Latest news with #AlexLloydHunter
Metro
11-06-2025
- Politics
- Metro
Six UK companies that give dads 52 weeks paid paternity leave, ahead of protests
Today, fathers from across the UK will be making their way to London to protest statutory paternity leave, holding their babies outside the Department for Business and Trade as part of the world's first 'dad strike'. The campaign is being organised by the Dad Shift, which argues that women will continue to face maternity leave discrimination if dads aren't afforded decent paternity leave offerings. It comes after Labour's employment rights bill, which promised a 'day one' right to paternity leave, failed to include the right to statutory pay. While mums can claim statutory maternity pay at 90% of their salary for six weeks, then £187.18 for the next 33 weeks, dads are entitled to far less time off work. Statutory paternity pay is set at £187.18 per week or 90% of men's average weekly earnings (whichever is the lower amount) for just two weeks, making it one of the least generous entitlements in Europe. And same sex couples face the same low payments (for example, a birth mother will be entitled to maternity pay while her partner – regardless of gender – is only able to claim statutory paternity pay for a fortnight). 'The UK's paternity leave is a national embarrassment and the calls for change are growing louder,' said Alex Lloyd Hunter, co-founder of The Dad Shift campaign. 'Now we just need the government to act.' Some companies do boost paid leave for their employees, but the latest Working Families Benchmark report found UK companies gave just five weeks of paid paternity leave on average in 2024. The result? Dads and partners are forced back to work early, missing out on valuable bonding time with their babies. Meanwhile mums are thrown in at the deep end caring for a newborn solo, often having barely recovered from childbirth themselves. It's why Pregnant Then Screwed has launched Let's Talk About Six, a campaign calling for fathers and same sex parents to have at least six weeks of paid paternity leave in the UK. There are a few companies who are ahead of the game though, giving new dads an entire year of paternity leave. So, if you're someone who wants to start a family or add to your brood, you might want to see if these businesses have any vacancies going. In 2019, Bain & Company, which is a global consultancy firm, decided to offer equal parental leave for all its employees in the UK. Honestly, we love to see it. This means that new parents, regardless of gender or how they became parents, are eligible for 52 weeks of leave. Essentially, whether you've given birth or your partner has, you've adopted or welcomed your little one via surrogacy, you're still eligible. Here, the first 29 weeks of that leave are fully paid, with it dropping after seven months (though still paid). In 2020, alcohol producer Diageo also introduced 52 weeks paternity leave for all parents. The first 26 weeks of this paternity leave are fully paid with it dropping after six months. If you've worked for Mars UK for more than a year you can also get your hands on 52 weeks of pat leave. You may have been stuffing your face with chocolate, but you can cash in on another sweet offering too. While the deal isn't quite as generous as its competitors, you still get 26 weeks paid at 90% of your yearly salary before it decreases further. When it comes to insurance, it's not just something you want in case of an accident, you want it when bringing a baby into the world, too. Knowing you won't need to return to work before you're ready shouldn't be a luxury, but here we are. And Aviva allows you to take 52 weeks of paternity leave, with 26 weeks at full pay. This is the case even if you and your partner both work there – no need to share the time off. Shared Parental Leave (SPL) was introduced 10 years ago with the aim of giving dads an equal opportunity to engage in parenthood – but campaign groups say it hasn't helped. The scheme allows parents to share up to 50 weeks of leave and 37 weeks of pay after the birth (effectively allowing the mother to transfer her maternity leave to the father after the first two weeks). Just 2% of couples take this up though, with Maternity Action calling for the 'failing' scheme to be scrapped. 