Mondelēz International