What happens when paternity leave achieves parity with maternity leave? As TBL’s Rachael Davies explains, it’s not just dads who benefit.

In this three-minute read, Rachael examines the business case for equal paternity leave, examines why statutory leave really isn’t enough, and looks at one organisation that’s successfully implemented a gender-equal parental leave policy… us.

I’m a working mother and HR lead who’s helped to design, trial and implement parental leave at TBL. My view is simple: if we want to close the gender pay gap, we must stop treating a father’s time at home as optional. The UK’s current offer to dads is still minimal – some would say abysmal – and it shows up later as stalled careers for women and a persistent pay gap for families.

Paternity leave is a business issue, not a perk

When fathers take meaningful, paid time off early, mothers’ attachment to the labour market is stronger, return to work is smoother, and long-term earnings are less disrupted. Recent analysis suggests that boosting paternity leave delivers large social and economic benefits, improves maternal employment, and is better value than ‘shared parental leave’ as currently used.

Meanwhile, the gender pay gap for full time employees remains 6.9% in the UK (April 2025). This headline figure masks a wider “motherhood penalty”, with multiple sources showing mothers’ earnings falling behind after children arrive.

What we did at TBL

At TBL we built a gender-equal parental leave policy. Birth, adoption, surrogacy… all parents access the same structure:

• Weeks 1 – 13: 99% pay
• Weeks 14 – 26: 66% pay
• Weeks 27 – 39: 33% pay
• Unpaid after week 39 (statutory rights remain)

Two things matter here. First, it’s equal. We removed the “primary vs secondary” parent trap. Second, it’s long enough to shift behaviour, not just sentiment. Our Head of Customer Support, Adam, used the policy to take 32 weeks paid leave, splitting time with his partner: half at the start immediately following the birth of his son, and half at the end to support his partner’s return to work. Operationally, we planned handovers and staged reintegration; culturally, we sent the unmistakeable signal that care is everyone’s responsibility.

What we’ve seen so far

Not only does decent, equal parental pay and leave enable mothers to return to work smoothly and maintain career momentum, it improves retention and loyalty. Parents can plan careers with us rather than around us. At TBL, both Adam and I (both of whom have benefited from the equal parental leave and pay policy) are now entering our fifth year, a clear sign of loyalty enabled by design. Normalising substantial leave for all genders removes the “ask penalty”, widens the talent pool, and challenges the still too common, misogynistic, archaic assumptions in some leadership circles that caregiving is “women’s work”, which depresses women’s progression and deepens the gender pay gap. What shifts behaviour is visible sponsorship and positive role models, especially senior male figures taking and advocating for extended leave, so others feel confident implementing and using these provisions.

Why equal paternity leave tackles the gap

The gender pay gap isn’t just about pay bands, it’s about who steps back when a child arrives. Short or token paternity leave promotes an unequal division of labour at home, which cascades into slower progression, reduced earnings, and fewer leadership opportunities for women. Upgrading paternity and parental leave (and normalising its use) redistributes caregiving, protects maternal earnings trajectories, and reduces bias in hiring and promotion decisions.

The UK context and why “statutory” isn’t enough

Statutory maternity pay remains limited beyond the first six weeks (90%), dropping to a relatively low flat rate for the next 33 weeks; statutory paternity leave is 1-2 weeks at the same low rate. That’s not a serious platform for equal parenting or for closing pay gaps. Employers who want different outcomes need policies that go beyond statutory minimums.

Benchmarking our approach

Resources like Inspiring Dads’ Parental Leave Database show a growing group of employers offering equal, enhanced parental leave. Some now provide 26+ weeks fully paid. We’re not claiming “Diamond Tier” status, but TBL’s equalised and extended model is firmly in the progressive camp and designed to drive real behaviour change, not just headlines.

Practical advice for employers

• Equalise leave and pay for all parents. Avoid “primary/secondary” language.
• Design for usage, not optics: duration and pay levels must enable real take-up.
• Enable flexibility: allow split periods to support the birthing parent early and the return-to-work phase later.
• Track outcomes: retention post-parenthood, return-to-work timelines, progression rates, and pay equity.
• Communicate loudly: leaders should model and sponsor uptake, especially men.