'It's poorly paid, complex, and many working parents aren't even eligible,' the charity said. Manifest is a marketing company and it's also got a pretty decent deal on the table for new dads. More Trending Fathers will get 52 weeks off – all at 90% pay, so you don't need to worry about your funds getting smaller and smaller. We're manifesting this for our future selves too. Another insurance company on the list also gives new dads a full year off. If you work here, you'll be entitled to 16 weeks at full pay, a little bit stingier than its competitors but much better than the UK average. Pay the drops to 90% pay for the remainder of your time off. abrdn: 40 weeks Finimize: 38 weeks Accenture: 30 weeks Edrington: 30 weeks Deloitte: 26 weeks Oliver Wyman: 26 weeks Starbucks EMEA Ltd: 26 weeks University of the Arts London: 26 weeks FSCS: 26 weeks LGT Wealth Management: 26 weeks Baring: 26 weeks Phoenix Group: 26 weeks S&P Global: 26 weeks Fidelity International: 26 weeks Goldman Sachs: 26 weeks M and G: 26 weeks London Stock Exchange Group: 26 weeks MOD: 26 weeks Ferring Pharmaceuticals: 26 weeks Norvartis: 26 weeks Ashurst: 26 weeks Havas helia: 26 weeks Childrens Investment Fund Foundation: 26 weeks British Land: 26 weeks Knight Frank: 26 weeks JLL: 24 weeks 22 weeks Standard Chartered: 20 weeks UBS: 20 weeks Hodge: 20 weeks Financial Times: 20 weeks Do you have a story to share? Get in touch by emailing MetroLifestyleTeam@ MORE: I came out 10 years ago — this is what your teen daughter needs to hear MORE: I've applied for 38 jobs and got nowhere – I blame ageism MORE: The 7 top-paying UK jobs you don't need a degree for Your free newsletter guide to the best London has on offer, from drinks deals to restaurant reviews.
ITV News
28-05-2025
- Politics
- ITV News
Dads in Oxfordshire campaign for better paternity leave
New fathers in Oxfordshire say current paternity rights are outdated and need to be changed to support working families. Currently employees are eligible for up to two weeks statutory paternity leave and statutory pay of just over £187 a week - if they've worked for at least 26 weeks. There's no entitlement for self-employed fathers. Statutory maternity leave on the the other hand is 52 weeks. Now campaign group, The Dad Shift, is calling for change. They say they want longer, affordable and equal leave for both parents in every relationship - same sex, heterosexual or adoptive. They also want paternity rights for self-employed people. Co-founder of The Dad Shift, Alex Lloyd Hunter, from Oxford, said that paternity leave in the UK is a lot shorter than in other counties. He said: " It's also really poorly paid. It's about 40 per cent of the minimum wage, which is below the poverty line if that was your salary. "It's not enough for people to live on, so that means you find that about a third of people take no paternity leave at all. About half of those who do, end up in financial hardship as a result, and it has problems short term for families and long term. "In the short term it means mothers are left with no support while they are still recovering from birth, perhaps if they had a C-section that could take six weeks, and they are left on their own after two, and also when they are most at risk of post-natal depression. "It also robs fathers and non birthing parents of the time they need to bond with their child. and that has long-term repercussions in terms of how the family parents, in terms of how strong that relationship will be between fathers and their children, and the children, if they have that strong relationship, there's loads of evidence that they'll grow up to be happier, do better at school and will basically be well-rounded people if they have that close relationship with both parents. " New Dad, Ross Murray from Wallingford, started a new job shortly before his daughter Lydia was born and so he wasn't entitled to statutory paternity leave and pay. He said: "In my case because I started a new job I wasn't eligible for paid paternity leave. I took two weeks unpaid but for some other people that wouldn't be an option. "At the moment things aren't equal. So, my wife was entitled to 12 months and I was entitled to two weeks. I would like to be as much of a parent to our daughter as she is able to be, but the policy stops there at the moment." Many companies offer enhanced paternity benefits and couples have the option of shared parental leave. A Government spokesperson from the Department for Business and trade said: 'Our Plan for Change is on the side of working parents, which is why we are making Paternity Leave and Unpaid Parental Leave day one rights under the Employment Rights Bill. 'We're also committed to carrying out a review of the parental leave system to ensure it best supports working families.' The day-one reform will cover leave, but not pay. It's expected to come in in 2026 and the Government said consideration will be given to businesses that might need more time to prepare for change. Alex Lloyd Hunter said: "It's welcome. There are tens of thousand of people who'll get that time who don't have it now but that leave without pay is not much good because it locks the vast majority of people out. "It's a positive step but we need the Government to go much further and make paternity leave longer and better paid." On 11th June The Dad Shift is holding a Dads' Strike. Fathers and non-birthing parents and supporters are invited to join a picket line or simply do the school pick-up to highlight their campaign.
Yahoo
22-05-2025
- General
- Yahoo
'Dad strike' as UK's paternity leave worst in Europe
As traditional gender roles around parenting shift, the UK's outdated parental leave system is falling behind. British fathers get the worst deal in Europe, with just two weeks off at pay that amounts to less than half the minimum wage. In a bid to demand change, fathers in the UK will host the world's first-ever 'dad strike' in June. Organised by the campaign group the Dad Shift, fathers and non-birthing parents across the UK will request time off from work to protest outside government buildings in London and Edinburgh, calling for stronger and fairer parental leave policies. Offering adequate paternity leave isn't just a nice-to-have. Enabling fathers and partners to spend time with their children in the first year of life has been shown to improve the mental and physical health of mothers, narrow the gender gap and improve educational outcomes for children. Paid leave also helps parents share the responsibilities of childcare more equally, leading to lasting benefits for mothers' careers, health and overall wellbeing. Despite this, new fathers in the UK are entitled to only two weeks' paternity leave at £187.18 a week or 90% of average weekly earnings– whichever is lower. This is less than half of the national living wage for a standard 35-hour working week. Read more: How inadequate maternity leave harms mothers' wellbeing Comparatively, Norway gives fathers 15 weeks of parental leave, paid at more than 90% of the average salary, while parents in Sweden are given 480 days of paid parental leave between them at up to 80% of their salary. In Lithuania, fathers are entitled to 30 days of paid paternity leave, paid at 77.58% of their salary. So why is paternity leave so poor in Britain – and what will it take for the UK to catch up with the rest of Europe? "This isn't about our values as a country – this is a problem of political inaction,' says Alex Lloyd Hunter, co-founder of the Dad Shift. 'Ninety per cent of fathers agree that 'dads today want to be a bigger part of their kids' lives,' and 82% of people believe it's better when both parents have equal opportunities to be involved in childcare. Our ideas about parenting have evolved like their countries, but our policies haven't.' In April, it emerged that the promised 'day one' right to paternity leave would not include the right to statutory pay under Labour's flagship employment rights bill. So for dads to be eligible for paternity pay, they will still need to have worked for the same employer for at least six months up to the 'qualifying week' – 15 weeks before the baby is due. Self-employed fathers are locked out of any kind of financial support entirely. Harriet Morton-Liddle, co-founder of Nugget Savings, a platform that campaigns for parental leave transparency, says Britain's approach to paternity leave reflects a legacy of outdated assumptions about who should care for children. 'Statutory paternity leave wasn't introduced until 2003 and in the 20 years since there have been no meaningful changes beyond minor tweaks to flexibility,' she says. 'Even the language on the government website reveals how fathers are still viewed. It states that you may be eligible for leave 'because your partner's having a baby' not 'because you're becoming a parent'. That one line captures the problem that fathers are seen as supporting actors, not equal parents.' So far, broad policy efforts to increase paternal leave uptake, like shared parental leave introduced in 2015, have largely fallen short. When economists at the University of Bath and Cardiff University examined data from 40,000 households across the UK last year, they found shared leave hasn't affected the number of fathers taking leave, nor has it allowed fathers to take longer leave. International evidence shows that if we want fathers to take on more caregiving responsibilities, they need their own dedicated leave – paid at a level that makes it financially feasible. In 2022, Finland overhauled its parental leave system, giving each parent an equal share: 160 days of paid leave to be used before the child's second birthday. Since then, the number of fathers taking paternity leave has nearly doubled. Offering similar in the UK could reform how we take – and think about – parental leave, bringing benefits for all parents, children and even employers. Regardless of what couples want, the current system means mothers are forced to become primary caregivers by default. 'One parent told us, 'we woke up one day and found ourselves in the 1950s',' says Hunter. 'This in turn means many women lose out in their careers or face discrimination at work, with the 'motherhood penalty' now accounting for up to 75% of the gender pay gap.' Currently, fathers aren't given a fair opportunity to bond with their children during their early years. Instead, they're forced to make an impossible choice between keeping their family afloat financially or being present for them. 'Fathers miss out on precious time bonding with their babies and supporting their partners' recovery from childbirth,' says Dr Jeremy Davies, deputy CEO & head of impact and communications at the Fatherhood Institute. 'Children, mothers and fathers themselves also lose out from lost opportunities for fathers to become skilled and equal caregivers throughout the baby's first year – which is when ongoing caring patterns are set, and father-child relationships built,' he adds. 'This has implications for children's emotional and learning outcomes in the longer term.' And arguments that adequate paternity leave harms employers simply don't stand up. A 2023 qualitative study suggests offering fathers their own protected, paid leave would benefit their mental health, which in turn would likely boost morale, job satisfaction and retention. Read more: This is why more employers are introducing their own enhanced paternity leave policies, says Hunter. 'It's good business – the idea that someone can return to work after just two weeks, sleep-deprived and with their life completely turned upside down, and be 100% productive is a complete fantasy,' he explains. 'What happens instead is that fathers struggle in silence, and their mental health often suffers dramatically.' Read more: How to speak to your boss about a women's health issue But, with only larger companies financially able to offer enhanced parental leave policies, a two-tier system is emerging. Employees at big firms may benefit from better-paid leave, while those working for smaller employers, or who are self-employed, are left with limited or no support. 'That's why government action is essential to ensure every father gets decent leave, not just those lucky enough to work for progressive employers,' says Hunter. Whether the structural changes needed to fix the problem are put in place remains to be seen. But right now, paternity leave is treated as an optional extra – not a basic right. 'It is completely out of step with how families live and work today,' says Lucy Kemp, Future of Work and employee experience expert. 'When men are not supported to take time off, it reinforces the idea that childcare is a women's issue. That makes it harder for mothers to return and thrive at work. The best employers are the ones who treat parental leave as a core part of their culture, not a tick-box exercise.' Read more: Five questions you shouldn't be asked in a job interview How to manage 'time blindness' at work if you have ADHD Can body doubling make us more productive at work?Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
Yahoo
20-05-2025
- General
- Yahoo
'Dad strike' as UK's paternity leave worst in Europe
As traditional gender roles around parenting shift, the UK's outdated parental leave system is falling behind. British fathers get the worst deal in Europe, with just two weeks off at pay that amounts to less than half the minimum wage. In a bid to demand change, fathers in the UK will host the world's first-ever 'dad strike' in June. Organised by the campaign group the Dad Shift, fathers and non-birthing parents across the UK will request time off from work to protest outside government buildings in London and Edinburgh, calling for stronger and fairer parental leave policies. Offering adequate paternity leave isn't just a nice-to-have. Enabling fathers and partners to spend time with their children in the first year of life has been shown to improve the mental and physical health of mothers, narrow the gender gap and improve educational outcomes for children. Paid leave also helps parents share the responsibilities of childcare more equally, leading to lasting benefits for mothers' careers, health and overall wellbeing. Despite this, new fathers in the UK are entitled to only two weeks' paternity leave at £187.18 a week or 90% of average weekly earnings– whichever is lower. This is less than half of the national living wage for a standard 35-hour working week. Read more: How inadequate maternity leave harms mothers' wellbeing Comparatively, Norway gives fathers 15 weeks of parental leave, paid at more than 90% of the average salary, while parents in Sweden are given 480 days of paid parental leave between them at up to 80% of their salary. In Lithuania, fathers are entitled to 30 days of paid paternity leave, paid at 77.58% of their salary. So why is paternity leave so poor in Britain – and what will it take for the UK to catch up with the rest of Europe? "This isn't about our values as a country – this is a problem of political inaction,' says Alex Lloyd Hunter, co-founder of the Dad Shift. 'Ninety per cent of fathers agree that 'dads today want to be a bigger part of their kids' lives,' and 82% of people believe it's better when both parents have equal opportunities to be involved in childcare. Our ideas about parenting have evolved like their countries, but our policies haven't.' In April, it emerged that the promised 'day one' right to paternity leave would not include the right to statutory pay under Labour's flagship employment rights bill. So for dads to be eligible for paternity pay, they will still need to have worked for the same employer for at least six months up to the 'qualifying week' – 15 weeks before the baby is due. Self-employed fathers are locked out of any kind of financial support entirely. Harriet Morton-Liddle, co-founder of Nugget Savings, a platform that campaigns for parental leave transparency, says Britain's approach to paternity leave reflects a legacy of outdated assumptions about who should care for children. 'Statutory paternity leave wasn't introduced until 2003 and in the 20 years since there have been no meaningful changes beyond minor tweaks to flexibility,' she says. 'Even the language on the government website reveals how fathers are still viewed. It states that you may be eligible for leave 'because your partner's having a baby' not 'because you're becoming a parent'. That one line captures the problem that fathers are seen as supporting actors, not equal parents.' So far, broad policy efforts to increase paternal leave uptake, like shared parental leave introduced in 2015, have largely fallen short. When economists at the University of Bath and Cardiff University examined data from 40,000 households across the UK last year, they found shared leave hasn't affected the number of fathers taking leave, nor has it allowed fathers to take longer leave. International evidence shows that if we want fathers to take on more caregiving responsibilities, they need their own dedicated leave – paid at a level that makes it financially feasible. In 2022, Finland overhauled its parental leave system, giving each parent an equal share: 160 days of paid leave to be used before the child's second birthday. Since then, the number of fathers taking paternity leave has nearly doubled. Offering similar in the UK could reform how we take – and think about – parental leave, bringing benefits for all parents, children and even employers. Regardless of what couples want, the current system means mothers are forced to become primary caregivers by default. 'One parent told us, 'we woke up one day and found ourselves in the 1950s',' says Hunter. 'This in turn means many women lose out in their careers or face discrimination at work, with the 'motherhood penalty' now accounting for up to 75% of the gender pay gap.' Currently, fathers aren't given a fair opportunity to bond with their children during their early years. Instead, they're forced to make an impossible choice between keeping their family afloat financially or being present for them. 'Fathers miss out on precious time bonding with their babies and supporting their partners' recovery from childbirth,' says Dr Jeremy Davies, deputy CEO & head of impact and communications at the Fatherhood Institute. 'Children, mothers and fathers themselves also lose out from lost opportunities for fathers to become skilled and equal caregivers throughout the baby's first year – which is when ongoing caring patterns are set, and father-child relationships built,' he adds. 'This has implications for children's emotional and learning outcomes in the longer term.' And arguments that adequate paternity leave harms employers simply don't stand up. A 2023 qualitative study suggests offering fathers their own protected, paid leave would benefit their mental health, which in turn would likely boost morale, job satisfaction and retention. Read more: This is why more employers are introducing their own enhanced paternity leave policies, says Hunter. 'It's good business – the idea that someone can return to work after just two weeks, sleep-deprived and with their life completely turned upside down, and be 100% productive is a complete fantasy,' he explains. 'What happens instead is that fathers struggle in silence, and their mental health often suffers dramatically.' Read more: How to speak to your boss about a women's health issue But, with only larger companies financially able to offer enhanced parental leave policies, a two-tier system is emerging. Employees at big firms may benefit from better-paid leave, while those working for smaller employers, or who are self-employed, are left with limited or no support. 'That's why government action is essential to ensure every father gets decent leave, not just those lucky enough to work for progressive employers,' says Hunter. Whether the structural changes needed to fix the problem are put in place remains to be seen. But right now, paternity leave is treated as an optional extra – not a basic right. 'It is completely out of step with how families live and work today,' says Lucy Kemp, Future of Work and employee experience expert. 'When men are not supported to take time off, it reinforces the idea that childcare is a women's issue. That makes it harder for mothers to return and thrive at work. The best employers are the ones who treat parental leave as a core part of their culture, not a tick-box exercise.' Read more: Five questions you shouldn't be asked in a job interview How to manage 'time blindness' at work if you have ADHD Can body doubling make us more productive at work?
